Thread regarding SeaWorld Entertainment Inc. layoffs

In case you were wondering, here is the severance policy prior to 9/2/2020. It's copied from the PDF that I saved before I left on 4/1/2020.
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Policy No.: HR.0400 Policy Owner: Human
Resources
Effective Date: 03/01/17
Approved By: Chief Human
Resources & Culture
Officer
Last Revised: 03/01/17
Policy: Severance Pay
Page 1 of 3

1. 0 POLICY

SeaWorld Parks & Entertainment (“SEA”) will offer severance pay to eligible employees in accordance
with the terms and conditions below.

2. 0 SCOPE
3. 1 Eligibility for Severance Pay

All regular, salaried and full-time hourly employees of SEA who (i) suffer an involuntary loss of
employment due to any one of the “Qualifying Events” specified below and (ii) sign a Separation
Agreement and Release in a form provided by and acceptable to SEA are eligible to receive severance pay under this policy (“Eligible Employees”). Part-time, seasonal, and temporary employees (including full-time temporary employees) of SEA and independent contractors are not eligible to receive severance pay under this policy.

2. 2 Qualifying Events

Severance pay will be provided to Eligible Employees who suffer an involuntary loss of employment as a result of any of the following "Qualifying Events":
• A substantial, permanent workforce reduction or reorganization; or
• The elimination of the employee’s position. Severance pay will not be provided under this policy if the employee’s separation is the result of any of the following:
• The employee’s voluntary resignation or job abandonment;
• The employee's death, disability, or failure to return to work following an approved leave of
absence;
• The employee's retirement;
• The employee’s refusal to accept a comparable or higher level position at the same location or
another location within 35 miles thereof;
• The employee’s discharge for (i) misconduct, (ii) a violation of Company rules, policies and/or
practices, or (iii) poor performance based on an employee's inability, unwillingness, or refusal to
perform job duties or responsibilities; or
• The employee's failure to transfer to another location or any affiliate of SEA after initially
accepting the transfer within the acceptance period of the offer.
Additionally, in no event will an employee be eligible to receive severance pay under this policy if he or she fails, refuses to sign, or revokes a Separation Agreement and Release in a form provided by and acceptable to SEA.

Policy No.: HR.0400 Policy Owner: Human
Resources
Effective Date: 03/01/17
Approved By: Chief Human
Resources & Culture
Officer
Last Revised: 03/01/17
Policy: Severance Pay
Page 2 of 3

3. 0 PROCEDURES
4. 1 Amount of Severance Pay

In general, the amount of severance pay will be calculated by the following schedule:
Employment Category Amount of Severance
Pay Minimum Severance Maximum Severance

Full-Time Hourly Employees
1 week of Base Pay per Year of Continuous Service
2 weeks 26 weeks

Salaried Employees
2 weeks of Base Pay per Year of Continuous Service
4 weeks 26 weeks

3. 1.1 “Year of Continuous Service”: Years of continuous service are calculated from the

employee’s full-time hourly/salaried hire (or rehire) date through the date the Eligible
Employee’s employment terminates as a result of a Qualifying Event. Years of continuous
shall be measured in full years, and partial years shall be disregarded. Service performed
prior to a break in employment is not included when calculating “years of continuous service”.

3. 1.2 “Base Pay”: Separation pay is based on an Eligible Employee’s regular weekly base rate of

pay in effect on the date the Eligible Employee’s employment terminates as a result of a
Qualifying Event. Severance for salaried employees will be calculated and paid using the
Eligible Employee’s base salary rate at the time of termination. For full-time hourly
employees, severance is calculated based on a typical 40-hour work week. For example, two
weeks of severance are equivalent to 80 hours multiplied by the employee’s regular hourly
rate at the time of termination. Overtime, bonus, and all other compensation do not count
towards the calculation of regular rate for purposes of this policy.

3. 2 Timing of Severance Pay

Severance payments will generally be paid to Eligible Employees in a single lump sum (unless SEA
determines otherwise in its sole discretion) as soon as administratively feasible following the expiration of any revocation period applicable to the Separation Agreement and Release. Payment is subject to normal payroll taxes and required withholding, and may be reduced by any amounts the Eligible Employee owes SEA.
If an employee dies before the payment has been made, the payment will be paid to the Eligible
Employee’s surviving spouse or, if there is no surviving spouse, to the Eligible Employee’s estate.

3. 3 Separation Agreement and Release

As a condition of eligibility for the receipt of severance pay under this policy, Eligible Employees must
sign and not revoke a Separation Agreement and Release in a form in a form provided by and acceptable to SEA that contains the following: (i) a general release of claims in favor of all SEA companies and related entities and persons, (ii) a non-disparagement provision, and (iii) confidentiality clauses pertaining to the disclosure of confidential information and the existence of the agreement.

Policy No.: HR.0400 Policy Owner: Human
Resources
Effective Date: 03/01/17
Approved By: Chief Human
Resources & Culture
Officer
Last Revised: 03/01/17
Policy: Severance Pay
Page 3 of 3

4. 0 ADMINISTRATION
5. 1.1 This policy is administered by the Corporate Human Resources department. The policy

supersedes any other program, policy or practice previously in effect by which SEA may have
provided any severance pay to eligible employees.

4. 1.2 The statements contained in this policy are not intended to create nor are they to be

construed to constitute conditions of employment or a contract of employment between SEA
and any employee. IN NO WAY DOES THIS POLICY IN ANY WAY MODIFY OR ALTER THE “AT-WILL” STATUS OF ANY EMPLOYEE.

4. 1.3 SEA RESERVES THE RIGHT TO MODIFY, SUSPEND OR TERMINATE THE POLICY OR THE BENEFITS PROVIDED AT ANY TIME WITHOUT PRIOR NOTICE.
5. 1.4 SEA reserves the right to administer this policy with absolute discretionary authority to

determine all matters arising in connection with the administration, interpretation, and application of this policy, including all questions related to coverage, facts, eligibility, and methods of providing and arranging for any benefits, without limitation to take action outside of or in contradiction of this policy if it, in its sole discretion, deems it beneficial to do so. Any changes to this policy or actions outside the scope of this policy must be approved in writing by the Chief Human Resources and Culture Officer.

The new policy was written as vague as possible to give SeaWorld at much wiggle room as possible. The new policy doesn't get any matrix to calculate severance. They are fully within their right to sc.rew me out of 22 weeks of severance and only offer me 4 weeks. The way the policy is written, they could have given me the 26 weeks, and not someone else. SeaWorld change the policy days before laying us all off. SR is doing everything possible to keep his companies afloat (D&B/Great Wolf Lodge/SW). Why do you think they recently took millions in secure notes. Check the fine print. SW is also not paying most.. if any bills. They will probably file for bankruptcy in the next couple of months to avoid debt.

I'll give you 6.8 million reasons why they will continue to stand with SR...well at least fof another year and a half.

I'm holding my breath.

Let me know when one or more of them actually do something about it and not just "consider" it.