Summer season orientation may 2015

where…EVERYTHING MATTERS

Welcome to Your Team Member Orientation

The Atlanta Athletic Club will deliver an exceptional and

family-focused experience that consistently exceeds the

expectations of all those we serve, while preserving our heritage, traditions and reputation for championship

golf.

Atlanta Athletic Club Mission Statement

Member Profile 1800 + members

Potential Members: Are presented for nomination by 3 other members. Interviewed by the Membership Committee and the BOD. Undergo a background and credit check.

Club Memberships We have membership plans that fit any need. Initiation fees range from $10K - $60k with monthly dues

from $97 - $600.

AAC Organizational Structure

Member Owned Members elect a Board of Directors

Set policy Administer wishes of members

BOD hires a General Manager Hires executive team for day-to-day operations

Board appoints committees of members for each area of Club operation Assists management in the affairs of the Club Recommends suggested changes in policy, rules, etc.,

to the Board

Atlanta Athletic Club Executive Team

Rick Anderson, MP

Director of GolfHired March 1, 1989

Jeff Chandley, USPTA

Director of TennisHired April 14, 2008

James Cole

Director of Facilities Hired April 5, 1985

Neil Doldo

Fitness DirectorHired March 13, 2012

Tony Kelley

Chief Financial Officer

Director of SecurityHired January 31, 2000

Ken Mangum, CGCS

Director of Golf Courses

& GroundsHired September 6, 1988

Peter Lovelace, CCM

Club ManagerHired July 16, 2013

Kevin Carroll, CCM General Manager Hired May 20, 2013

Erica Smith

Membership DirectorHired June 25, 2013

HISTORY & TRADITION

HISTORY AND TRADITION

Robert T. (Bobby) Jones, Jr. (business man and community activist first, never wanted to become pro.) Greatest amateur golfer of the century. Won 13 major golf championships out of 33 over 7

years (Tiger has won 17, Jack Nicklaus won 18)

1930 - Grand Slam Series. U.S. Open, British Open, U.S. Amateur, British

Amateur Address of the Club as well

President of AAC 1946 & 1947. His father was president from 1937 – 1942.


Alexa Stirling Fraser Icon in women’s golf. 3X U.S. Women’s Amateur, 2X Canadian Women’s

Amateur Lifelong friend of Bobby Jones.

George Sargent Ran the Golf Center. Rick Anderson our current Golf Director trained

under George. 1906 U.S. Open winner & 2x President of PGA. 1932-1947 - AAC’s Golf Professional. Harold, 1947-1978 & Jack, 1978-1984.


Charles Yates Jones’ mentor. 1986 - Royal Troon Grill named/dedicated to his win

1938. British Amateur Championship - RT Golf Club - Troon Scotland.

Bitsy Grant Won the US Clay Court Championship 4 times. Southern Tennis Singles champion 5 times. Bitsy Grant Tennis Center (Atlanta) is named for him.

John Heisman The AAC’s first Athletic Director. College footballs’ most prestigious sport award.

CORE VALUES FOR OUR SERVICE PHILOSOPHY

RESPECTINTEGRITYSINCERITYAPPEARANCETEAMWORKENTHUSIASMCOMMUNICATIONKNOWLEDGEPOSITIVE ATTITUDEANTICIPATE NEEDSEXCEEDING EXPECTATIONEXCELLENCE EVERYDAY

RESPECT Matters

Respect Club Traditions

Respect each other

Respect other’sTime / SchedulesJobs Feelings

“Respect for ourselves guides our

morals.

Respect for others guides our manners”.

Laurence Sterne

INTEGRITY Matters

Doing something even if your manager doesn't always see it.

Practice the highest ethical standards.

Trustworthy and fair, and assures mutual respect.

Upholds an admirable reputation for self and club.

Living by a set of principles we set for ourselves.

How can we emulate the example that Bobby Jones set.

We honor Bobby Jones for his integrity. Did not win the championship – lost by 1 stroke.

SINCERITY Matters

Sincerity is speaking and acting from your heart.

Greeting people warmly.

