Hillside Lake Park


All of Hillside Lake Park Recreation Inc.’s employees are expected to maintain a good quality of work performance, observe proper safety procedures, and also maintain a good record of attendance and punctuality.

Hillside Lake Park Recreation Inc. hopes that employees will "self-discipline" themselves so that it will be unnecessary for supervision to do so. The vast majority of our employees observe standards of common honesty, decency, and responsible behavior. However, objectionable or unfavorable conduct, or poor job performance, will not be permitted and will result in disciplinary action including any of the following, depending upon Management’s judgment of the severity of the infraction, the employee's responsibility, and the frequency of infractions.

1          A verbal warning

2          A written warning

3          A final written warning

4          Termination of employment

Serious infractions may warrant immediate suspension or termination. Repeated infractions of a less serious nature may result in progressively more serious disciplinary actions. The use of a series of disciplinary actions does not limit Hillside Lake Park Recreation Inc.’s ability to discipline, and, if judged necessary, discharge any employee, nor does it infer a change in employment status at Hillside Lake Park Recreation Inc.


We expect you to be at work properly dressed and prepared to begin work at the start of your scheduled work shift.

Attendance Policy:

Tardiness and Absenteeism cause serious problems for the operation of the Park and for the other employees who must fill in for you. The following attendance and tardiness policy will be consistently applied to all Hillside Lake Park Recreation Inc. employees and will be fairly enforced by Management. All absences will be documented as either “excused” or “unexcused”.

Excused: An excused absence or tardiness is one due to one of the following reasons: hospital confinement, occupational injury, jury duty or mandated court subpoena, prearranged absence approved by your direct supervisor, approved leaves of absence, death in the immediate family, natural catastrophe, or illness when validated by a doctor’s note after the second day.

Unexcused: An unexcused absence or tardiness is one not covered by one of the factors listed above, as well as all unreported absences. Tardiness reported more than 15 minutes after the beginning of a scheduled shift is considered an unexcused absence.

Tardiness: Anyone reporting to work late for an unexcused reason will be subject to disciplinary action. Occurrence will be reviewed in terms of frequency over a three-month period.

Absenteeism: Anyone failing to report as scheduled for an unexcused reason will be subject to disciplinary action. Occurrences will be reviewed in terms of frequency over a three-month period. Disciplinary action will be followed consistent with the guidelines discussed above.


Excessive absences that influence an employee’s ability to meet the essential requirement of his/her position may be reviewed separately from the above procedures, even when the absences are otherwise considered excused. Two or more absences within a one-month period (or six absences within a three month period) may result in disciplinary action.

If you find that you are unable to report for work on time due to illness or other emergency, you must personally notify your supervisor as soon as possible. In order for the working schedule to be adjusted accordingly, please call no later than two hours before your scheduled starting time.

When you are absent for more than one day, keep your supervisor informed on a daily basis (unless you have been otherwise instructed) as to when you may be expected to return to work. If you are unable to report due to an emergency, please have another person call for you.

Absence without approval will generally result in disciplinary action up to, and including, termination. If you are absent from work without approval, it may be considered a voluntary resignation of your employment with Hillside Lake Park Recreation Inc. Forged documentation is grounds for dismissal.

Management has the right to require appropriate verification or proof before approving absences, which were not pre-approved. If Management requests verification and you do not provide it as requested, your absence will be considered unapproved and appropriate corrective or disciplinary measures may be implemented.

Termination of Employment:

Termination of employment includes an employee's resignation, the end of the season, discharge or lay off. If you decide to voluntarily terminate your employment prior to the normal season end date, we request you to provide written notice two (2) weeks prior to the effective date of resignation. Such written notice will be placed in your personnel file. Failure to give the notice required by this policy may result in ineligibility for reemployment.

We may find it necessary to terminate you in advance of the end of the season as a result of unforeseen circumstances, for misconduct, unsatisfactory job performance or for other job related or business reasons.

If you are absent from work for more than 3 days without having received approval, you may be considered to have abandoned your job and no longer remain an employee of Hillside Lake Park Recreation Inc. All final paychecks will be issued via the usual payroll cycle.

Before you depart, you must return all Hillside Lake Park Recreation Inc. owned property you may have in your possession. Such property includes uniforms, tools, keys, equipment, or Hillside Lake Park Recreation Inc. records.


If you are a seasonal employee, you will need to reapply for a job each season. Previous seasonal employment does not guarantee that you will have a job next season. You must complete a new application and return it to the Office if you wish to be considered for employment for a following season. Your personnel file, as well as your past work performance and attendance will be reviewed when considering you for rehire.

Applications received from former employees will be processed using the same procedures and standards that govern all external applications. The hiring Manager may consider the former employee's performance records and the circumstances surrounding termination of previous employment with Hillside Lake Park Recreation Inc. This information may be provided to the staff responsible for screening and interviewing applicants.

Except as may be otherwise provided by law, if Hillside Lake Park Recreation Inc. reemploys you after a termination in any seasonal or regular full time position, you must complete a new probationary period and qualifying periods in accordance with these policies.


Vacation is not granted during Hillside Lake Park Recreation Inc’s high season from April 1st to November 30th.

