EMPLOYMENT FREQUENTLY ASKED QUESTIONS
CAN MY FAMILY/FRIENDS VISIT THE HOTEL?
Your friends and family are able to receive rooms with the Sonnenalp at a discounted rate of 50% off! The availability depends on our hotel occupancy. We recommend inviting your friends and family during the off-season so that we can ensure there’s space.
ARE WE REQUIRED TO WORK HOLIDAYS?
Holidays are normally the busiest days for the hotel. During these times we operate as all hands on deck and expect that all employees are available to work. We do our best to make work enjoyable for employees during the holidays, with employee parties and great employee meals!
DO I HAVE TO BE AVAILABLE FOR AN IN-PERSON INTERVIEW?
While we prefer that you are available to interview with us in-person, given the circumstances we may be able to conduct an interview with you via Skype or similar methods.
WHAT ARE THE SONNENALP’S GROOMING STANDARDS?
The below standards are applicable to the Hotel and One Willow Bridge Road. Club and Harvest grooming standards vary slightly. Any gender specific standards apply to an employee’s gender identity. Any employees requiring exceptions to the below standards due to religious or cultural reasons may speak directly to HR.
Hair should be conservative & professional, neat, clean, and of a natural color. Radical, fad hairstyles, to include dreadlocks are not acceptable. Men’s hair should not extend beyond the middle of the ear or the top of the dress collar in back. If hair extends beyond the top of the collar, it must be pulled back into a ponytail or neat bun that does not extend more than three inches beyond the collar. Existing long hair is permitted, provided the above standards are adhered to. Long hair must be grown away from work and be able to be pulled back. For health and safety purposes, all employees (male & female) with hair longer than shoulder length should tie hair back away from face when working in housekeeping, spa, front desk, food and beverage or working with machinery. Any employees requiring exceptions to this policy under the CROWN Act may speak directly with Human Resources.
Sideburns and beards must be of uniform width and length; not bushy, evenly trimmed. Sideburns must extend no farther than the bottom of the ear. Patchy or spotty clumps of facial hair are not considered beards and as such are not permitted. If a beard or mustache is worn, it shall be well-groomed and neatly trimmed at all times (1/2”- 1” in length) in order to be considered neat, clean and professional. Facial hair will not be worn in any extreme or unconventional styles (handlebars, etc). Culinary employees must wear a facial covering/ beard restraint to comply with Department of Health requirements. Facial hair may only be grown during vacation or leave of absence. Stubble is not permitted. Management discretion will determine whether facial hair is considered well-groomed and thus appropriate.
Females are permitted to wear earrings that are small, conservative, and professional. Any other visible body piercings are not acceptable. No ear gauges or stretched ear lobes will be permitted. Employees are permitted to wear sunglasses when working outdoors, but all sunglasses must be of conservative size and color. Sunglasses are never to be worn indoors.
Tattoos must be covered so they are not visible when in guest facing areas.
General body cleanliness is mandatory; all employees should bathe, use deodorant, and brush their teeth daily. Hands, face, fingernails, and hair should be free of dirt. All employees’ fingernails should be neatly trimmed and nail polish should be natural in color (clear, light pinks, beige colors) and free from chips. Make-up and fragrances should be worn in moderation.
Facial Coverings / Masks
The Company will follow all guidance from the CDD in regard to facial coverings/masks throughout COVID-19 or other pandemic in both back of house and front of house areas. Masks must be conservative in appearance and cover both nose and mouth.
ALCOHOL, DRUGS AND DRUG TESTING
The Sonnenalp is committed to a drug and alcohol-free workplace. We believe that by reducing drug and alcohol use we will improve the safety, health, and productivity of employees. The object of the Company’s alcohol and drug policy is to provide a safe and healthy work place for all employees, to comply with federal and state health and safety regulations, and to protect our guests.
The use, possession, sale, transfer, purchase, or being under the influence of alcoholic beverages, marijuana, illegal drugs, or other intoxicants by employees at any time on Company premises or while on Company business is prohibited. Employees may not report for duty or be on Company property while under the influence of, or have in their possession while on Company property, any alcoholic beverage, marijuana, or illegally obtained drug, narcotic, or other illegal substance. Employees of legal age to consume alcohol may do so on property if they are off-duty and are guests in one of the restaurants of the hotel.
The taking of blood, breath or urine samples for testing may be requested for any employee on our Company premises or work place who is suspected to be under the influence of drugs or alcohol, when involved in a vehicle accident, or when injured in the course of employment. The Sonnenalp further reserves the right to conduct random testing for the presence of alcohol or drugs of any employee. Compliance with this policy, including drug and alcohol testing, is a condition of employment, and the refusal to submit to a drug/alcohol test may be grounds for discipline, up to and including termination.
Any person who is found using or possessing any controlled substance or who is found under the influence of any such substances, as listed above, is subject to disciplinary action up to and including termination. For further clarification of this policy, please see the Human Resources Director.
Employees who have tested positive for a drug or alcohol test, either post-accident or reasonable suspicion may be afforded the opportunity to retain their job at the Sonnenalp through a Return to Work Agreement. The decision to offer a Return to Work Agreement is based on management’s discretion. Employees with poor performance, multiple disciplinary actions, or employees in safety sensitive positions may not be offered a Return to Work Agreement.
The Sonnenalp maintains a smoke and tobacco-free workplace. No smoking or other use of tobacco or similar products (including, but not limited to, cigarettes, pipes, cigars, snuff, electronic cigarettes, or chewing tobacco) while clocked in on company business, while in transit between work locations or assignments, while at client locations, in any part of a company building or anywhere on or in company parking areas, including the Sonnenalp parking garage.
• Employees may use tobacco products while clocked out for lunch in designated area only. No additional breaks will be permitted for the purpose of using tobacco or similar products.
• The only designated employee smoking area is outdoors at the Loading Dock, off the main kitchen.
• While the Sonnenalp makes this area available to smokers, it in no way has any legal responsibility to do so. Employees who choose to use these smoking areas do so at their own risk and are expected to adhere to further guidelines:
o The designated area is to be kept clean at all times, with discarded cigarettes placed in the provided receptacles.
o Employees who choose to use their lunch break for the purpose of smoking must return to their position smelling completely free of smoke. This may involve changing uniforms, brushing teeth, or spraying a light scent to cover the smoke odor.
DO YOU OFFER EMPLOYEE HOUSING?
Please visit our Employee Housing page for more information on our employee housing program.
For more information, please contact the Sonnenalp’s Housing Manager at:
CAN I APPLY FOR A POSITION THAT IS NOT LISTED?
Please visit our Careers page and apply using the General Application link for positions that are not listed.
HOW DO I CHECK MY STATUS FOR A POSITION?
Please contact the Sonnenalp’s Human Resources Department at: