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2013 Aquatic Staff Manual
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Aquatic Manual 1 rv. 4/23/2013
Town of Superior
Aquatic Manual
The Aquatic Manual is intended to acquaint seasonal Aquatic Staff with the
organization as well as inform them of Aquatic specific policies and
procedures so there may be a clear and consistent administration of policies
and decision affecting employees. It supersedes all previously issued editions.
The language used in this manual and any verbal statements of management
are not intended to constitute an express or implied contract between the
Town and its employees. All employees of the Town are at-will employees.
At-will employees may be terminated at any time with or without cause, a
statement of reason(s), or a hearing, just as any employee may resign at any
time, for any reason. Nothing in these policies is intended to modify the
Town's at-will policy. The Town retains the right to modify or revoke the
information in this manual without prior notice.
Revised: April 2013
124 E. Coal Creek Drive * Superior, CO. 80027
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TABLE OF CONTENTS
Section 1 - Welcome
Mission Statements
Important Phone Numbers
Department Information
Town Organizational Chart
Section 2 – Town of Superior Employee Personnel Code
Employee Discipline and Conduct (sec. 9)
Section 3 – Aquatic Staff Employment Policies
General Policies
Uniform Policy
Scheduling
Substitute/Illness Policy
Timesheet Policies and Procedures
Resignation
Workplace Violence Policy
Other Employee Policies
Section 4 – Lifeguarding Need to Know
Definitions
Areas of Responsibility
Red Cross & State Statutes
Universal Precautions
Pool & Facility Capacity
Adult Swim
Handicap Lift Procedures
Audits
In-Service Requirements
Section 5 – Customer Service Guidelines
Customer Service Etiquette
Handling Phone Calls
Guest Service Standards for Aquatic Staff
Ways to Raise the Bar in Guest Relations
Steps to Calming Upset Patrons
Gossip and Patron Communications
Section 6 – Resident & Guest Policies
General Entrance Policies
Rule Enforcement
Patron Suspension
Lost & Found
Food
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Section 7 – Emergency Policies
Emergency Situations
Emergency Action Plan
Electrical Storms
Low Attendance
Loss of Power
Fire Alarm
Reporting a Suspicious Person
Chemical Spill/Leak
Section 8 – Patron Incident Reporting
Receipt of the Aquatic Manual
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Section 1 – Welcome
WELCOME AQUATIC STAFF! We are excited to have you as one of our seasonal team
members. You were chosen based on your credentials and skills as an aquatic professional. You
will be part of a group that offers a clean, safe, and enjoyable atmosphere to all guests and fellow
employees. We hope that you enjoy your experience as much as we will enjoy your contribution
to the team!
Recreation Superintendent, Recreation Supervisor, Recreation Coordinator,
Patrick Hammer Bryan Meyer Lydia Yecke
Events & Volunteer Coordinator
Katie Rummel
TOWN OF SUPERIOR MISSION STATEMENT
The Town of Superior, in our continuous pursuit of EXCELLENCE, is committed to provide the
highest quality of municipal services in a professional, cost efficient manner through
communication and interaction with the community.
DEPARTMENT OF PARKS, RECREATION,
& OPEN SPACE MISSION STATEMENT
The Town of Superior Parks, Recreation and Open Space Department strives to provide the
community with the highest quality of life through the balance of Parks, Recreation and Open
Space, the care of natural and created resources, community events, programs, and opportunities
for children to participate, while maintaining the best possible customer service in the most cost
effective manner.
TOWN OF SUPERIOR CONTACT INFORMATION
North Pool 1650 S Indiana Ave.
Superior, CO 80027
303-554-5652 Hours:
Mon-Fri 11:30am-8pm
Sat-Sun 11am-8pm
South Pool 3300 Huron Peak Ave.
Superior, CO 80027
303-499-3786 Hours:
Mon-Fri 10:30am-8pm
Sat-Sun 10:30am-8pm
PROS Office 127 E. Coal Creek Dr.
Superior, CO 80027
303-499-3675 Hours:
Mon-Fri 8am-5pm
Town Hall 124 E. Coal Creek Dr.
Superior, CO 80027
303-499-3675 Hours:
Mon-Fri 8am-5pm
Emergency Services
911 Poison Control 1-800-222-1222
Boulder County
Sheriff Department
303-441-4444 Rocky Mountain
Fire Protection
303-494-4536
Parks Emergency Cell 303-709-6730 Weather Line 720-304-3707
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WELCOME TO THE TOWN OF SUPERIOR
Organization The Town of Superior employees a full-time Town Manager who oversees day-to-day operations
of the Town and supervises staff and contractors in the following departments: Town Clerk,
Finance, Building, Parks, Recreation and Open Space, Transportation & Utilities,
Administration, Municipal Court, Legal, Engineering, Planning, and Public Safety.
The Parks, Recreation, & Open Space Department encompass a diverse number of projects,
including the operations of the North and South Pools.
Elected Officials The elected officials for the Town of Superior include a Mayor and a six-member Board of
Trustees. These seven officials serve as the legislative and policy-making body for the
incorporated Town of Superior. The Mayor and Board are elected at-large and represent the
Town as a whole.
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SECTION 2 – Town of Superior Employee Personnel Code
Employee Discipline and Conduct (Sec. 9)
9.0 Employees should always act in a responsible manner that reflects favorably on the Town
and should review, follow, and abide by the Code of Ethics adopted herein.
9.0.1 Employees shall treat all members of the public with courtesy, respect and
consideration, regardless of how difficult the circumstances. It is the policy of the
Town to make every effort to be receptive to citizen comments and concerns and
to provide any reasonable amount of information or explanation upon request. All
employees are deemed to be “ambassadors” of the Town and should conduct
themselves accordingly. When dealing with any complaints, employees shall
remember that the matter is important to the complainant and it deserves a prompt
and courteous response, regardless of the employee’s opinion or its merits.
9.0.2 Any employee who provides policy or procedural information to the public shall
be expected to be completely familiar with such policies or procedures and to be
able to provide reasonable explanations for those policies or procedures.
Supervisors are responsible for training and providing the proper information to
employees on Town policies.
9.1 Supervisory and administrative personnel shall have the authority to take whatever
disciplinary actions they deem necessary, provided that provisions on suspension,
demotion, or dismissal are closely adhered to and any action taken is not inconsistent
with the provisions of this Personnel Code. Employees shall be required to cooperate
with administrative staff in any investigation involving questionable employee conduct.
