Personnel & Payroll

Equal Opportunity Employment

It has, and will continue to be, the policy and practice of Cypress Mountain not to discriminate against any applicant, employee, or guest because of the race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person. 

This policy extends to every phase of the employment process (including: recruiting, hiring, training, promotion, job assignment, compensation, benefits, transfers, reductions in force, terminations, recalls, and Cypress sponsored educational, social and recreational programs) unless the limitation, specification or preference is based on a bona fide occupational requirement.

Conditions of Employment

Staffing requirements are contingent on many factors including snow, weather conditions, and ticket sales. When you accept employment with Cypress, you must understand that your working days and hours may fluctuate depending on staffing requirements, and you may be subject to temporary layoffs or the termination of your employment without any notice, nor have the ability to claim for damages. By accepting employment with Cypress Mountain, your ‘role & responsibilities’ may fluctuate depending on the operational requirements of Cypress Mountain. Cypress Mountain reserves the right to terminate your employment at any time for cause without notice (or payment in lieu of notice), including any breach of the Cypress Mountain policies and procedures.

Unless otherwise stated your employment is seasonal in nature, and is only for the winter or summer, or a shorter period as determined by Cypress Mountain.  Cypress Mountain operates in a weather dependent industry and we make no guarantees regarding the number of weeks, days of hours you will work. It is your responsibility to visit the web site or Cypress Mountain app prior to each shift to check conditions and operational times.

At the time you are hired and throughout your employment your Supervisor or Manager must be informed of:

• Any health or disability which may interfere with your ability to undertake any job/duty you are asked to perform &

• Any plans or commitments you have which will prevent you from being available for work.

Probationary Period

The first ninety days from the day you begin work is a probationary period during which time your performance in the duties and responsibilities of the position will be evaluated. During this period, your employment may be terminated without cause if you are found to be unsuitable. Unsuitability will include failure to perform duties as described in your job description, general un-suitability for the role as determined by your Department Manager or any breach of company policies or procedures contained in this handbook or department manuals, as determined by Cypress Mountain. Cypress Mountain shall be under no obligation to provide an alternate position or compensation.

Mountain Closures

During periods of poor weather, it may be necessary to reduce or shut down operation of the facilities. When the decision is made to close the mountain, an announcement will be made via email and social media as well as the Cypress Mountain website. It is your responsibility to confirm the operating hours for your area by visiting the website or the app, each day prior to coming to work. If you start work and are not needed, or your shift is cut short, you will be paid for a minimum of two hours. If you do not check, prior to coming to work, and show up for work when you are not needed, you will not qualify for the two hour minimum.

Sick Policy

As a short-term, seasonal employer, Cypress Mountain abides by the provincial government sick days program in that Team members must work for a minimum 90 days in order to qualify for any paid sick days. If you are sick and require more than 2 sick days off, a doctors note may be required and must include nature of illness and time off required.

Always note that Cypress Mountain offers a flexible work schedule and should you miss your shift(s) due to sickness, please work with your Department Supervisor/Manager to see if additional shifts may be available within the same pay period.

COVID-19 Specific:

As there is no longer any COVID-19 mandates in place (federally & provincially), we ask all Team members to remain diligent and monitor/assess themselves. If you have any COVID-19 symptoms, please test yourself. If you are negative and feel well enough to come to work, you are welcome to come-in but we ask you to wear a mask when working in close proximity of others. If you test positive, we ask you stay home until you feel well enough to work and are not contagious.

Payroll

In order for your payroll to be processed, you must first complete and submit your forms online in Dayforce, including:

1. Acknowledgement of Online Employee Handbook read, signed.

2. Employee Information Form

3. Personal tax credit forms (provincial and federal)

4. Criminal Record Check forms (if applicable)

5. A clear photocopy of your drivers license (if applicable)

6. A clear copy of your working visa (if applicable)

On average, team members work anywhere from 4-8 hour shifts, depending on role and responsibilities. As per BC Labour Standards, once you work 6 hours, you are entitled to a 30min unpaid break and this time is automatically taken off.

Our regular work week for calculating wages extends from Monday to Sunday. Pay periods are bi-weekly ending every second Sunday. Earnings are deposited into your Canadian bank account on the Thursday following the end of the pay period (For those on paper cheques, they are issued from your Dept after 3pm on Thursday following the end of the pay period). Paystubs are available through the Ceridian Dayforce app, on your profile. This details your earnings and deductions. Be sure to check them, and if you have any questions regarding your pay, contact your Supervisor or Manager via email to start the process. Please DO NOT contact the Accounting office directly.

Swipe Cards

On or around your first day of employment you will be issued a swipe card to record your hours worked. You are responsible for swiping in at the beginning of your shift and swiping out at the end of your shift. Team members are not to swipe prior or post scheduled shift times - even if you are only a few minutes early.  Your paycheque is based on this information. Misrepresentation of time (having someone else swipe your card, swiping someone else’s card, swiping prior/post to shift, not swiping, dishonestly reporting hours worked, etc.) will result in immediate dismissal as is considered a serious offence. If you are unable to swipe in or out, it is your responsibility to notify your Supervisor of Manager and edits will be made – please do not let this happen on a regular basis. If your Supervisor or Manager is not aware of any changes required, you will be paid incorrectly and any adjustments required will not occur until the following pay period.  If you lose swipe card please notify your Supervisor or Manager immediately so a replacement can be made.

Overtime

As a rule of thumb, overtime is not permitted. However, if overtime is necessary it requires PRIOR authorization of a Supervisor or Manager.  Please be aware that unauthorized overtime is not authorized. The overtime rate of 1.5 times the normal hourly rate will be paid for hours exceeding 8 hours in one day or forty hours in one week (unless a signed averaging agreement is in place).

Statutory Holidays

Due to the nature of our business you may be required to work on a statutory holiday. You will be paid in accordance with British Columbia Employment Standards Act, which states:  An employee must have been employed for at least 30 calendar days and have worked or earned wages for 15 of the 30 calendar days preceding the statutory holiday.

An employee entitled to statutory holiday pay will be paid an average day’s pay. This is determined from the total regular hours worked in the 30 days prior to the statutory holiday divided by the number of days working in the same 30 day period.

Where an employee is required to work on a statutory holiday and if the employee is entitled to the statutory holiday, the employee will be entitled to time and a half for the first 12 hours worked in the day and double time thereafter as well as an average day’s pay.

An employee who is not eligible for the statutory holiday and who works on the holiday is paid as if it were a regular work day.

Statutory holidays recognized in BC

• Christmas Day

• New Year’s Day

• Family Day

• Good Friday

• Victoria Day

• Canada Day

• BC Day

• Labour Day

• Thanksgiving Day

• Remembrance Day

Vacation Pay

Vacation pay is accrued at 4% of total gross earnings and will be included in your final paycheque of the season.

Personnel Records

You have the opportunity to review your personnel file. Consult your Supervisor or Manager for further information.

Privacy Policy

Cypress Mountain respects the privacy of all employees. The personal information that is collected from you is secure, and used for the purpose of your employment with Cypress. Subsequent to your term with Cypress, this information may be used to advise you of future employment or events related to Cypress, and/or to give a reference to a future employer.

If you do not want us to contact you with information, or to give a reference subsequent to your term at Cypress please inform us in writing.

If you have any concerns about the security of your personal information, please contact your Supervisor, department Manager or the Cypress Privacy officer. Visit www.cypressmountain.com/privacy-policy for full policy details.