Treat others with respect and with sincerity.

Having a sincere genuine passion for others.

APPEARANCE Matters

Take pride in appearance and work stations.

Name Tags.

Members like to call you by name. They want to get to know you. They want to say Thank You and can’t do that if they don’t know you name.

Makes you feel important when you have a name tag on.

Professional, well-groomed.

Body Art – covered in member areas.

Cell phones.

You represent the Club – look the part.

Need to reflect the caliber of the members of the Club.

TEAMWORK Matters

Teamwork means the working together of a group of people to accomplish a task or goal.

Working together helps to create the type of atmosphere that leads to a positive environment.

Show this throughout the day and in common shared space: i.e. cleaning up after you eat.

We have very proud employees and sometimes we don’t ask for help, but pitch in. Don’t wait for them to ask – jump in and help.

ENTHUSIASM Matters

Treat everyday like it’s your first day.

On your first day you had the desire to want to please other people, boss and co-workers.

This positive attitude fires you up.

When you get to the Club get excited about what will happen here. Get excited about the chance to improve someone’s day.

We are in the “Happiness Business”. Members come through the gates everyday because they want to be happy. Meet them with enthusiasm.

COMMUNICATION Matters

Communication Involves Three Components:

1. Verbal Messages - the words we choose.

1. Avoid using jargon.2. Use member’s name

whenever possible.

2. Paraverbal Messages - how we say the words.

2. Include the tone, pitch, and pacing of our voice.

3. It is how we say something, not what we say.

3. Nonverbal Messages - our body language.

3. Facial Expressions.4. Posture and

gestures.

“NO PROBLEM”

KNOWLEDGE Matters

Learn about the Club – know what’s going on.

Read your newsletter and the Club Times – attend your department meeting.

Use the tools at your disposal – share what you know. Holding on to that knowledge does nothing if you don’t share.

We will share our knowledge with you to get you to the next level in your career – we want to share that knowledge with you.

“I DON’T KNOW”

POSITIVE ATTITUDE Matters

We are all part of a special team – that includes everyone in this room.

What happens when we choose to have a bad day?

300 employees – 10% decide to have a bad day. Members pick up on that.

Those 1800 members are supporting your families.

Warm smile and pleasant personality.

ANTICIPATE NEEDS Matters

How do we anticipate member’s needs?

Using tools at your disposal to exceed member’s expectations by anticipating the member’s needs.

EXCEEDING EXPECTATIONSMatters

The Club is membership by invitation.

Members have high expectations because they have been invited to join.

We want them to feel like they are part of something special.

Their expectations and experiences are high. They expect:

Warm Smile Called by name

Our job is easy – make their day and exceed their expectations.

EXCELLENCE EVERYDAY Matters

Excellence Everyday

When you take all the other core values you can’t help but be excellent.

Insist on flawless execution to exceed expectations.

Strive to improve knowledge and performance.

Goal oriented and focused on our mission and vision.

RESPECTINTEGRITYSINCERITYAPPEARANCETEAMWORKENTHUSIASMCOMMUNICATIONKNOWLEDGEPOSITIVE ATTITUDEANTICIPATE NEEDSEXCEEDING EXPECTATIONSEXCELLENCE EVERYDAY

CORE VALUES FOR OUR SERVICE PHILOSOPHY

REVIEW

What year was the Club founded?

Name 1 notable historical figure discussed today ? (Hint: there were 6)

Name the 12 Core Values?

There are 2 phrases on the do not say list. They are…?

A major piece of your uniform includes a _____ ____?

What is the name of our service philosophy?

FINAL THOUGHTS AND QUESTIONS..

EMPLOYEE MISSION STATEMENT

Create an employee environment and experience that:

Attracts Develops Rewards Retains

engaged employees at all levels of staff!

Work Environment

Equal Opportunity Employer All internal/external applicants treated equal

OPEN DOOR POLICY The Atlanta Athletic Club maintains an open-door policy which permits an

employee to discuss problems, concerns, or grievances.