Disciplinary actions may include written warnings or reprimands, suspensions,
demotions, involuntary transfers and termination. Oral warnings or reprimands may
precede the issuance of the following formal disciplinary actions but are not required.
9.1.1 A formal warning or reprimand shall be in writing and shall be submitted to the
employee with a copy of such reprimand kept in the employee's personnel file.
This notification shall describe the specific reasons and circumstances
surrounding the disciplinary action. If the employee wishes, the employee may
submit a written explanatory statement which shall be attached to and kept with a
copy of any disciplinary action.
9.1.2 The Town Manager may suspend an employee without pay for cause for a period
of up to thirty (30) calendar days in any consecutive twelve (12) month period
except as provided for in Section 10.1.3 of this Personnel Code. Prior to initiating
a suspension, the Town Manager, if appropriate, shall consult with the Personnel
Director and Town Attorney. The cause for such suspension shall be documented
in writing and shall be submitted to the employee at or before, the time of the
suspension with a copy of such documentation kept in the employee's personnel
file describing the circumstances preceding and specific reasons for the
suspension. An employee who receives a suspension for disciplinary purposes
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does not have the option of working on a day off in lieu of receiving a suspension
day without pay.
9.1.3 An employee who is charged exclusively with an action defined in Section 9.2.14 of
this Personnel Code may be suspended indefinitely without pay, pending the
outcome of the charges including any appeal therein. If the employee is found
guilty, unless later reversed upon appeal, the employee shall not be compensated for
the suspension period, shall not accrue any leave time during the suspension and
shall be terminated. If the employee is found not guilty, or if the case is dismissed,
the employee shall be restored in their position and granted full pay and service
credit for the period of suspension. A plea of nolo contendere shall be considered a
plea of guilty, or a conviction for the purposes of this rule.
9.1.4 The Town Manager may demote an employee to a lower classification for cause
or for the good of the municipal service. Prior to initiating a demotion, the Town
Manager shall, if appropriate, consult with the Personnel Director and Town
Attorney. The cause for such demotion shall be documented in writing and
submitted to the employee at least three (3) working days prior to the effective
date of the demotion. A copy of the documentation for demotion will be placed in
the employee's personnel file describing the circumstances preceding and specific
reasons for the demotion.
9.1.5 The Town Manager may transfer an employee for cause, the cause for such
involuntary transfer shall be documented in writing and submitted to the
employee at least three (3) days prior to the effective date of the transfer. A copy
of the documentation for such involuntary transfer will be placed in the
employee's personnel file describing the circumstances preceding and specific
reasons for the transfer.
9.1.6 Employment with the Town is terminable at-will. Any employee may be
terminated with or without cause, at the sole discretion of and upon notice from
the Town Manager.
Failure to follow these procedures is grounds for disciplinary action of supervisory or
administrative personnel but does not affect the validity of the underlying dismissal
action.
9.2 An employee may be disciplined as described above for misconduct or substandard
performance. Causes for initiating a disciplinary action shall include but not be limited to:
9.2.1 Incompetence or inefficiency resulting in the failure to adequately perform the
assigned duties of the job;
9.2.2 Abusive attitude or use of abusive language toward another Town employee or
toward the public;
Aquatic Manual 8 rv. 4/23/2013
9.2.3 Failure or refusal to comply with a lawful order or to accept a reasonable and
proper assignment from an authorized supervisor;
9.2.4 Harassment of a sexual or general nature of another Town employee or of the
public;
9.2.5 Unlawful manufacture, distribution, dispensation, possession, use of a controlled
substance in the workplace and/or non-compliance with the provisions of U.S.
Title 41, Chapter Ten concerning a Drug Free Workplace, or inability to complete
assigned duties safely and competently during work hours due to use of chemical
substances or consumption of alcoholic beverages;
9.2.6 Use of undue influence of a Board member(s) or other Town employee(s) or
threatened use of same to gain or attempt to gain promotion, leave, favorable
assignment, or other individual benefit or advantage;
9.2.7 Use of medical leave for other than authorized purposes;
9.2.8 Engaging in outside employment activities on Town time and/or use of Town
property for personal gain;
9.2.9 Careless, negligent, or improper use of Town property, equipment, supplies, or
funds;
9.2.10 Knowingly providing false information or knowingly omitting material
information in applying for employment or promotion within the Town or during
the course of assigned duties;
9.2.11 Repeated tardiness in reporting for work and/or failure to adhere to the established
work schedule;
9.2.12 The purloining, falsification, destruction, or unauthorized use of Town records,
reports, documents or other property belonging to the Town;
9.2.13 Unauthorized disclosure of confidential information from Town records or
documents, as set forth by applicable laws of the State;
9.2.14 Being charged with an illegal action, felony, or misdemeanor arising out of and/or
related to employment with the Town;
9.2.15 Acceptance of gifts, gratuities or preferred consideration in exchange for the
employee's influence in performing official Town duties;
9.2.16 Other acts or omissions which adversely affect the welfare of citizens, other
employees, or the effective operation of the Town;
Aquatic Manual 9 rv. 4/23/2013
9.2.17 Violation of the provisions of the Municipal Code, these rules or of other written
Town policies and regulations;
9.2.18 Mental or physical infirmity or defect which renders the employee incapable of
satisfactorily performing the essential duties of the employee’s position;
9.2.19 Engaging in off duty conduct that reflects the employee’s lack of fitness for
employment in the Town;
9.2.20 Failure to fully cooperate in any investigation involving employee conduct;
9.2.21 Loss of required license or other prerequisite for employment when such
prerequisite is required for carrying out the duties of the employee’s position; or
9.2.22 Engaging in conduct that is deemed by the Town Manager to be clearly not in the
best interest of the Town.
The exclusive remedy for an employee who believes that good reason for their
disciplinary action did not exist shall be the grievance procedure specified in Section 10.
9.3 Regular employees may engage in outside employment providing it is not a conflict of
interest, in no way interferes with the employee’s work for the Town and does not
represent a conflict with applicable laws related to pay and work schedules. A notice of
outside employment shall be given to the employee’s supervisor noting days and hours
that will be worked, description of the business, and other relevant information that may
be requested by the Town. If the supervisor determines that outside employment conflicts
or interferes with the performance of assigned duties, the employee shall be required to
terminate such employment or work. Failure to terminate such conflicting outside
employment may result in disciplinary action, up to and including termination.
9.3.1 Employees may not accept any payment from outside individual organizations for
service they perform in their capacities as employees of the Town.
