A HAPPY HOST COMPANY HANDBOOK & POLICIES
EFFECTIVE DATE 10/1/2022
Company policies established based on many reasons, some reasons that may not be evident to you. The policies apply to all independent contractors and employees equally. Therefore, regardless of your opinions of these policies, they are to be enforced and honored.
If you feel that a particular policy is wrong or is not proper, you have the right to discuss this particular policy with management.
However, the contractor or employee’s personal disagreement with a policy is not to be displayed publicly or voiced among other Contractors or Employees in such a manner and to breed employee hostility in an effort to have the policy changed or altered to your liking.
You have a remedy as noted above and may voice your concerns to management and if that does not solve your issue, any further public discussion and/or displays of disapproval will be considered a matter for which discipline is warranted.
Company policies must be adhered to and expect as noted above, any personal disagreement with your employer’s policies must be put to the side so you can continue the completion of your duties with a positive attitude and work ethic.
JOB DESCRIPTIONS
All independent contractors and/or newly hired employees of A HAPPY HOST, LLC will be given a job description which will define the expectations of expected work. As each person progresses additional responsibilities may be granted and/or removed and/or altered. This is at the discretion of management. Baseline expectations will be reviewed in reliance on the job description provided.
Current contractors will be provided assignments and employees will be provided job descriptions over a period of time to describe current responsibilities but no definite timeline for the issuance of those documents is currently scheduled. As each assignment and/or job description is materially altered, those material alterations will be formally altered, and updated information will be provided to the contractor or employee.
AT WILL EMPLOYEE
Many of the jobs will be performed by independent contractors and as such the work will be assigned on a job by job basis. However, if you are an employee or become an employee, please note the following:
In consideration of employment with A HAPPY HOST, LLC, each employee must understand that their employment and compensation are at-will and therefore can be terminated, with or without cause, at any time without prior notice, at their option or at the option of A HAPPY HOST, LLC. This provision is modified to the extent that any termination will be handled in accordance with the “Termination Policy and Procedure” set forth herein.
This at-will employment relationship will remain in effect throughout your employment with A HAPPY HOST, LLC unless it is specifically modified by an express written employment agreement executed by an authorized representative of A HAPPY HOST, LLC and you.
Each employee must understand that this at-will employment relationship may not be modified by any oral or implied agreement, and that neither the employment handbook, nor any course of conduct, practice, policy, award, promotion, performance evaluation, transfer, or length of service can modify this at-will relationship.
Each employee must acknowledge that they have carefully read this Agreement, that they understand its terms, and that they have entered into this agreement voluntarily. They must further acknowledge that they have been given the opportunity to discuss this Agreement with their private legal counsel before signing it and have availed themselves of that opportunity to the extent they wish to do so.
CONTRACT LABOR/INDEPENDENT CONTRACTOR
All Contract Labor personnel as of 10/01/2022 must have all required documents presented to
A HAPPY HOST, LLC prior to performing work.
The use of contract labor is an integral part of our daily operation. As such please take note of the following:
1) Contract Laborer/Independent Contract personnel are not paid for drive/ride time from their homes to our offices or jobsites nor do they get paid from their last work site back to their homes. Each job is paid for based on the work assigned.
2) Contract Laborer/Independent Contract personnel are paid for all drive/ride time from one worksite to the next.
CODE OF CONDUCT
As a representative of A HAPPY HOST, LLC, (whether a contractor or employee) you are responsible to behave appropriately at work. We cannot cover every single case of conduct, but we trust you to always use your best judgment. Always feel free to contact the main office with any issues or questions.
DRESS CODE
Our company’s official dress code is Casual (e.g. jeans, collared shirts, A Happy Host t-shirt). However, a contractor or employee’s position may also inform how they should dress. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes/cutoff shirts/short shorts).
We will supply one (1) A Happy Host shirt for personnel to wear. If A Happy Host shirt is unavailable, any solid color collared shirt will be acceptable.
INTERNET USAGE
Our corporate internet connection is primarily for business but, you can occasionally use our connection for personal purposes as long as they don’t interfere with your job responsibilities. Also, we expect you to temporarily halt personal activities that slow down our internet connection (e.g. uploading photos) if you’re asked to.
