If you are working Soccer at Chase Field on 2/23 employee parking will now be in CPEG.
The Call Off Line number for the Security Department has been changed. The new number is now (602) 379-7574.
It is with great pleasure that we announce the ability to utilize gift cards within the US Airways Center Starbucks location. It is my hope that this additional pay option gives our guests more flexibility while enjoying Starbucks’ favorites.
Thank You,
Seth Shepherd, Levy RestaurantsThis is a reminder of what our department work requirements are as written in the department training manual.
When people call in late or call off for events, it puts an extra burden on the rest of the staff. We understand emergencies come up from time to time (i.e. have to stay late at your full time job or family emergencies arise), however, the reason we let you request your schedule for the entire month in advance is to help you.
Calling in late for work - Excessive offenses may result in disciplinary action.
Calling off for work - Excessive offenses may result in disciplinary action.
If unusual circumstances cause you to be late, call the Call-Off line as soon as possible, informing them of why you will be late and what time you expect to arrive. Even if you are on your way to work and are going to be late, stop and call.
If for any reason you are unable to report for work, you must call the Call-Off line two hours before your scheduled shift. Calls received less than two hours prior will result in a No Show. Calls left on numbers other than the Call-Off line will also result in a No Show.
All call-offs or late notices must be called in personally by you – do not allow friends, relatives or fellow employees to report your absences for you. Management may require a doctor’s release after a call-off due to illness. A record of each employee’s attendance is kept by the Event Security Coordinator, excessive absenteeism or tardiness may lead to disciplinary action.
If at any time you do not report for work and do not call in to notify a Security Manager for three consecutive shifts, we will assume that you no longer wish to work here. Your personnel file will reflect your separation as “voluntary resignation” without proper notice.
Because the Security Department can only have a limited number of employees on the payroll to fully staff events, it is important that everyone work a minimum number of events each month. All event employees must maintain a minimum of 40 percent of all scheduled events each year to remain in good standing. Employees who fail to meet this requirement will be notified and disciplinary action may follow, not excluding termination of employment without further notice.
If you have extenuating circumstances, feel free to discuss them with a Security Manager. We try to be flexible with your schedules, however, remember that staffing events is the reason you were hired. If you submit a Schedule Request and we do not schedule you for the minimum number of events this will not count against you.
Discipline
The policies and procedures covered in THE SOURCE and those otherwise communicated to employees verbally or in writing, including information posted for general employee knowledge, have been established so that our business may operate smoothly and efficiently. Employees are responsible for familiarizing themselves with these policies and procedures and for adhering to them accordingly.
In the event that an infraction occurs, disciplinary action may result. The various forms of disciplinary action include:
• Counseling
• Verbal or written warnings
• Suspension without pay
• Final written warning
• Termination of employment.
Disciplinary action will not always be administered in the order shown above. As many situations are unique, it is impossible to specify which type of action will result from each possible offense. However, when determining which type of disciplinary action to apply management, in the exercise of its direction, will consider and evaluate:
• How often this or other problems have occurred (frequency).
• The occurrence and frequency of prior problems.
The above are only examples and the list is not all-inclusive. Management reserves the right to take any disciplinary action up to and including discharge for reasons not included in the list. Management will exercise its judgment, within the context of its assessment of any particular situation, whenever it issues discipline. Common sense will assist employees in identifying many rules of conduct not specifically listed above.
This is an update of the Security Department disciplinary action procedure.
The Security Department at US Airways Center and Chase Field uses the following procedures in addressing infractions:
Call Offs:
4th offense: Verbal warning (we send a letter and document the employee's file)
6th offense: Written warning
8th offense: Final warning
10th offense: Termination
Call Offs that take place more than 48 hours prior to the employees scheduled shift will be considered an excused absence and should not count towards the employee’s disciplinary cycle. However, we will still document the call off in the employees file to track any patterns.
No Call, No Show:
1st offense: Verbal warning (we send a letter and document the employee's file)
2nd offense: Written warning
3rd offense: Termination
Monthly Schedule not submitted:
1st offense: Verbal warning (we send a letter and document the employee's file). We can contact and offer any remaining shifts available.
2nd offense: Termination
Job Abandonment:
3 No Show/No Calls in a row
2 months in a row without submitting a schedule request
Notice:
All disciplinary action taken from infractions is based on a rolling 12 month calendar. This means, we base the level of disciplinary action to be taken on the employees last 12 months of employment.
Please contact Jon, Taryn or Mark if you have any questions regarding these work requirements or disciplinary actions.