9.3.2 No employee shall solicit or accept any gift, gratuity, favor, entertainment, loan,
or any item of monetary value from any person seeking business with the Town of
whose interests may be affected by the employee's official duties.
9.4 An employee shall not take an active part in political management or in a political
campaign related to Town elections, except to the extent such activity has been
specifically authorized by the Board of Trustees consistent with the provisions of the
Colorado Fair Campaign Practices Act, as amended, or is specifically permitted by this
subsection. Specifically, an employee shall not:
9.4.1 Use any Town facility or resource or the authority of any Town office in support
of any issue or candidate;
Aquatic Manual 10 rv. 4/23/2013
9.4.2 Campaign for any issue or candidate in any manner calculated to exert the
influence of Town employment;
9.4.3 Distribute political stickers, buttons, or similar materials during working hours or
at Town facilities;
9.4.4 Campaign for any issue or candidate during working hours or at Town facilities;
9.4.5 Campaign for any issue or candidate while wearing a uniform that identifies the
employee as a Town employee;
9.4.6 Serve as an officer of any organization which has the primary purpose of
promoting the candidacy of any person for Town office;
9.4.7 Organize a political organization or political club which has the main purpose of
promoting the candidacy of any person for Town office;
9.4.8 Directly or indirectly solicit, receive, collect, handle, disburse, contribute, or
account for assessments, contributions, or other funds in support of the candidacy
of any person for Town offices;
9.4.9 Organize, sell tickets to, promote, or actively participate in a fund-raising activity
of a candidate for Town office;
9.4.10 Take an active part in managing the political campaign of a candidate for Town
office;
9.4.11 Become a candidate for, or campaign for an elective Town office, unless the
employee is on formally authorized unpaid leave from Town employment;
9.4.12 Solicit votes in support of or in opposition to a candidate for Town office;
9.4.13 Drive voters to the polls on behalf of a candidate for Town office;
9.4.14 Endorse or oppose a candidate for Town office in a political advertisement,
broadcast, campaign literature, or similar material;
9.4.15 Address a convention, caucus, rally, or similar gathering in support of or in
opposition to a candidate for Town office; or
9.4.16 Initiate or circulate a nominating petition on behalf of a person seeking to be
nominated as a candidate for Town office.
All employees are free to engage in political activity to the widest extent consistent with
the restrictions imposed by law and this subsection, so long as any such activity is done
in the employee’s capacity as a private citizen and not in the capacity of a Town
Aquatic Manual 11 rv. 4/23/2013
employee. Subject to the limitations of 9.4.1 through 9.4.16, each employee retains the
right to:
9.4.17 Register and vote in any election;
9.4.18 Display a political picture, sticker, badge, or button;
9.4.19 Participate in the nonpartisan activities of a civic, community, social, labor, or
professional organization;
9.4.20 Be a member of a political party or other political organization and participate in
its activities to the extent consistent with law;
9.4.21 Attend a political convention, rally, fund-raising function, or other political
gathering;
9.4.22 Sign a political petition as an individual;
9.4.23 Expend personal funds, make contributions in kind, and use personal time to urge
electors to vote in favor of or against any issue or candidate before the electorate,
except any candidate for Town office;
9.4.24 Seek election to Town office, provided that the employee resigns or takes
formally authorized unpaid leave from Town employment prior to any campaign
activities being undertaken on their behalf or filing a nomination petition;
9.4.25 Run for nomination or election as a candidate in any election not involving Town
government;
9.4.26 Be politically active in connection with a charter or constitutional amendment,
referendum, approval of a municipal ordinance or any other question or issue of
similar character;
9.4.27 Participate, at the direction of the Board of Trustees, in any political activity in
which the Town is authorized by state law to participate, subject to the
instructions of the Board of Trustees, provided, however, an employee may
choose not to participate; or
9.4.28 Otherwise participate fully in public affairs, except as prohibited by law, in a
manner which does not materially compromise the employee’s efficiency or
integrity or the neutrality, efficiency, or integrity of Town government.
No supervisor shall in any way coerce an employee to campaign for or against any
candidate or issue.
9.5 The Town shall not tolerate any conduct on the part of any employee, regardless of
position, which constitutes illegal harassment, sexual or otherwise. If upon investigation
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an accusation of harassment is found to have merit, disciplinary action shall be taken, up
to and including termination. The Town urges all employees who feel they have been the
object of harassment by any employee in the work place to report it immediately to their
supervisor. All such matters will be treated in confidence and no one has to fear for his or
her job for bringing this type of information to the attention of the Town. Anyone who
threatens or intimidates any employee in order to suppress this kind of communication
with administrative personnel shall receive disciplinary action. If for any reason an
employee feels uncomfortable bringing a harassment concern to the supervisor’s
attention, the employee should contact the Personnel Director, or the Town Manager if
the concern involves the Personnel Director, or the Mayor if the concern involves the
Town Manager.
9.6 Harassment based upon sex is in violation of Title VII of the Civil Rights Act of 1964
and is unacceptable behavior for all employees and officers of the Town. Actions that
constitute sexual harassment include sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature when:
9.6.1 Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment;
9.6.2 Submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual; or
9.6.3 Such conduct has the purpose of effect or interfering with an individual’s work
performance or creating an intimidating, hostile, or offensive work environment.
The immediate supervisor is responsible for conduct between coworkers and the conduct
of non-employees in the work place where the supervisor has knowledge of or should
have known of sexually harassing conduct. This responsibility includes taking immediate
action to investigate allegations of sexual harassment and to correct such behavior.
9.6.4 Employees who believe they have been victims of sexual harassment are
responsible for reporting all such acts to their immediate supervisors or to the
Personnel Director. If a supervisor receives such a report, it shall be relayed to the
Personnel Director, who shall commence a confidential investigation. The report
shall be handled as a grievance by the Personal Director pursuant to Section 10.
Employees shall be free from reprisal for making complaints, testifying or
assisting in any manner in investigation.
9.7 Personal phone calls are discouraged during working hours. Personal business should be
conducted either before or after work or during lunch breaks. Habitual conducting of personal
business during working hours is cause for disciplinary action.
Aquatic Manual 13 rv. 4/23/2013
Section 3 – Aquatic Staff Employment Policies
GENERAL POLICIES
The main responsibility of each employee is to see that each of our guests have a
healthful, enjoyable, safe experience while at the facility.
Each employee must possess and continue to cultivate the traits of tact, professionalism,
courtesy, pleasant attitude, willing service, and be alert to his/her duties and
responsibilities.