You must not use our internet connection to:
● Download or upload obscene, offensive or illegal material.
● Send confidential information to unauthorized recipients.
● Invade another person’s privacy and gain access to sensitive information.
● Download or upload pirated movies, music, material or software.
● Visit potentially dangerous websites that can compromise our network and computers’ safety.
● Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods.
CELL PHONE
We allow use of cell phones at work but we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:
● Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.)
● Keep personal calls brief.
● Avoid playing games on your phone or texting excessively.
● Don't use your phone for any reason while driving a company vehicle.
● Don’t use your phone to record confidential information.
● Don’t download or upload inappropriate, illegal or obscene material using our corporate internet connection.
CORPORATE EMAIL
Email is essential to our work. You should use your company email primarily for work, but we allow some uses of your company email for personal reasons.
● Work-related use. You can use your corporate email for work-related purposes without limitations. For example, you can sign up for newsletters and online services that will help you in your job or professional growth.
● Personal use. You can use your email for personal reasons as long as you keep it safe and avoid spamming and disclosing confidential information. For example, you can send emails to friends and family and download eBooks, guides and other safe content for your personal use.
OUR GENERAL EXPECTATIONS:
No matter how you use your corporate email, we expect you to avoid.
● Signing up for illegal, unreliable, disreputable or suspect websites and services.
● Sending unauthorized marketing content or emails.
● Registering for a competitor’s services, unless authorized.
● Sending insulting or discriminatory messages and content.
● Spamming other people’s emails, including your coworkers.
In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe, ask someone for assistance.
SOCIAL MEDIA
We want to provide practical advice to prevent careless use of social media in our workplace. We address two types of social media uses: using personal social media at work and representing our company through social media.
USING PERSONAL SOCIAL MEDIA AT WORK
You are permitted to access your personal accounts at work but, we expect you to act responsibly, according to our policies and ensure that you stay productive. Specifically, we ask you to:
● Discipline yourself. Avoid getting sidetracked by your social platforms.
● Ensure others know that your personal account or statements don’t represent our company. For example, use a disclaimer such as “opinions are my own.”
● Avoid sharing intellectual property (e.g. trademarks) or confidential information. Ask your manager or PR first before you share company news that’s not officially announced.
● Avoid any defamatory, offensive or derogatory content. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners.
REPRESENTING OUR COMPANY THROUGH SOCIAL MEDIA
If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:
● Be respectful, polite and patient.
● Avoid speaking on matters outside your field of expertise when possible.
● Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.
● Coordinate with our [PR/Marketing department] when you’re about to share any major-impact content.
● Avoid deleting or ignoring comments for no reason.
● Correct or remove any misleading or false content as quickly as possible.
CONFLICT OF INTEREST
Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it.
TIME MANAGEMENT/CONTRACT MANAGEMENT
Employees time logging will be monitored. Each employee is to only be on the company time while performing assigned work. Any violation of this policy is an offense subject to disciplinary action or termination.
Contractors are to accept their assignment and with due diligence perform those duties timely and without wasted or nonproductive time mismanagement. Because each of our tasks are for the hospitality industry and as such, guests expect promptness and expediency, all contractors who accept work with this company also accept the “Time is of the Essence” concept in all work performed and failure to abide by this policy can result in the termination of your contract. Due to these understandings, all contractors will also be required to keep their time in order to monitor this important element of the work being performed.
COMPANY AND CLIENT PROPERTY
Whether a contractor or employee, in many of our situations we use, care for, and work on property owned by the client and use tools and equipment owned by the Company. In all cases each contractor or employee is charged with using extreme care at all times.
In the case of a client’s property, any damage to that property can be charged back to the party causing the damage in the discretion of the company. If you are a contractor you should, although not required to, carry insurance to protect yourselves from this possibility.
In the case of using Company property, damage is also subject to back charge to the party damaging said property in the discretion of the Company.
COMPANY EMPLOYEE BENEFITS/VACATION/HOLIDAYS
Currently the Company does not provide any employee benefits to its’ employees. If in the future such benefits are provided, only employees working more than 30 hours a week and who have been employees for 90 days will be eligible for those benefits and these terms are subject to change. Contractors will not be eligible for said benefits.