Here are the parking locations that have been arranged by our parking department for event staff:
Single Event Days
D-backs game ONLY --- CPEG (7th St. & Washington) --- $1.00 with parking card
Suns game ONLY --- Chase Field Garage (4th St. & Buchanan) --- No charge
USAC event ONLY (all other arena events) --- Chase Field Garage --- $2.00 with work ID
Dual Event Days**
Dual event & you're working at Chase --- CPEG --- $1.00 with parking card
Dual event & you're working at USAC --- Luhr's Garage (1st Ave. & Madison) --- $5.00 with work ID
**When there are events at both venues (Chase & US Airways) staff is NOT allowed to park at the Chase Field Garage.
Here are some notes on proper radio usage
Prior to talking on your radio:
· Stop and listen to the radio to make sure it is clear.
· Say your call sign first, then the person’s you are calling. (i.e. S-10 to 212)
· Stop again and wait for them to acknowledge you. Do not just start talking as they may be on another channel, assisting a guest etc.
· Once they acknowledge you, you may continue your call.
2. Helpful Hints:
· Always give someone adequate time to respond.
· Hold the talk button down for a couple of seconds prior to talking.
· Make sure your conversation is short and to the point.
· If calling in for a wet spill, popcorn spill etc., all that needs to be said is” I need a wet mop concourse 101-102” You do not need to describe the pattern of the spill.
· If you are the “receiver” of the call, always acknowledge with a “10-4” so the caller knows you heard and understand.
· If it is a situation that needs rapid attention (medical, fight) step back, give the exact location clearly and do not get involved until your call has been acknowledged so assistance may respond. If you scream and panic and your call is not understood, you are being of no benefit to anyone.
Always:
· Be polite and courteous on the radio.
· Remember that at times, others (guests, clients) may be able to hear the conversation as they may be on our channel, standing near you OR near the person you are calling. All aspects must be considered.
· Take care of your radio – they are expensive.
There have been a rash of issues and/or questions relating to Service Animals come up lately. There was a small dog that warned it’s owner of the presence of certain chemicals. There was a cat that we never determined what it was trained to do. Then a guest who seems to bring a different dog each time they attend a game, claiming it’s a service animal. I felt it might be a good idea to provide some guidance regarding Service Animals since it had been a while.
We operate under two sets of guidelines regarding Service Animals. Arizona Statute and the Federal Americans with Disabilities Act. The Arizona statute recognizes trained service animals and service animals in training but requires the animal be identified. The Federal ADA only recognizes trained service animals but does not require certification or the wearing of identifying clothing. Both allow recognized Service Animals to accompany their owner with a disability pretty much anywhere the individual is able to go. This obviously covers our facilities and our employees. In Arizona the animal in training may accompany the trainer in public places.
The primary exception is if the animal creates damage or a disturbance, displays aggressive behavior or interferes with other guests or employees. If this situation cannot be mitigated then the owner can be requested to remove the animal from the facility. As with most situations like this the burden of proof will be on us if we refuse admittance or request the animal be removed.
Since Federal requirement take precedence I have attached a Q and A provided by the Department of Justice regarding Service Animals. Please feel free to share it and any of this information with your employees. If there are any questions or if an incident occurs that my input would be helpful, please feel free to contact me. COMMONLY ASKED QUESTIONS ABOUT SERVICE ANIMALS IN PLACES OF BUSINESS
Guerry Dalrymple
Disability Services Manager
ADA Coordinator
Chase Field/US Airways Center
EMPLOYEE Discount Information Available in HR
Just a reminder that The Human Resources Department offers a wide variety of information on discounts available to employees such as Theme Parks, Movie Theatres, Identity Theft Protection, Local Banking and Credit Union information, etc.
Below is a price list (as of 7/9/10) of the tickets you may purchase in HR.
AMC Theatre movie pass- $6.00
Harkins Theatre movie pass- $6.00
Sea World San Diego- Adults $55.00 Children $48.00
Golfland Entertainment Centers Inc. /Big Surf / Sunsplash / Waterworld- pass $19.50
Honey Baked Ham - $34.00 ($40.00 value)
We also recommend three websites that offer employee discounts.
Stop by and help yourself to brochures.
The Arizona Diamondbacks, Phoenix Suns and its entities are teamed up with The Employee Network to offer ALL of our employees (Full and Part-Time) a wonderful Employee Discount Program. There are over hundreds of local businesses that have offered special discounts to members of The Employee Network. They offer discounts on just about everything from Automobiles, Restaurants, Golf, Hotels, Ski Vacations, Child Care and much, much more.
Simply log onto www.employeenetwork.com to view the companies and their discounts.
To take advantage of the discounts, simply present your badge, business card or pay stub to the respective businesses.
It's as simple as that. Remember to visit the website often, as it is updated daily to list all the businesses offering discounts.
The website also has a "Treasure Chest" for buying discounted items and services above and beyond your normal discounts.
Please stop by the Human Resources Department to pick up your copy of the discount book.
COMMONLY ASKED QUESTIONS ABOUT SERVICE ANIMALS IN PLACES OF BUSINESS
1. Q: What are the laws that apply to my business?
A: Under the Americans with Disabilities Act (ADA), privately owned businesses that serve the public, such as restaurants, hotels, retail stores, taxicabs, theaters, concert halls, and sports facilities, are prohibited from discriminating against individuals with disabilities. The ADA requires these businesses to allow people with disabilities to bring their service animals onto business premises in whatever areas customers are generally allowed.