All problems and questions related to the job and pool operation must be channeled
through the Assistant Pool Manager.
All employees must be prepared to go on duty at their scheduled time. Preparation for the
day must be done prior to your shift. Employees must not leave until their assigned work
period is complete and the Assistant Pool Manager has approved them to leave.
The pool will be in operation only during the hours set by the Town of Superior.
Employees may swim free-of-charge at the North or South Pools. This must be done
during the pool’s regular hours of operation and when they are off-duty. Employees are
not to use the pool after hours.
Glass containers and aluminum cans are not allowed while guarding (use a plastic cup or
water bottle). Food/candy of any kind is also not permitted while guarding. The use of
non-prescription drugs, illegal drugs, tobacco or alcohol is strictly prohibited.
Lifeguards must demonstrate physical proficiency by swimming 300 yards every pay
period. The swim must be documented on the employee’s timesheet and initialed by the
Assistant Pool Manager.
All Swim Instructors are expected to teach group swim lessons, private lessons and all
other Aquatic Staff are expected to guard private rentals as assigned by the Assistant Pool
Manager.
Private lessons are taught by scheduled Town of Superior Aquatic Staff ONLY! The
exception to this rule is Rock Creek Flyers Swim Coaches teaching flyers participants.
UNIFORM POLICY
Uniforms will be worn at all times while on duty (Town issued: Lifeguard/Swim Instructor swim
suit, Lifeguard/Front Desk Attendant t-shirt, Assistant Pool Manager/Swim Lesson Coordinator
polo shirt, hip pack stocked with first aid supplies, and visor. All staff is required to apply
sunscreen regularly and wear sunglasses when their shift exposes them to the sun. Lifeguard
tubes must be worn at all times when guarding. All uniforms will be clean and in good condition
Aquatic Manual 14 rv. 4/23/2013
– no holes or cutoffs. While off duty, uniforms may not be worn in public areas or other parts of
the building.
SCHEDULING
All Aquatic Staff (Assistant Pool Managers, Swim Lesson Coordinator, Lifeguards, Front Desk
Attendants and Swim Instructors) will be assigned a summer work schedule as part of their
employment with the Town. Aquatic employees are hired with the understanding and agreement
that they will work their assigned schedule through the dates of the season and attend all
scheduled trainings.
Schedule requests will be distributed to staff in advance of the upcoming month. Employees will
use this request to indicate their availability to work as well as to request any time needed off.
The Recreation Supervisor will create the schedule based on this availability. It is your
responsibility to turn in your request by the date notated and understand that by not doing so,
your hours may be limited or non-existent on the upcoming schedule.
Employees will not be scheduled for more than 40 hours a week. This applies to substituting for
other employees as well as working at both pools and includes teaching group and private swim
lessons.
All employees are expected to be in attendance and on time for their assigned work schedules.
SUBSTITTUTE/ILLNESS POLICY
Employees wishing to take time off MUST find a substitute, complete a Substitution form, and
have all requests approved by the Assistant Pool Manager PRIOR to the start of the shift.
Assistant Pool Managers wishing to take time off must have all requests approved by the
Recreation Supervisor. Substitutes must have the same hired job responsibility and training (I.E.
Front Desk Attendant to Front Desk Attendant, Lifeguard to Lifeguard, Asst. Pool Manager to
Asst. Pool Manager).
If you cannot find a substitute to change with you or cover your shift, you will need to work your
scheduled hours and days. Unexcused absences will result in disciplinary action.
If an employee is sick, they are expected to find a substitute to cover his/her shifts. Employees
should notify the Assistant Pool Manager to let them know that they are sick as soon as possible.
If a substitute cannot be found, the employee should call their Assistant Pool Manager to see if
other arrangements can be made. If the illness continues for more than two shifts a note from
your doctor is required.
Completing a Substitute Form:
1. Find a qualified substitute to fill the dates/times of your shift.
2. Get the appropriate signatures: your signature and the signature of your sub. You may not
sign for the sub.
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3. Submit the signed form to your Assistant Pool Manager PRIOR to the start of the shift.
4. Approval of requested time off would be at the discretion of the Assistant Pool Manager.
The Assistant Pool Manager will review the request and either approve/disapprove the
request PRIOR to the start of the shift.
5. Once the substitute form has been signed, it is then the substitute’s responsibility to cover
that shift.
Excessive use of substitutes to cover shifts may result in termination.
TIME SHEET POLICIES AND PROCEDURES
Time sheets are to be filled out on a daily basis by each individual employee. Other Aquatic Staff
members cannot sign in or sign out for other employees. Aquatic Staff will record only the actual
time working.
15 minutes would be recorded as .25
30 minutes would be recorded as .50
45 minutes would be recorded as .75
Recording time: 1 hour would be recorded as 1.0
More than 7 minutes over a time increment will be recorded at the next highest time increment.
Time sheets must be signed by the employee or the time sheet cannot be turned in for payroll.
We recommend that employees sign up for direct deposit.
Pay periods are semi-monthly. Pay days are the 15th
and final day of the month. If the pay day
falls on a weekend day or the holiday the pay day shall be on the preceding business day. Checks
can be picked up on the scheduled pay date after 12pm at Town Hall, 124 E. Coal Creek Drive.
Each employee must sign out for their paycheck at Town Hall.
Checks will be kept for three business days, including payday, then mailed out to the
employee.
RESIGNATION
An employee desiring to resign his/her position in good standing shall submit a written
resignation to the Recreation Supervisor at least two weeks prior to the effective date of such
resignation, giving a reason for his/her planned departure and the proposed effective date.
WORKPLACE VIOLENCE POLICY
The Town of Superior does not tolerate any type of workplace violence committed by or against
employees. The Town strives to have a safe work environment free of harassment, intimidation,
stalking, threats (direct or indirect) and violent behavior. Unacceptable behavior includes, but is
not limited to, causing physical harm, hostile behavior, intentionally damaging personal
property, physical or verbal abuse, unauthorized possession of a deadly weapon and violent
criminal actions.
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In order to make the workplace as safe as possible, it is everyone’s responsibility to report any
situation that could indicate that a person is in potential harm. All potentially dangerous
situations, whether from a member of the public, a co-worker, a supervisor or other person,
should be immediately reported to a supervisor or a Human Resource representative. Employees
should directly contact proper law enforcement if there is a serious and immediate threat to the
safety and health of themselves or others. All reports will receive immediate attention and
investigations of violent behaviors will be treated confidentially whenever possible.
