Pay Rates

New employees in pay level B, pay level C, and pay level D – are hired at the full rate for their area; employees in pay level A are hired at a rate from the base rate up to the pay cap, based on their qualifications, skills, and experience.

Employees who leave the company after summer ends with a record of good job performance may be rehired in a future spring season at their former pay rate.

Pay Cap

Pay rate adjustments for promotions, demotions, merit increases, and/or relocating to a different area will not exceed that area’s pay cap for the pay level. Employees are hired or rehired at a rate that does not exceed the pay cap for their area/pay level.

Employee Promotions and Demotions

When an employee in Pay Level B or above is promoted to a higher pay level, they receive a prorated merit increase on their current pay rate, calculated as the number of months since their last merit increase, divided by twelve and multiplied by 2% [(x/12) * .02]. The employee then receives $0.50/hour more (new position in pay levels B-C), $1.50/hour more (new position in pay levels D-I), or the full rate for the new position, whichever represents the greater increase. This pay rate is calculated by Human Resources before the manager makes the promotion offer.

Employees who receive a demotion will receive a pay rate within the new pay level that is at the same relative point within the pay range of their previous pay level.

Relocating to a Different Area

If an employee relocates to a different area and is offered a position there that is at the same or lower pay level than that previously held, the employee will receive a pay rate within the new pay level/area that is at the same relative point within the pay range of their previous pay level/area.

If the new position offered is in a higher pay level, the following steps will be taken to determine the new pay rate:

1. The pay rate for the current area is adjusted with a prorated merit increase, calculated as the number of months since their last merit increase, divided by twelve and multiplied by 2% ((x/12) * .02).

1. The higher level pay rate for the new area is determined by adding either $0.50/hour more (new position in pay levels B-C), $1.50/hour more (new position in pay levels D-I), to the pay rate determined in step 1, or the full rate of the new position, whichever increase is greater.

Multiple Pay Rates

Employees may hold different positions within the company, and may be offered different pay rates for the different work hours performed. The rate of pay for paid vacation, sick, or personal leave for employees with dual pay rates will be calculated by dividing the employee’s total wages, not including overtime premium pay, by the employee’s total hours worked in the full pay periods of the previous 90 days of employment. Overtime is calculated by a weighted average, which is determined by dividing the employee’s total earnings for the workweek, including earnings during overtime hours, by the total hours worked during the workweek, including the overtime hours.

Annual Performance Evaluations

Each employee receives an annual performance evaluation from their manager which determines an Overall Performance Rating.

The annual evaluation date is the month and day of the employee’s most recent date of hire/rehire, until they receive a promotion to a higher pay level.

An employee promoted to a higher level will receive a pay raise to the calculated promotion pay rate at the time of promotion. Employees promoted to a higher level receive the next annual performance evaluation on the one-year anniversary of their promotion.

An employee who receives a Performance Rating of Below Expectations will be placed on probation and re-evaluated in three months. If the employee’s performance has not improved to the level of Meets Expectations by the time of the re-evaluation, immediate termination will result. If the employee’s performance has risen to Meets Expectations at that time, they can continue employment and will again be eligible for annual evaluation next year.

Employees in Levels F and above with Direct Area Management Responsibilities

These employees will receive an annual performance evaluation on job performance which will include a Seasonal Profit Report of financial performance based on the chart below. Managers who are responsible for more than one area are assessed using the combined total of their assigned areas’ results on the Seasonal Profit Report.

Financial metrics in the Seasonal Profit Reports will be determined for the four most recent Play-Well seasons, ending with the season that closed at least 75 days before the evaluation date and compared to the same four seasons in the previous year.

Pay rate adjustments

If an employee’s pay rate is not in line with other employees in the area who are performing the same job, or if they have exceptional qualifications, a manager can contact Tim Bowen to request a pay rate adjustment. Any pay rate adjustment outside of these guidelines must be approved by Tim Bowen. This pay policy is reviewed annually and may change at any time without prior notice.

Area pay rates

The table on the following page shows the training/full rates and pay caps by job position and area. Area levels are determined by where an employee is primarily based; if an employee is hired to work in an area that is different than where they live, this does not affect their area level. Rate differences between areas are based on a number of factors, including cost of living and regional and relative pay rates.