Dress Code:

Appearance is a direct extension of Hillside Lake Park Recreation Inc’s ambiance; it shows the guest a positive appearance and attitude. Your personal appearance and hygiene affects guest relations and can create a favorable or unfavorable impression of both you and Hillside Lake Park Recreation Inc. Hillside Lake Park Recreation Inc. requires employees to be conservatively dressed, neat and clean.

Employees are expected to either wear Hillside Lake Park Recreation Inc.’s prescribed uniform for their department or to dress in a manner suitable to the job duties assigned to them as needed, and directed to, by Management. You should consult with your Manager if you have any questions regarding the dress standards established for your position. If you report for work inappropriately dressed or groomed, a supervisor may request you to correct the problem before continuing to work and may result in disciplinary action.

Anyone requesting waivers on any of these guidelines must get approval from Management. Exceptions will be granted based on a showing of a necessary accommodation for religious or other purposes as required by law. Requests must be submitted in writing. Requests for accommodation should include an explanation of reasons supporting your request. Management reserve the right to determine appropriate appearance.

All Employees:

Uniforms must be handed back in at the end of the season, clean and in good condition; otherwise the cost will be deducted from the employee’s final pay period.

Dress, hairstyle, cosmetics and jewelry, which might reasonably be considered by guests, co-workers or customers of the public to be extreme, offensive, not in good taste, revealing or distracting are inappropriate and unacceptable.

  • Clothing: That is excessively soiled, wrinkled, in need of repair, revealing, or that might create a safety hazard is considered inappropriate and is prohibited.
  • Hats: Only Hillside Lake Park Recreation Inc. issued or approved hats are permissible and must be worn brim forward for positions that allow hats to be worn.
  • Hair: Must be clean, groomed and out of the face.
  • Hygiene: Employees should bathe, deodorize and maintain proper oral hygiene prior to coming to work. Nails should be clean and trimmed.
  • Name Badge: You will be issued a name badge when starting work. It is to be worn where it may be easily seen during working hours, be Hillside Lake Park Recreation Inc. issued and read your proper name. If you forget or lose your badge, you must obtain a replacement from your supervisor. You may be responsible for purchasing the replacement.
  • Shoes: You must wear the appropriate shoes or boots for your jobs activities. Kitchen positions require closed toe with non-slip soles; flip flops and sandals are not allowed. Maintenance and on ground’s positions require that steel-toed safety shoes/boots must be worn at all times (CSA or ANSI approved). Appropriate footwear is purchased and maintained at the employee expense.

Management reserves the right to determine what an acceptable appearance is.


You are expected to work in a safe manner and observe safe working procedures. If safety equipment or procedures are required for the task you are performing, you are expected to comply with the procedures and to wear or use safety equipment as directed by your Manager or direct Supervisor, and Hillside Lake Park Recreation Inc.’s policies and procedures. If you are unsure of proper use please ask a Manager or your direct Supervisor. 

Tools and equipment are to be kept clean and in good repair. Any accident hazards or unsafe conditions of equipment are to be corrected or reported to your Manager or direct Supervisor immediately. Do not use equipment with inoperable safety features or which presents a possible safety hazard.

Ontario Health and Safety Act

Under the OHS Act:


A Worker Shall,

  • Work in compliance with the provisions of the Health & Safety Act and its regulations;
  • Use or wear the equipment, protective devices or clothing that the worker’s employer requires to be used or worn;
  • Report to his or her employer or manager the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker
  • Report to his or her employer or manager any contravention of this Act or the regulations or the existence of any hazard of which he or she knows

No Worker Shall,

  • Remove or make ineffective any protective device required by the regulations or by his or her employer, without providing an adequate temporary protective device and when the need for removing or making ineffective the protective device has ceased, the protective device shall be replaced immediately;
  • Use or operate any equipment, machine, device or work in a manner that may endanger himself, herself or any other worker; or engage in any prank, contest, feats of strength, unnecessary running or rough and boisterous conduct.

No employee of Hillside Lake Park Recreation Inc. will begin work, on a task or in an area, for which they have not been trained and had their training records signed off on by Management or the direct Supervisor. No one who has not been trained is allowed to work in the Kitchen area.

Acknowledgement and Receipt

I have received a copy of the “Employee Contract”.  I understand that the rules, policies and procedures contained here apply to all employees of Hillside Lake Park Recreation Inc. including me, from the time that I sign this acknowledgement.  I have consulted my Manager on any topics that I felt needed to be clarified.

I agree to abide by the rules, policies and procedures of Hillside Lake Park Recreation Inc. as stated in this document and the documents listed below, and realize that failure to follow these rules could result in disciplinary action up to and including my immediate dismissal for cause.

I also acknowledge that this Contract can be updated at any time and agree to review and follow any updates.

I understand that I must also familiarize myself with the following Policies contained in separate documents and follow these policies as a requirement of my employment with the Hillside Lake Park Recreation Inc:

  • Hillside Lake Park Recreation Inc.’s Health & Safety Policy
  • Hillside Lake Park Recreation Inc.’s Workplace Violence & Harassment Policy
  • Hillside Lake Park Recreation Inc.’s Accessibility Standards for Customer Service



Date October 27, 2020

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Signed by Heidi Pothier on behalf of Hillside Lake Park Recreation Inc.
Signed On: April 23, 2020

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April 22, 2020 10:50 pm EDTEMPLOYEE CONTRACT Uploaded by Heidi Pothier - [email protected] IP