The Town will provide counseling through the Employees Assistance Program to all employees
and employee family members who were involved in the situation. The Town may take
whatever disciplinary action, up to and including termination, against the offender. Non-
employees engaged in violent acts on the employer’s premises will be reported to the proper
authorities and fully prosecuted.
Any employee with a restraining order or injunction must promptly provide a copy to their
supervisor and to a Human Resource representative. In an effort to reduce the risk of hiring
individuals with a history of violent behavior, the Town of Superior conducts background
investigations prior to hiring any employee.
OTHER EMPLOYEE POLICIES
Personal Electronic Devices
The limited use of personal cell phones by an employee will be strictly enforced while that
employee is working at the pool facilities. This includes texting, checking email, and taking
personal phone calls. Personal phone calls and texts should be kept to an absolute minimum and
must be confined to the lifeguard offices at both facilities. The Assistant Pool Manager on duty
will enforce this policy at their discretion. The following are examples of electronic devices
which are prohibited at the pool facilities while at work, including, but are not limited to:
MP3 or CD players
DVD players
Computers
Game playing devices
Office Behavior
The office phone should be used for short phone calls.
Belongings should be placed in lockers.
Clean up after yourself.
Aquatic Staff should not be in the front desk area unless they are covering the desk for a
Front Desk Attendant.
Office Computers
Computers should be used for work purposes only.
No streaming, downloading or printing and displaying pictures.
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Section 4 – Lifeguarding Need to Know
DEFINITIONS: A ‘Lifeguard on Duty” is a trained and certified employee whose primary
responsibility is to maintain a constant surveillance of their assigned area in the pool. A
Lifeguard on duty is ACTIVELY SCANNING THE FACILITY AND GUARDING PATRONS.
The hip pack and rescue tube must be worn properly at all times while in the stand or while
roving. Chairs will not be brought out from either pool facility to serve as Lifeguard stations.
A “Lifeguard down from rotation” is not actively guarding patrons and should be performing
duties from the maintenance checklist, walking through the locker rooms, and checking the
wader pool. The Lifeguard must always be prepared to assist with any emergencies. Lifeguards
shall rotate positions as designated by the Assistant Pool Manger.
AREAS OF RESPONSIBILITY
ONE LIFEGUARD ON DUTY
There will be at least one Lifeguard on duty during lap swimming or swim lessons. The
Lifeguard is responsible for all of the patrons in the pool area. The Lifeguard must be positioned
where they can scan the bottom of the pool as well as all patrons in the pool.
TWO LIFEGUARDS ON DUTY
During open swim hours at the pools there will typically be a minimum of 2 Lifeguards on duty.
Lifeguards need to sit or stand where they have the best view of all of the patrons in their zone.
There may be times that one of the Lifeguards will need to briefly reinforce a rule, communicate
with a guest or give assistance, which should take no longer than 10 seconds. For longer
interactions, the Lifeguard must signal the other Lifeguard to cover the entire area until proper
scanning is resumed.
THREE OR MORE LIFEGUARDS ON DUTY
Three Lifeguards on duty happens most frequently during busy afternoon hours and weekends.
The third Lifeguard zone is determined by pool usage and the Assistant Pool Manager.
It is our intention to always provide a Lifeguard to patron ratio of 1:25. On occasion we may
provide a smaller Lifeguard to patron ratio. We will try not to exceed a Lifeguard to patron ratio
of 1:25. If there are not enough Lifeguards to maintain this ratio pool capacity is called. This
will be at the discretion of the Assistant Pool Manager.
These procedures are meant to be general guidelines, Lifeguards must be able to evaluate
the situation at hand and make a judgment call and carry it through with care.
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RED CROSS & STATE GUIDELINES
10/20 Rule
A lifeguard must scan their area of responsibility every 10 seconds and have the ability to
respond to an emergency and begin providing care within 20 seconds. If you at ANY time feel
that you are unable to maintain the 10/20 rule you will need to whistle two times to have another
Lifeguard come out on deck.
Consent of a Victim
You have to obtain the consent of a conscious victim before you provide care. If the person is
unable to give consent and is in obvious need of emergency care, the law assumes this person
would grant consent to perform any rescues procedures. However a conscious victim on the
deck, who is able to speak, can refuse your care. In the case of a child, consent must be obtained
from the parent (if the parent is unavailable consent is implied).
Abandonment
Once you begin providing care, you should continue your care until Emergency Medical
Services (EMS) personnel arrive and take over. You can be held legally responsible for the
abandonment of a person in need if you leave the scene. You have a legal duty to continue care
until someone with experience equal or greater than yours takes over.
Duty to Act
Most professional rescuers, by case law, statute or job description, have a duty to act at the scene
of an emergency. Failure to adhere to this duty could result in legal action. The public expects a
certain level of knowledge and skill from personnel summoned to provide emergency care. This
level is called the standard of care. For example, the standard of care for certified first responders
and EMTs is based on the training guidelines in the states where they work.
UNIVERSAL PRECAUTIONS
Protection and prevention of disease transmission is a high priority for Aquatic Staff. All Aquatic
Staff is required to be familiar with policies and procedures for preventing disease transmission
and the proper clean-up of blood borne pathogens. Aquatic Staff should use personal protective
equipment (gloves, face mask, goggles/sunglasses) to prevent against disease transmission
whenever providing care.
POOL AND FACILITY CAPACITY
Facility Capacity: When the number of patrons plus aquatic staff totals 195 people in the entire
facility including the deck, and locker rooms. Admittance to the pool will cease until patrons
leave, at which time aquatic staff can begin allowing new patrons admission to the facility.
Pool Capacity: when the number of patrons in the pool exceeds the number of Lifeguards
needed to ensure a 1:25 ratio. Admission to the facility is still allowed, but admission into the
water is stopped until more Lifeguards are available or patrons exit the water.
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If there are not enough Lifeguards to maintain the Lifeguard to patron ratio (1:25) stop
admittance into the water until patrons get out or additional Lifeguards arrive. If your pool is
understaffed for the amount of patrons at the pool you must:
Notify your Assistant Pool Manager;
Call the other pool to request additional Aquatic Staff if they are available;
Call in additional Aquatic Staff;
There is a facility capacity of 195 people. This number includes aquatic staff on site as well as
patrons. When your facility hits this maximum number you must stop ALL admittance to the
pool facility until patrons begin to leave. Place “Pool at maximum capacity” and “temporarily
closed” signs on the front doors, and notify the Front Desk Attendant to stop admittance to the
pool.
