Procedures

1. It is expected that employees behave in a professional and courteous manner during working hours and in work areas.
2. To avoid offending others or placing others in an uncomfortable position, employees should conduct themselves in an appropriate workplace manner during nonworking hours, such as lunches, breaks, and before and after work.
3. The company strictly prohibits any physical contact between employees and guests that would be deemed inappropriate at work, including the premises of the property by a reasonable person, regardless of whether it takes place during working hours or not.
4. The company's disciplinary policy applies to employees who allow their personal relationships with coworkers or guests to adversely affect the work environment, including counseling for minor concerns. Behaviors that do not change and expectations that are not met are viewed as serious disciplinary actions.
5. It is generally considered that an employee's off-duty conduct is private, as long as it does not create problems within the workplace and does not occur at the property. 
6. Any supervisor, manager, executive, or other company officials in a sensitive or influential position with the company must disclose the existence of a romantic or sexual relationship with another co-worker. Disclosure may be made to the individual's immediate supervisor or the HR Department. The company will review the circumstances to determine whether any conflict of interest exists.
7. When a conflict of interest or potential risk is identified due to a company official's relationship with a co-worker, the company will work with the parties involved to consider options for resolving the problem. The initial solution may be to make sure the parties no longer work together on matters where one is able to influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, and financial transactions are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. In some cases, other measures may be necessary, such as the transfer of one or both parties to other positions or departments. If one or both parties refuse to accept a reasonable solution, such refusal will be deemed a voluntary resignation.
8. Failure to cooperate with the company to resolve a conflict or problem caused by a romantic or sexual relationship between co-workers or among managers, supervisors, or others in positions of authority in a mutually agreeable fashion may be deemed insubordination and result in disciplinary action up to and including termination.
9. The provisions of this policy apply regardless of the sexual orientation of the parties involved.
10. In cases where there is uncertainty about the specific meaning of any of the terms used above, employees should make decisions based on the overall intention and spirit of this policy.
11. Please contact the HR department if you have any questions about this policy.