If an employee has a problem that relates to his or her job, and particularly if the problem is in the nature of a complaint, the employee is strongly urged to speak with their immediate supervisor.

If the employee feels that their concerns have not been adequately addressed by their immediate supervisor, the employee should follow the chain of command that has been set up at the club.

It will typically follow with a Department Manager, then HR then the GM.

SAFETY BEGINS WITH YOU!

Safe & Healthy Workplace is Promoted

All accidents must be reported Worker’s Compensation requires that the Club reports all work

related injuries/accidents immediately. Is effective on your first day worked.

Right To Know Compliance Centers Located in all dept. SDS sheets list the chemicals used

First Aid Centers Located in all departments.

First Responders Managers and some key team members are CPR/AED certified.


Everyone’s responsibility

Safety Training Requirement Follow your department’s safety procedures: (lifting, climbing etc.) Wear protective gear al all times: (gloves, ear plugs, goggles etc.) BloodBorne Pathogens and HazCom Training.

Evacuation Procedures Route and procedures listed in each department Make yourself familiar

Materials/Equipment/Products Learn proper usage and storage Report defects, misuse, theft, breakage


Emergencies Report fire & severe medical - call “O” or ext.

7797 immediately Notify manager/HR

Fire - severe Close door Pull alarm Dial “O” or ext. 7797 Evacuate yourself & others around you Follow exit signs - know routes NEVER use elevators

Disciplinary Procedures

This policy is designed not so much to punish as to bring unacceptable behavior to the employee's attention in a way that the employee will be motivated to make corrections.

First Occurrence: verbal written warning documentation up to an including termination , notation in employee file, and retrained.

Second Occurrence: 1 day suspension, written warning documentation up to and including termination, and retrained.

Third Occurrence: 1 week suspension, written warning documentation up to and including termination, and retrained.

Fourth Occurrence: Termination of employment.

An employee may be subject to immediate termination when a safety violation places the employee or co-workers at risk of permanent disability or death.

What are Bloodborne Pathogens?

Microorganisms present in human blood that can cause disease Viruses, bacteria, parasites, fungi

Primary workplace pathogens Human immunodeficiency virus (HIV) Hepatitis B virus (HBV) Hepatitis C virus (HCV)

Transmission of Pathogens

Contaminated sharp objects or needles

Broken skin, including rashes

Mucous membranes Eyes Mouth Nose

Routes of Exposure

Contact with bleeding co-worker or member Contact with blood while administering first

aid Touching a contaminated surface Assigned to clean up blood Contact with contaminated products or

equipment in restrooms Using a tool covered in dried blood

Bloodborne Pathogens Law

29 CFR 1910.1030 requires: A written Exposure Control Plan (ECP)

Outlines training requirement Explains how to decontaminate equipment and

work surfaces Describes how biohazard waste is handled Explains the recordkeeping requirements Kept in the HR office

Engineering and work practice controls

Personal protective equipment (PPE)

Bloodborne Pathogens Law

Training Locker room attendants receive an in depth

training

Medical surveillance Free hepatitis B vaccination Signs and labels Other equipment

and procedures

Take Universal Precautions

Treat all blood and bodily fluids as if infected

Use barrier protection to avoid contact with infected bodily fluids

Immediately clean up and decontaminate surfaces and equipment


Barrier protection prevents exposure

Use gloves when applying bandages or cleaning up

Eyewear or masks protect against splashes

Protective clothing or aprons protect against spurting blood


Use a mask for nose and mouth protection

Use a CPR mask

Be prepared to use impromptu barriers such as a garbage bag, plastic, paper, or your shirt


Use tongs, forceps, or similar tools to pick up potentially contaminated items

General Decontamination

Wear appropriate gloves and glasses to protect eyes, nose, mouth, and skin

Use a bodily fluid disposal kit

Use 10% bleach or EPA-approved disinfectant for spills

Dispose of contaminated items

Remove glass and other sharp materials using a brush and dust pan, or tongs

Do not use your hands

Use paper/absorbent towels to soak up the residual liquids

Disinfect all surfaces, and allow time to dry before using again

Decontamination Involving Sharp Objects

2 Types of Wastes Regulated

Liquid or semi-liquid blood or other potentially infectious materials (OPIM)