ADULT SWIM
The last 10 minutes of every hour is designated Adult Swim. During this time no children are
allowed into the main pool. Do not call adult swim for a period longer than 10 minutes, or if
there are only a few patrons in the pool area. Do not call adult swim during the first or last hours
of operations at both pools.
There MUST be a Lifeguard on the stand during Adult Swim. The Aquatic Staff is still
responsible for ensuring the safety of the patrons in the facility. The other Lifeguards should be
using the time to do facility checks and maintenance duties.
PORTABLE HANDICAP LIFT
Those who are unable to get in the pool on their own might need the assistance of a Lifeguard or
the lift. The portable lifts at North and South Pool must remain on the pool deck and accessible
for pool patrons during all hours of operation.
AUDITS
Audits will be conducted throughout the season on the Aquatic Staff by an Assistant Pool
Manager. Audits can be in the form of an observation or a drill in which an emergency situation
is simulated, and staff is required to act as if in a true emergency. Once the emergency situation
is recognized the Aquatic Staff should activate the Emergency Action Plan (EAP), and perform
the appropriate rescue or assistance. Aquatic Staff who are unsure regarding whether or not the
victim needs to be rescued or assisted should at least make contact with them. Simply blowing
your whistle once and asking if the victim is okay will help you to assess whether or not you
need to provide further care. Aquatic Staff who fail to recognize the victim or perform the
appropriate rescue may have to re-challenge their lifeguarding skills.
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IN-SERVICE REQUIREMENTS
All Lifeguards will be required to attend at least one scheduled in-service per month. In-Service
attendance will be mandatory and is required for staff to remain current on their rescue skills and
up-to-date on each facility’s emergency response protocol. Important topics will also be covered
at in-services and will provide an opportunity for staff to express any comments or concerns they
may have to the Assistant Pool Managers. Failing to show up for a monthly in-service, without
prior approval from the Recreation Supervisor, will result in disciplinary action.
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Section 5 – Customer Service Guidelines
CUSTOMER SERVICE ETIQUETTE
Employees should always deliver professional and courteous customer service when answering
the Town telephone lines and interacting with walk-in traffic. A positive and proactive
approach to problem solving is required to address the diverse and unpredictable requests
encountered every day by Town staff. Therefore, employees should ask clarifying questions in
order to connect people with the most appropriate staff member to serve their needs.
Aquatic Staff should never feel pressured to answer questions beyond their level of knowledge
or experience. Callers may be asked if another member of the staff could be of assistance.
Employees should never feel responsible for responding to an angry or irate caller or one who
makes inappropriate or demeaning comments. In such cases, employees should refer the caller
to a supervisor.
HANDLING PHONE CALLS
Answer Calls Promptly
Identify Yourself
When the phone rings please answer “Town of Superior (South Pool/North Pool) this is
_______, How can I help you”
Take Accurate Messages- Take a detailed message of what the person is calling for, first
and last name, phone number and good time to reach the person. Make sure to pass the
message on to whomever it pertains to.
Never Leave a Line Open- This mistake can sometimes have disastrous results. Place the
call on “HOLD”, if possible, or lay the handset down gently on a pad of paper or other
sound-absorbing surface.
Lifeguards on the stand SHOULD NOT be on the phone.
GUEST SERVICE STANDARDS FOR AQUATIC STAFF
Greet the Guest
Acknowledge the guests’ presence by the time they get within two feet.
Say “Hello”, “Good Morning”, “Good Afternoon”, or “Good Evening!”
Ask “How may I help you?”
When I am with another guest I will let them know that “I or someone will be right with
you!”
When talking with co-workers, I will interrupt my co-workers when a guest approaches
so that the guest will know that they are the first priority.
Communicate
Be approachable.
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Have my voice tone, body language and the words I choose be fun, energetic and
enthusiastic.
Offer suggestions and explain options to their satisfaction.
Guest Relations
Provide options or alternatives if we are unable to fill a guest’s request.
Repeat back the guest’s request to make sure it is correct.
Say, “Thank you” to each guest.
Safety and Cleanliness
Safety #1 and Cleanliness #2; I will pick up trash and do whatever I can to help keep the pools
safe and look neat and tidy!
WAYS TO RAISE THE BAR IN GUEST RELATIONS
Know what your customers want, expect and need.
They want to feel welcome, comfortable and appreciated.
They want respect.
They want to be recognized and remembered.
They expect timely, prompt and orderly service.
They expect accurate information.
They expect professional, courteous help.
They need to be heard and understood.
They need to receive help or assistance and to be safe.
They need to feel important and receive personal treatment.
STEPS TO CALMING UPSET PATRONS
Move to a private area.
Whenever a customer is upset, ask him or her to step aside so that you can talk privately. If you
believe the situation is unsafe or volatile, always remain calm and call for back up assistance.
Remember the customer’s name and use it frequently.
When you use the customers’ names in the conversation, it demonstrates that you care – and by
extension shows them that you are likely to help them with their needs.
Listen and acknowledge that you are listening.
Demonstrate that you are listening; repeat back what they have said for confirmation. Consistent
eye contact, nodding, and repeating key words also reinforce that you are paying attention.
Scenario: A patron comes in to the front desk upset that the pool is closed due to weather
and that he and his guests cannot go swimming.
1. Keep a straight face
2. Listen to his entire story and then
3. Repeat the details to make sure you’ve paid attention
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Don’t interrupt.
No matter how difficult it is to hear the whole story, avoid the temptation to interrupt. It’s
important to allow your our customers the chance to express their concerns.
Scenario: An upset mom can’t get her child into the next session of swimming lessons.
1. Listen to her entire story
2. Once she is finished, don’t make excuses.
3. Offer an alternative that can help improve the situation. In this case, tell her
about private lessons that can be scheduled during the next session.
Use the Two-Second Rule.
After the customer has finished telling his or her side of the story, count to two before you begin
talking. This guarantees that the customer has time to finish and gives you a few seconds to
prepare what you are going to say.
Speak respectfully.
Body language, voice tone and other nuances can make the difference between whether
customers see you as respectful – or not.
Choose your words carefully.
The right phrase can do a lot to diffuse a tense situation. Instead of using words like “policy” and
“can’t” choose a more pleasing response. The chart below provides some helpful suggestions.