Contractors work based on each contract and employees are paid for each hour or portion thereof worked. No holiday or vacation pay is provided. Overtime pay, for employees, is provided for those hours in any week that exceed 40 hours. Employees are not required to work on holidays but if you do work on a holiday, the pay rate remains your normal hourly rate.
WORKERS COMPENSATION
Contractors are not eligible for workers compensation and must provide their own coverage or an exemption certificate to the Company.
Employees will be provided workers compensation by the Company once the company is required to provide the same based on the rules set forth by statute.
WORKERS SAFETY
All efforts and attention are required and expected to maintain a safe and risk free workplace. If there is a question of safety please refrain until a safe and risk free situation can be achieved. Use of ladders, working more than 6 feet off the ground, work near ledges and all related activities are not to be performed unless you are trained and competent to perform those tasks.
We also expect you to take safety seriously. Always use protective equipment and follow standards whenever necessary. If you deliberately disregard our guidelines, we may terminate you for your own and others’ safety.
ATTENDANCE
We expect you to be present during your scheduled working hours. If you face an emergency that prevents you from coming to work one day, contact your manager as soon as possible. We will excuse unreported absences in cases of [serious accidents, acute medical emergencies.] But, whenever possible, we should know when you won’t be coming in.
DRUG-FREE WORKPLACE
A HAPPY HOST, LLC is a drug-free workplace. Whether you are an employee, contractor or visitor, you must not bring, use, give away or sell any drugs on company premises. If you are caught with illegal drugs or show that you are under the influence of substances, you will face disciplinary action up to and including termination.
A list of prohibited drugs and substances includes, but ISN’T LIMITED TO:
Heroin
Cocaine
Methamphetamine in any form
Marijuana
ALCOHOL
We prohibit employees from consuming alcohol during working hours.
PRESCRIPTION DRUGS
If you feel that a prescription drug (e.g. an anxiety mediation) unexpectedly affects your senses, thinking or movement, ask for the rest of your day off.
You may not use medical marijuana in our workplace. We have the right to terminate you if your off-duty use of medical marijuana makes you unable to complete your job duties correctly.
We expect employees who hold safety-sensitive jobs (e.g. machine operators or drivers) to be fully alert and capable of performing their duties at all times. We may terminate you if we conclude your prescription drug use creates severe safety risks. If you need to use prescription drugs for a limited time and you think they may impair your abilities, use your PTO or sick leave.
If your job includes secondary tasks that are safety-sensitive and your prescribed drugs affect your ability to perform these tasks, we can make reasonable accommodations to ensure you and your colleagues’ safety.
EQUAL OPPORTUNITY EMPLOYMENT
A HAPPY HOST, LLC is an equal opportunity employer. We do not tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We want all employees (including executives and HR) to treat others with respect and professionalism.
Apart from those actions, we commit to penalizing every discriminatory, offensive or inappropriate behavior. To do this properly, we ask you to report any discriminatory action against yourself or your colleagues. Our company will not retaliate against you if you file a complaint or discrimination lawsuit. Any employee who retaliates or discriminates will face disciplinary action.
IRS Form 1099 Electronic Delivery Consent Agreement
As a contractor of a Happy Host LLC, I agree to receive my IRS Form 1099 electronically via email instead of a Mailed paper copy. My 1099 will be sent to the email address I provide and will be available for download no later than January 31st each year.
Paper Copy Request & Withdrawal of Consent
I may request a paper copy by submitting a written request before January 15th of the following tax year.
Written requests must be mailed to:
A Happy Host LLC
1208 Sellers Rd
Dandridge, TN 37725
I may withdraw consent for electronic delivery at any time in writing. However, if I withdraw after January 15th, my 1099 for that year may still be delivered electronically.
Acknowledgment & Agreement
By Completing this on boarding packet and continuing to provide services for A Happy Host LLC, I acknowledge and agree to these terms. It is my responsibility to keep my email address updated and retain a copy of my 1099 form for my records.
A Happy Host, LLC
1208 Sellers Rd
Dandridge, TN 37725
