Cedar Point mistreating its employees?

Every time we go to CP I always think it would be fun to work there. And then on the 6 hour ride home I remind myself work is work, and why spoil a wonderful place by working there.

Every job has it's perks, and every job has it's bad moments. I spent my teenage/college years in a seasonal restaurant. The perks were my co-workers and the social life after work. The downside is that the food gets old fast (how many perch can you eat day in and day out, I say after the 100th it gets old), and the hours and chaos of a busy kitchen makes you want to fast forward to Labor Day. Would I go back? In a heartbeat yes! I have been a professional for 16 years now, and the only perk is the pay, and that is just enough to support a family of 4. The rest is drudgery, complete with whiney customers and long hours. No fun here.

So while I am sure there are some negatives to being a CP employee, I am sure there could be as long a thread for the positives of being a CP employee, it's just that people seldom post as much when things are good.

Oh, I don't know. I could eat a lot of perch.

But, you make a good point. It is more fun, and popular, to complain than to praise. (See every AM drive time radio show.)

I know that "higher-ups" take advantage of lesser employees at many other companies everywhere but that doesn't mean that it's responsible. I have seen it happen so often at Cedar Point that it sickens me. In some cases it got to the point where they said "if you don't like it then quit". I really don't think that is fair at all and no one should have to go through that. Sure it legal and everyone does it, but is it really right?

Also the fire drills got annoying. When housing starts pulling the alarms, knowing people aren't going to leave, just to kick people out is really unfair. Last weekend one of the apartment buildings alarm went off and housing went in all of the rooms kicking everyone out at 3-4am. When everyone got outside, housing went back in (while the alarm was still going off) and searched all the rooms for unclean rooms, alcohol, or any other violations. An entire apartment got kicked out of housing because of it. I understand a violation is a violation, but they way they did it was ridiculous and unfair.

Housing employees experience a lot of disrespect from the other employees, especially from all people that don't make it past a few weeks in the beginning of the season. But I think they would receive more respect if they acted a little bit nicer to other employees. I used to be really nice to all the housing employees and I still never got treated with respect. And I'm not talking about them going out of there way for me. So after awhile, I stopped going out of my way to be over the top nice when talking to them. The only housing employees I really like are night people in booth at commons (wont specify names but I'm sure most of you know who those people are). Those employees are awesome and really make my day, especially after a bad day at work.

There is a difference between what is legal, what is fair, and what is responsible. To be honest, most of what Cedar Point does is just to be legal...although I even question that sometimes. If the company puts more emphasis on it employees, in return the guests will be happier, and therefore return more often. It is all a constant, looping, chain reaction and it all starts at the top.

The fire drill subject has been covered many times before here. I don't ever remember there being a organized fire drill. HOWEVER, there were many fire alarms set off by drunk employees, or those who can't cook. Housing employees are trained to get everyone out of the building in the event of the alarm going off. They are not firemen! They don't go through your things, as a search would require. So give that up. And someone lives like a pig, you should be called out! Many times the international staff would have hot plates on and set it off. Which are also against the rules for obvious reasons.

I agree that housing employees could always be nicer during the day. But also know that these employees during the day have been at the park the longest. And unfortunately have seen it all , and experienced the highs and the lows of the job also. The rules are in place for a reason, and the youth of today tend to try to resent authority. If they didnt do what they do, I guarantee housing wouldn't exist anymore just from the legal, and media aspects of it.

Meanwhile the night crew, gets to see everyone at their worst, either tired or drunk. Which can be completely entertaining. I'm sure I made a few people laugh when coming home. I woke up a few mornings on club curb! Of course until everybody heads to bed, security presence was always around. I never had any issue's with housing staff. But I also saw many people who did simply based on the fact they didn't like to told no.

PointBeerWI said:
I know that "higher-ups" take advantage of lesser employees at many other companies everywhere but that doesn't mean that it's responsible. I have seen it happen so often at Cedar Point that it sickens me. In some cases it got to the point where they said "if you don't like it then quit". I really don't think that is fair at all and no one should have to go through that.

Go through what? Getting paid minimum wage to do minimum wage work? Do you think you're entitled to something else that the "higher-ups" get?

I'm not sure the seasonal employees fully appreciate what a FT job at Cedar Point is like. First, most of the FT employees are paid less than the competitive market. Why? Well, probably because there is no shortage of people who would want to work at Cedar Point.

Second, most FT employees are salaried and, as a result, do not get overtime. That is pretty significant considering they work 6 days a week for a good part of the year and a 60 hour workweek is the norm. In fact, during late August FT employees are working 80 hours plus. I wish I was joking when I tell you that, on an hourly basis, I had bellhops at the hotels who made more than I did when I was FT.

I have no idea how they are doing with bonuses this year. In the four years I worked FT I believe I got a cash bonus one year and a bonus of CF units another year. Even if the hotels had a good year any bonus was calcuated, I guess, based on park performance, not my departmental performance. (Oh, I think I also got a ham at Christmas and/or Thanksgiving.)

Now, the long hours during the summer used to be offset by a pretty calm offseason but even that isn't much to hang your hat on these days. Halloweekends extended the season so the "off season" is shorter. And, much of the spring is devoted to recruiting the seasonal staff which used to be much easier when kids were climbing over each other to get a summer job at the park. Now they are literally travelling around the world to fill 3500 or so jobs.

Unfortunately, a lot of the people I worked with at the park are gone. But, of those I did know I'm not sure if any of them were working there for the money or the fringe benefits. It is safe to say most of them were working there because of a deep love of the park and, in some ways, the corporation was taking advantage of their commitment as much as seasonals think they are being taken advantage of.

Does any of that resonate with a seasonal employee? Probably not, but I wanted you to know there is usually more than one side to things.