Contaminated items that would release blood or OPIM if compressed

Contaminated sharp objects

Items caked with dried blood or OPIM, capable of release during handling

Pathological and microbiological wastes containing blood or OPIM

Unregulated Blood or OPIM

absorbed without the release of liquid when compressed

Adhesive bandages or tissues

Gauze, paper towels, and disposable PPE

Absorb all liquid

Label All Regulated Waste Containers

Regulated waste:

Labels communicate a hazard

Place regulated waste in containers that have the universal biohazard symbol

The term “Biohazard” must be on the label

Image Credit: OSHA

Disposal – Unregulated Waste

Double-bag waste

Labels not typically required but a good idea

Exposure Incident

Wash cuts and skin thoroughly

Rinse nose and mouth

Flush eyes with clean water or sterile solution

Clean all contaminated surfaces

Report all incidents

QUESTIONS – BLOODBORNE PATHOGENS?

SAFETY REVIEW AND QUIZ

Member Relations/SocializingSocializing off property is not permitted without approval from:

GM Senior Dept

Manager

Dating

Exchanging phone numbers

Work Related Pay Liability

Discrimination / Harassment

2 Types of Sexual Harassment 1. Quid Pro Quo – when a manager or

supervisor asks for a sexual favor in return for a benefit.

2. Hostile Work Environment - Typically, a hostile work environment claim involves a supervisor, co-worker or customer making: Unwelcome comments or remarks, Suggestively touching Acting in a sexually inappropriate way toward an

employee.

Club’s Anti-Discrimination and Harassment Policy

The Atlanta Athletic Club is committed to providing a work environment that is free of discrimination and unlawful harassment, including sexual harassment.

The Club prohibits all forms of harassment in employment based upon an employee’s: Sex, gender Pregnancy, childbirth or related medical condition Race, ethnicity, color Age, religion, disability Any other legally protected characteristic.

What should you do

If you are comfortable with your co-worker explain to them how you feel and ask them to stop.

Speak with your supervisor or HR immediately.

Refrain from being involved in inappropriate conversation yourself.

Familiarize yourself with the procedures as outlined in the Employee Handbook.

Retaliation Employees can raise concerns and make reports without fear of

reprisal or retribution.

Any employee who wants to report an incident of retaliation should promptly report the matter to their Department Manager or the Human Resources Director.

The AAC strictly prohibits discrimination against any employee because he or she has: opposed any unlawful employment practices or because he or she has made a charge, testified, assisted, or

participated in any manner in an investigation, proceeding or hearing regarding such alleged practices.

Anyone engaging in retaliation will be terminated from the Club.

What we promise..

Employees who make complaints or participate in an investigation of a complaint will be protected against retaliation.

The Club will protect the confidentiality of complaints to the extent possible.

We will promptly, thoroughly and impartially investigate all claims.

The Club will take immediate and appropriate corrective action when an investigation determines that harassment has occurred. Doesn’t always mean termination.

Facts about Sexual Harassment

The victim as well as the harasser may be a woman or a man.

The victim does not have to be of the opposite sex.

The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.

The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

The harasser's conduct must be unwelcome.

Examples of Sexual Harassment

Unwanted jokes, gestures, offensive words on clothing, and unwelcome comments.

Touching and any other bodily contact such as scratching or patting a coworker's back, grabbing an employee around the waist, or interfering with an employee's ability to move.

Repeated requests for dates that are turned down or unwanted flirting.

Transmitting or posting emails or pictures of a sexual or other harassment-related nature.

Displaying sexually suggestive objects, pictures, or posters.

Playing sexually suggestive music.

Inappropriate Conversation

Discussion about a co-worker's dating, sexual, or marital life.

The use of demeaning nick names.

Overgeneralizations about a particular group of people.

Discriminatory comments or jokes.

Repeated comments about a co-worker's appearance or body.

Unwelcome touching.

Profane language.

Crude or sexual hand/body gestures.