2. Q: What is a service animal?
A: The ADA defines a service animal as any guide dog, signal dog, or other animal individually trained to provide assistance to an individual with a disability. If they meet this definition, animals are considered service animals under the ADA regardless of whether they have been licensed or certified by a state or local government.
Service animals perform some of the functions and tasks that the individual with a disability cannot perform for him or herself. "Seeing eye dogs" are one type of service animal, used by some individuals who are blind. This is the type of service animal with which most people are familiar. But there are service animals that assist persons with other kinds of disabilities in their day-to-day activities. Some examples include:
_ Alerting persons with hearing impairments to sounds.
_ Pulling wheelchairs or carrying and picking up things for persons with mobility impairments.
_ Assisting persons with mobility impairments with balance.
A service animal is not a pet.
3. Q: How can I tell if an animal is really a service animal and not just a pet?
A: Some, but not all, service animals wear special collars and harnesses. Some, but not all, are licensed or certified and have identification papers. If you are not certain that an animal is a service animal, you may ask the person who has the animal if it is a service animal required because of a disability. However, an individual who is going to a restaurant or theater is not likely to be carrying documentation of his or her medical condition or disability. Therefore, such documentation generally may not be required as a condition for providing service to an individual accompanied by a service animal. Although a number of states have programs to certify service animals, you may not insist on proof of state certification before permitting the service animal to accompany the person with a disability.
4. Q: What must I do when an individual with a service animal comes to my business?
A: The service animal must be permitted to accompany the individual with a disability to all areas of the facility where customers are normally allowed to go. An individual with a service animal may not be segregated from other customers.
5. Q: I have always had a clearly posted "no pets" policy at my establishment. Do I still have to allow service animals in?
A: Yes. A service animal is not a pet. The ADA requires you to modify your "no pets" policy to allow the use of a service animal by a person with a disability. This does not mean you must abandon your "no pets" policy altogether but simply that you must make an exception to your general rule for service animals.
6. Q: My county health department has told me that only a seeing eye or guide dog has to be admitted. If I follow those regulations, am I violating the ADA?
A: Yes, if you refuse to admit any other type of service animal on the basis of local health department regulations or other state or local laws. The ADA provides greater protection for individuals with disabilities and so it takes priority over the local or state laws or regulations.
7. Q: Can I charge a maintenance or cleaning fee for customers who bring service animals into my business?
A: No. Neither a deposit nor a surcharge may be imposed on an individual with a disability as a condition to allowing a service animal to accompany the individual with a disability, even if deposits are routinely required for pets. However, a public accommodation may charge its customers with disabilities if a service animal causes damage so long as it is the regular practice of the entity to charge non-disabled customers for the same types of damages. For example, a hotel can charge a guest with a disability for the cost of repairing or cleaning furniture damaged by a service animal if it is the hotel's policy to charge when non-disabled guests cause such damage.
8. Q: I operate a private taxicab and I don't want animals in my taxi; they smell, shed hair and sometimes have "accidents." Am I violating the ADA if I refuse to pick up someone with a service animal?
A: Yes. Taxicab companies may not refuse to provide services to individuals with disabilities. Private taxicab companies are also prohibited from charging higher fares or fees for transporting individuals with disabilities and their service animals than they charge to other persons for the same or equivalent service.
9. Q: Am I responsible for the animal while the person with a disability is in my business?
A: No. The care or supervision of a service animal is solely the responsibility of his or her owner. You are not required to provide care or food or a special location for the animal.
10. Q: What if a service animal barks or growls at other people, or otherwise acts out of control?
A: You may exclude any animal, including a service animal, from your facility when that animal's behavior poses a direct threat to the health or safety of others. For example, any service animal that displays vicious behavior towards other guests or customers may be excluded. You may not make assumptions, however, about how a particular animal is likely to behave based on your past experience with other animals. Each situation must be considered individually.
Although a public accommodation may exclude any service animal that is out of control, it should give the individual with a disability who uses the service animal the option of continuing to enjoy its goods and services without having the service animal on the premises.
11. Q: Can I exclude an animal that doesn't really seem dangerous but is disruptive to my business?
A: There may be a few circumstances
when a public accommodation is not required to accommodate a service
animal--that is, when doing so would result in a fundamental alteration
to the nature of the business. Generally, this is not likely to occur in
restaurants, hotels, retail stores, theaters, concert halls, and sports
facilities. But when it does, for example, when a dog barks during a
movie, the animal can be excluded.
If you have further questions about service animals or other requirements of the ADA, you may call the U.S. Department of Justice's toll-free ADA Information Line at 800-514-0301 (voice) or 800-514-0383 (TDD).
Last modified: February 21, 2012