2 things:

1) FT employees at CP are not salaried. They are paid minimum wage by the hour.

2) No bonus whatsoever!

If FT means "Full Time"...as it does in every other context I have ever heard, then you are incorrect. I was Full Time. I was salaried. I did not make minimum wage (though it sometimes might have felt like it).

Seasonal employees are paid hourly. There was a per hour bonus for hourly employees back in the past. They got that bonus only if they completed their agreed upon contract dates. Some of those folks could clear an extra $500-$1000 in bonus. I'm not clear what year that was eliminated by from my perspective that was a bad idea.

Now, the Full Time maintenance workers are hourly and they would be paid Overtime and so forth according to their union contract.

I know what FT stands for. If you use the context clues, it's not hard to figure it out. I was a Full Time Seasonal Employee (or FTSE) as stated on my contract. We got paid hourly!

Ah, perhaps there are some new clasifications of employment. Do you (or did you) work 12 months per year? Were you eligible for health benefits, paid vacation, etc?

^^ Clearly not, as I had already stated I was a full time SEASONAL employee. But did I work a minimum of 40 hours a week which defines to be a full time employee in the state of Ohio? Yes ma'am! See what I'm saying now?

It is sir, not ma'am. Ok, I think we are almost communicating on the same channel. I was a "Silver Tag" (do they still use that term...along with blue tags, two name blue tags and all of that nonsense)? I don't know too many seasonals who aren't "full time"...if you are only using that term in the context of the number of hours worked. I suppose the minor employees aren't "full time" in that regard.

But, when I use the term Full Time I'm saying year round employment with the typical benefits of health care, vacation etc. You know...a real job.

Chief Wahoo said:
It is sir, not ma'am. Ok, I think we are almost communicating on the same channel. I was a "Silver Tag" (do they still use that term...along with blue tags, two name blue tags and all of that nonsense)? I don't know too many seasonals who aren't "full time"...if you are only using that term in the context of the number of hours worked. I suppose the minor employees aren't "full time" in that regard.

But, when I use the term Full Time I'm saying year round employment with the typical benefits of health care, vacation etc. You know...a real job.

They're gold tags now.

^ I mean, I'm not telling you what to do or anything, but maybe you should specify that next time...It saves the confusion. If you are contracted to work everyday in the summer (disregard your contracted days off and a day off in the middle of the week), up until weekends, it is stated on your contract that you are a full time seasonal employee. That's where the confusion lies. Sooooo yes, if you are a silver or gold tag, you are salaried. If you are a full time seasonal employee (red or blue tag), you are hourly.

Also, a job is a job. As long as you're working to pay your dues, it is still considered "a real job" in my opinion. So as a past silver tag, you really should refrain from talking down on a seasonal full time employee because they don't work there everyday in the off season like you. Granted, good for you for putting in your time and making your way up to a silver tag. In no way, shape, or form should your position be overlooked as your authority is higher than a blue tag's, but I'm sure you see what I'm saying here.

I don't have any authority now...at least in terms of Cedar Point. And, I'm not talking down to you or any other seasonal employee. A ride operator position at Disney is a Full Time job, in my opinion...and a real job at that. (Not a particularly skilled job, but that doesn't matter.)

The point is that it is something more than a summer job and, like it or not, that is the job you have (or had) at Cedar Point. There is nothing wrong with it, but I would be willing to bet that if you asked most people outside of Cedar Point they would also question the "Full Time" nature of the job. And, I'm not saying you didn't work a ton of hours. I know you did...but you got paid for every one of them. The salaried employees do not get paid for all of the hours they work. Management would tell them that they do...because they draw a salary...but we knew what our "hourly" wage was and, frankly, I tried to mentally block it out of my mind because it was too depressing.

Prior to my "silver tag" days I can recall my dad asking me, when I worked at Geauga Lake and Disney (as a seasonal employee)..."when are you going to go get a real job?"

And, as much as I hated it...he was right.

Frankly, I think that CP needs to get rid of the whole class structure of the tags. It isn't necessary and just promotes divisiveness. I know who my bosses are. I don't need to see nametags to know it.

Full time and full time seasonal really are two different things. You may be working 40+ hours a week but ultimately you are seasonal and are a temporary worker. In that context "Seasonal" employees are hourly whether they are full or part time. True "Full Time" employees work for the park year round and have salaries (excepting the maintenance that Wahoo cited). Since you are talking about what Ohio considers full time, look at what Ohio considers these seasonal employees. They are lumped into the same group as migrant workers, look at who is in charge of amusement ride safety in Ohio. The department of Agriculture.

So full time seasonals work with the understanding their contract will end while full timers work on a year to year basis. They key word not being full or part, but rather "seasonal."

Johnny Spice said:
Me joining to say I agree with the article doesn't make it suspect, if even a shred of the article is true (and reading other reviews online, I have no doubt that it is) then Cedar Point is horribly exploiting its workers.

Why are you so quick to disregard the article? Are you part of management with something to hide from the rest of us? Of course this article is going to be objective, but these abuses are so outrageous that if they were even partially true then they are still highly offensive to me and others.

Also, the article has been up for several days now, and taking Cedar Point off the list wasn't much more than a few emails on our mailing list.

Ensign Smith sounds like a corporate shill who must defend human rights abuses like these.

The post was a joke. It was poorly written, wrong, and hardly objective.

A/C is allowed in the Cedars and the doors do lock. Pretty basic stuff that should have been correct had the author actually worked at CP.

Bottom line is whether the job is good or not, cedar point is running on these people doing the jobs they do. If you liked your experience there,stay, go back another year. If you don't quit and move on. Nothing is going to change.

What department did you work in because i worked in games in area 1 and i oced for a whole month because we where understaffed