Popular Phrases More Positive Responses
I’ll try I will
Our policy Our guidelines
Your problem The situation or the concern
You’ll have to… The best thing to do is…
We can’t do that. What I CAN do for you is…
He’s not here. That person is not available at the moment, how
can I help you?
That information is in our brochure. Let me show you where that information is in our
brochure.
I don’t know. Let me find out for you.
Represent the Town of Superior – not yourself.
Always respond with “we” instead of “I”. When you represent yourself as part of the bigger
picture, you have stronger backing and more credibility than when you use “I” and appear to be
acting on your own.
Apologize to the customer.
If a customer comes to you with a complaint and the error is a result of an oversight on the
Town’s part, don’t hesitate to apologize. Fix the situation as quickly as you can. It is more
important to appease the customer than it is to fight about who was right and who was wrong.
Resolve the situation quickly and in a positive manner.
Minimal response time is imperative to a positive end result. Immediately let your customer
know what you CAN do for them. If you need to get approval from your Pool Manager, let your
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customers know the specific steps you plan to take on their behalf. If it takes longer than
expected, provide an update and let them know you are still working on it.
Scenario: A mom asks to use the baby pool for her younger child while her older child is
in swim lessons.
1. Let her know what you CAN do for her. In this case you could let her know
that the playground is open for play while swim lessons are going on.
Thank the Guest.
It may feel odd to thank a customer for complaining, particularly if the exchange is unpleasant.
However, your customer is doing you a favor by bringing this issue to your attention. It gives
you the opportunity to address the problem before it affects other customers.
GOSSIP & PATRON COMMUNICATION
Town employees’ actions, appearance, and statements can be overheard by patrons. It is
necessary that Aquatic Staff are professional at all times.
Communicate pertinent information such as why pools close for lightning, pool hours, pool rules
and regulations, and how to register for swim lessons.
Do not pass on information regarding Aquatic Staff performance (ie: making or missing a rescue,
that we are understaffed, etc.). If you don’t know an answer to a patron’s question, say “I don’t
know. I’ll get back to you on that”, and then go and find the answer. Do not make one up. Do not
talk about confidential or sensitive information when on the job; especially if it does not involve
you.
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Section 6 – Resident & Guest Policies
GENERAL ENTRANCE POLICIES
Resident ID Cards
All patron 9 years of age or older that live within the Town of Superior need to have a pool photo
ID card to use both the North and South Pools. Patrons under 9 years of age do not need an ID
when accompanied by and adult (18 years of age or older) or a youth 13-17 years old with a
current Red Cross Babysitter’s Certificate and Resident ID card. To receive and ID, proof of
residency (i.e. current water bill that is postmarked within 60 days and/or current lease
document) is required along with a current photo ID. Resident ID’s are issued at Town Hall and
South Pool. Pool patrons without a valid Pool ID card will be charged guest fees.
Guest Policy
All guests are required to sign in at the front desk and MUST be accompanied by a resident (ages
9 and older) with a Pool ID card at all times while at the pools.
Fees for guests are:
Ages 0-5 - Free
Ages 6-17 - $2
Ages 18-59 - $2
Seniors 60+ - $2
Guest Punch Card (20 punches- ages 6 and older) - $35
Pool Party Rental Information
Parties consisting of 10 or more non-family members gathering in an organized group during the
normal operating hours of the pools are responsible for making a pool party reservation. This
reservation is critical due to the limited life-guard to patron ratio that is in place at each pool.
Fees are charged to reserve the facility for the event and do not cover the entry fees of any non-
resident of the Town. These fees cover the cost of an additional lifeguard(s) to be present during
the party, and reserves two (or more) pool side tables for the group. Non-residents of the group
shall be charged the applicable guest fees separate from any reservation fees. Day time pool
party reservations are available only to residents of the Town of Superior; non-residents may not
reserve the facility or enter the facility without the accompaniment of a Town of Superior
resident. Evening pool rentals are available for non-resident groups.
*Pool reservations during normal operating hours are non-exclusive. Rental parties will be
expected to share the pool area with the public.
Fees and policies differ for evening pool party rentals. Both the North and South Pools may be
rented for evening pool parties. The hours that the pools may be rented are Sunday through
Saturday evenings 8:00 p.m.-10:00 p.m. Parties must be out of the pool facility by 10:00 p.m.
Please direct rental applicants the Parks and Rec office or have them call 303-499-3675 for
availability. All reservations must be made two weeks in advance.
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RULE ENFORCEMENT
Do your best to enforce all of the rules of the pool at all times. Consistency from Aquatic Staff
will bolster our public image and make everyone’s job easier.
Pool Rules
Children under the age of 9 must be accompanied by an adult (18 years and up) or a
youth 13-17 years old that has a current Red Cross Babysitter’s Certificate.
Pool patrons must either present a Pool ID card or pay guest fees for admittance.
“Breakout” or “Adult Swim” will be called at 10 minutes till the top of the hour for
Restroom Breaks and Safety Checks.
A maximum of 195 people (including Aquatic Staff) are allowed at either pool at any
time.
Children who require floatation devices must have an adult within an arm’s reach.
Lifejackets, water wings, floaty swimsuits are allowed at the pools as long as an adult is
within arm’s reach. Rafts and other flotation devices are prohibited.
Proper swimming attire must be worn; swim diapers must be substituted for diapers.
Tobacco and alcohol are not allowed on the premises.
The Lifeguard, in accordance with the Assistant Pool Manager, has the authority to close
the pool whenever unsafe conditions occur.
Diving, flips and launching are prohibited.
Unsafe behavior and horseplay is prohibited at the facility
Showers must be taken before entering the pool.
Eating is permitted under the shade structure(s).
Glass objects are not permitted in the pool area.
Gum is prohibited.
Pets must remain outside of the facility.
Town of Superior Aquatic Staff is not responsible for patron’s belongings.
Wader Pool Rules Children must be supervised by an adult at all times.
Children must be under the age of 6 to use the wader pool.
Slide Rules
One person on the slide at a time.
Children with floatation devices may use the slide with an adult.
Feet first down the slide.
Other Facility Rules
Overnight parking is not allowed at Town facilities without Town permission.
Motorized vehicles are not permitted on facility grounds, except in the parking lots.
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PATRON SUSPENSION POLICIES
The Town of Superior outdoor pools are family pools operated for the benefit of the community.
It is essential to the enjoyment of its patrons that a pleasant atmosphere be maintained and that
the behavior of patrons does not disrupt the experience of others. Pool rules are intended to
achieve this goal by imposing minimum restrictions necessary regarding the actions of any
individual.
