Questions and Answers about Six Flags, Inc. CEO

Here's what people have asked and answered about working for and interviewing at Six Flags, Inc..

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Here another one let employees sing in a half an hour upon arriving early instead of making the employees wait for 5 mins. in order to sign in.

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Talk to your employees and know what questions to ask on those surveys you occasionally email out. Treat your employees like people. Realize that injuries (including ones that require a stay in a hospital) and family emergencies (such as funerals) do unexpectedly come up sometimes, so giving your seasonal staff 1-4 days to heal from a major injury or deal with a family emergency is not enough. Pay your employees a bit better for what they do. Make sure they have the tools they need to do their job, including access to water if they're working in a hot environment. Have some respect for the various cultural and ethnic traditions your staff has. Not everyone needs to look exactly the same (same hair, uniform, etc.). Have some respect for state and federal laws and know which ones to follow in which situations. When I was at a recent rehire event, I was told that Six Flags was now ignoring laws in my state (which are much stricter than the Federal guidelines regarding the matter) that say employees are transgender, non-binary, etc. are allowed to use whatever name and pronouns they wish to use, and the employers have to respect that employee's chosen name and pronouns. According to one employee I spoke to during the rehire event (they had been giving some employees grief over their chose names and/or pronouns), they said that employees who are transgender, non-binary, etc. had to go by whatever name was on their birth certificate (so long as it's deemed "family friendly" by Six Flags standards) and the pronouns associated with that name, even if they're in the process of getting that paperwork switched over to their preferred name and pronouns, and even if they offered to give Six Flags a doctor's note or other appropriate documentation about their specific case (Six Flags wouldn't even accept documentation regarding an employee's gender identity). It was surprising to find out just what names are considered "family friendly" by Six Flags. If your name is unique, your name may not be on the list of approved names, according to the employee I talked to. I would hope that employee was just mistaken or maybe didn't know what the law/actual Six Flags policy says, but if the information they shared is correct, that needs to seriously change ASAP. Things that were considered "family friendly" even 10 years ago may not be so "family friendly" now, and there are people out there in the workforce that are transgender, non-binary, etc. They deserve as much respect as any other employee. Also, the park is in the United States, where we don't have to choose a name off of some government list of approved names (like they do in places like Norway). Make sure your rides and attractions are in working order and well-maintained, so they don't break down frequently, thus leading to guest disappointment if the broken down ride or attraction is their favorite. Make sure the parks are cleaned to a certain standard. At the park closest to me, they have signs talking about how they're "the cleanest park in America." Everyone (guests and employees alike) gets a huge laugh out of that because we've all been to theme parks and amusement parks that are a lot cleaner than any Six Flags parks we've been to. The Six Flags parks even look more rundown than many of your competitor's parks.

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