Suspension for any issues should be limited to a 24-hour period. If minors are involved,
notification of parent or guardian is required. If an individual is suspended no refunds shall be
granted.
Fill out an incident report. The nature and seriousness of the offense will determine the
appropriate action. Aggravated circumstances, even if it is their first offense, may warrant a
period of suspension. Notify the other pool of any patron suspensions.
General Issues: Harassment of Town of Superior guests including physical and verbal abuse
Use of abusive language
Loud, threatening or rude behavior
Disregard for Town of Superior policies
Abuse of Town of Superior equipment or property
Fighting
Not paying to use the Town of Superior facilities
Theft
Vandalism
LOST AND FOUND
If you find something of value in the pool area please take it to the Front Desk Attendant. Items
of value should be deposited with the cash report at the end of the day so that it can be placed at
the Parks & Recreation Office for safe-keeping.
FOOD
Food is only allowed in designated food areas on the pool deck. This is due to the problems that
we have with bees and ants. Food is kept to designated areas in an effort to limit the trash from
food items, and prevent it from entering the pool. This will help us keep our pools clean and safe
to swim in.
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Section 7 – Emergency Policies
EMERGENCY SITUATIONS
Assess the emergency situation.
Help the person to the best of your ability and your level of training.
Part of your assessment involves deciding whether or not to call 911. If there is any
question, or you suspect a life-threatening situation – CALL 911.
You cannot guarantee payment of any medical claims against the Town of Superior in the
event of an injured guest or employee.
In the event of an injured employee, the claim is reviewed by workers compensation.
Complete an Incident Report Form within 2 hours of the emergency.
EMERGENCY ACTION PLAN
Emergency action plans (EAPs) are detailed plans for how everyone acts in emergencies. All
Aquatic Staff (Assistant Pool Manger, Swim Lesson Coordinator, Lifeguard, Front Desk
Attendant, Swim Instructor) are required to know the Town EAP procedures and be prepared to
assist in an emergency. Aquatic Staff are expected to provide care only to their current level of
training, and should always hand off treatment to a person at the same or higher level of training.
Aquatic Staff must know what actions to take in an emergency.
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ELECTRICAL STORM – LIGHTNING/THUNDER
When dangerous severe weather conditions exist Aquatic Staff must clear all swimmers from the
pool. Patrons must take shelter in the building or under the roof of the facility. Patrons should be
kept away from all water sources, including showers and drinking fountains.
The pool is cleared for any visual sight of lightning or any audible thunder. Monitor the
bathrooms, as kids will play in the showers to stay warm. When lightning is sighted or
thunder is heard by Aquatic Staff; it needs to be verified by the Assistant Pool
Manager.
Patrons will remain out of the water until a 25-minute period has passed with no
lightning sighted or thunder heard in a close range.
Notify the other pool of the closure.
Call the Parks & Recreation Office (303-499-3675) to inform that the pools are closing
due to weather. Then please call the office back when the pools re-open for swimming.
There are no refunds due to weather. Front Desk Attendant must advise patrons coming
in about weather conditions and the potential for pool closure.
If the pool closes for the day pool closure signs should be posted. North Pool; place sign
at the entrance on Indiana St. South Pool; place sign on Huron Peak Ave.
LOW ATTENDANCE POLICY
If attendance is low when opening, wait at least 1 hour before sending any Aquatic Staff
home early. Make sure all large groups have confirmed for the day.
After evaluating the weather, attendance and time of the day, the Assistant Pool Manager
may begin the process for sending home extra Aquatic Staff.
Assistant Pool Mangers and Front Desk Attendants are the last to be permitted to go
home.
Cleaning and closing duties must be completed before Aquatic Staff is dismissed.
The pool(s) may close for the day only with consent from the Recreation Supervisor.
LOSS OF POWER
Clear the pool if the pumps are affected by the power loss.
Turn off the pumps, sensors, lights, etc.
When the power returns turn everything back on, contact the Parks cell or Recreation
Supervisor if problems continue.
FIRE
Clear patrons out of the pool and facility.
Direct patrons out through the side gates and evacuate them into the parking lot.
If you witness a fire or explosion call 911.
No one is to return to the building until the “All Clear” is given.
Patrons should not be allowed to go to the locker rooms.
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REPORTING A SUSPICIOUS PERSON
If you witness suspicious behavior, either verbal or physical, contact the Assistant Pool
Manager.
Obtain as much information about the person as safely possible.
If a person suspected of suspicious behavior returns to the facility notify the Assistant
Pool Manager.
DO NOT jeopardize your own safety or the safety of others by trying to physically
restrain an individual or get in the middle of a dangerous situation.
Complete a Suspicious Persons Checklist.
If the situation requires it call 911.
CHEMICAL SPILL OR LEAK
Aquatic Staff suspecting a chemical spill or leak should always first consult the MSDS sheet for
the chemical. MSDS sheets are located in a binder at the front desk. Always follow personal
safety precautions, and use personal safety equipment.
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Section 8 – Patron Incident Reporting
An incident report must be filled out for any of the following:
Rescue
Injury to Patron
Accident
Vandalism
Theft
Acts of misconduct
Unruly behavior
Repeatedly breaking pool rules.
Disgruntled patron.
Other incidents that might come up later and need documentation.
Guidelines to Completing an Incident Form:
Incident report forms can be found in the binder located in the front desk area.
Write in ink, indicate the date, and specific area of where the incident occurred (not just
the pool area, put specifics).
Fill in the nature of the incident – give only the facts, if you did not witness something
DO NOT suspect what happened.
Fill in the name, age, address, phone number, etc. of the person(s) involved.
Indicate the circumstances surrounding the incident.
List the names, addresses and phone numbers of any witnesses – if needed have them
write a brief description of what they saw – you may need to have them write this on the
back of the incident report. Try and find at least 2 witnesses.
Sign your name at the bottom of the report as the person filing the report and note the
date.
The Assistant Pool Manager is responsible for making sure all specifics are complete on
the report and notifying the parent/guardian if appropriate.
The Recreation Supervisor should be notified of the incident if 911 was called or more
advanced medical care was advised.
Put the completed form in an envelope and drop into the Recreation Supervisor’s folder
at the front desk.
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RECEIPT OF THE AQUATIC MANUAL
I acknowledge that I have received, reviewed and understand the Town of Superior
Aquatic Manual. I agree to abide by the rules and regulations specified therein.
EMPLOYEE:
DATE:
SIGNATURE: