Table of Contents

Introduction
CEO Welcome 1
Company History 2
Mission Statement 2
Company Policies
Equal Employment Opportunity 2
Authentic Employment Opportunity 2
Confidentiality 2
Harassment 3
Family Policy 4
Personal Relationships 4
Drugs and Alcohol 4
Security Checks 5
Security of Personal Information 5
Workplace Manners 5
Employment Terms
Code of Professional Conduct 5
Attendance 6
Tardiness 6
Visitors 6
Dress Code 6
Technology Use 6
Mailboxes 6
Performance Reviews 7
Disciplinary Action 7
Health and Safety 8
Reporting Accidents 8
How To Report Misconduct 8
Employee Benefits
Leave of Absence 8
Sick Leave 9
Vacation Time and Holidays 9
Payroll 9
Worker’s Compensation 10
Employee Signature ​ 1
1
Dear Employees,

Welcome to Sippin’Snacks!

I hope you are as excited as I am to welcome you to our company. Your diligence has placed
you at Sippin’Snacks and we value you as an important part of our team at Sippin’Snacks. Any
questions that you have, do not hesitate to ask. We want to help you succeed so that
Sippin’Snacks succeeds. This manual states the policies, goals and benefits of our company,
Sippin’Snacks. We hope that helps you understand our expectations at this company. Use this
manual to benefit you in your job. Feel free to ask any questions about any of the content within
this manual with our management staff or Human Resources department.

Good Luck!
Sincerely,

Luke Tagle
CEO
Company History

Sippin’Snacks was founded in 2019 and was developed as an alternative to plastic straws and
flimsy paper straws in order to offer customers a more diverse and environmentally-friendly
straw option. CEO, Luke Tagle, has successfully managed the company with his staff of sixteen
in Oceanside, New York for many months. We at Sippin’Snacks are determined to provide our
consumers with more fun and sustainable straw that customers will love.

Mission Statement

To make tasty straws that you can drink out of and take a bite out of bland drinks, bringing an
alternative to environmentally hazardous plastic straws and flimsy paper straws.

Company Policies
Equal Employment Opportunity

In accordance with the federal government, we provide equal opportunities for every applicant.
We do not discriminate on the basis of race, gender, age, secual orientation, religion, national
origin, disability, veteran status, marital status, or any other protected category. This applies to
every area of employment without exception.

The company further recognizes that in order to be effective, we take action immediately. We
train and advise everyone on how to handle and prevent situations in careful manner. Any
violation will be handled immediately on a case by case basis by the Human Resources
department as soon as an inappropriate issue is brought to attention, and action will be taken in
accordance with the offense.

Authentic Employment Information

Sippin’Snacks expects all our employees’ and applicants’ information to be accurate and
updated. If any information is changed, Human Resources should be notified in order to update
all information to ensure its accuracy. Failure to comply will lead to disciplinary action.

Confidentiality
We require certain information to complete the hiring process and handle any situation. This
information may include

- Name
- Address
- Telephone number (mobile & home)
- Marital Status
- Dependents
- Beneficiaries
- Emergency Contacts

Confidentiality is our main concern at Sippin’Snacks. The Human Resource department are the
only people with access to the sensitive information. None of the information will ever be
disclosed unless compelled by legal authorities or consent is given by the employee. If any
person releases information or violates this policy in any regard will be terminated.

Harassment

Harassment is illegal under federal law. We develop a safe harassment free work environment.
This type of behavior is uncharacteristic of Sippin’Snacks’s employees and is thus never
tolerated. Employees who harass will face strong discipline or termination. These forms of
harassment include but are not limited to:

- Physical Harassment
- “...[M]ethods of [coercion], threats, or bullying that involve physical gestures or
threats…. [P]hysical harassment is used to frighten or threaten another person
into performing an act or behaving a certain way”
- Psychological Harassment
- “Psychological harassment is vexatious behavior that manifests itself in the form
of conduct, verbal comments, actions or gestures characterized by the following:
They are repetitive, they are hostile or unwanted, they affect the person’s dignity
or psychological integrity, and they result in a harmful work environment”
- Emotional Harassment
- “Emotional abuse symptoms vary but can invade any part of a person's life.
Signs of emotional abuse include: yelling or swearing, name calling or insults;
mocking, threats and intimidation, ignoring or excluding, isolating, humiliating,
denial of the abuse and blaming of the victim”
- Racial Harassment
- “Racial harassment is unwelcome behavior that happens to you because of your
race, such as verbal or physical conduct of a racial nature. Conduct based upon
 color or national origin is analyzed under the law similar to race harassment, and
also may violate the law”
- Religious Harassment
- “Religious discrimination involves treating a person (an applicant or employee)
unfavorably because of his or her religious beliefs. The law protects not only
people who belong to traditional, organized religions, such as Buddhism,
Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely
held religious, ethical or moral beliefs”
- Sexual Harassment
- “Sexual harassment is defined by law and includes requests for sexual favors,
sexual advances or other sexual conduct when (1) submission is either explicitly
or implicitly a condition affecting academic or employment decisions; (2) the
behavior is sufficiently severe or pervasive as to create an intimidating, hostile or
repugnant environment; or (3) the behavior persists despite objection by the
person to whom the conduct is directed”
- Stalking
- “ [Sexual harassment is the ] criminal activity consisting of the repeated following
and harassing of another person. Stalking is a distinctive form of criminal activity
composed of a series of actions that taken individually might constitute legal
behavior”
- Hazing
- “Hazing is any action taken or any situation created intentionally that causes
embarrassment, harassment or ridicule and risks emotional and/or physical harm
to members of a group or team, whether new or not, regardless of the person’s
willingness to participate”

Family Policy

Relatives

Relatives, are people that have any legal or genetic connections. Relatives can be hired but are
not permitted to work within departments but are allowed to work within different departments.
This is in order to avoid distraction for the workers and increase productivity and efficiency.

In our company Sippin’Snacks, dating is the romantic or sexual relations of consenting

individuals. To avoid conflicts, individuals cannot work in the same department with their
significant other. We reserve the right to discipline anyone who is going to be in a management
position over a former or current significant other.

Disciplinary Action
We will not hesitate to take immediate and swift action if any relationships begin to distract and
take away from the efficiency and production of the employee. (See page 7)

Drugs and Alcohol

We have a zero tolerance policy for alcohol or drugs. We reserve the right to request drug and
alcohol tests if suspicion is raised and productivity is hindered. If an illegal substance is detected
immediate termination will follow. If a legal substance is found, swift disciplinary action will result
from the actions of the individual on a case by case basis. Moreover, no smoking is allowed on
campus. If caught, disciplinary action will be seen to (See page 7).

Security Checks

Security checks will occur when evidence is provided that gives probable cause to the
management. Probable cause is anything that is considered suspicious or abnormal which may
result in harm to anyone. When brought to a supervisor, they are obligated to report it to Human
Resources. If anything prohibited is found, disciplinary action will be taken.

Security of Personal Information

We assume ​no ​liability if personal property is lost, stolen, or damaged. Personal property can
include:

- Cars and its content

- Personal Devices

If an employee is suspected of stealing, Human Resources will take immediate action against
the perpetrator.

Workplace Manners

Employees should remain organized. This displays and reflects on the image of Sippin’Snacks
and promotes efficiency. Examples of efficiency include:

- Absence of office supplies on the floor

- Trash in proper recpeticals
- Easy access to egress

We will enforce this policy by performing checks throughout the office to make sure that
everything is in order and organized.
 Employment Terms

Code of Professional Conduct

Sippin’Snacks wants the standard of a professional of each of its employees. For this reason,
Sippin’Snacks has established a Code of Professional Conduct that applies to every employee.
Sippin’Snacks expects all employees to follow this code, Compliance with all government laws.
Also being respectful to the customer at all times, but disagreement is no excuse for
disrespectful behavior. We will all experience frustration from time to time, but we cannot allow
that frustration to become personal attacks. Any employee who violates this policy or
demonstrates behavior that would detract from the effectiveness and the image of the company
will be subject to disciplinary action (See page 7).

Attendance

Sippin’Snacks expects all employees to show up to work on time every day because it is
important to the company’s well being. See page 7 to see more details.

Tardiness

Sippin’Snacks tardy policy is arriving to work after the workday is set, up to five minutes past the
start of the workday. See page 7 to see more details.

Visitors

While on the job, it is important that socializing with family and/or friends be kept to a minimum.
No family or friends should be at the company to “visit” while an employee is at work unless
authorized by their supervisor prior to the visit. This includes, but is not limited to:
- Friends
- Children
- Spouses
- Significant others
- Parents

Dress Code
Clothing must be neat and clean and allow you to complete all your workplace tasks and not
interrupt your work. The clothing must allow for efficiency.

Unacceptable attire includes but is not limited to:

- Bare Midriffs
- Low Cut, tank, tube or sleeveless tops

Technology Use

Sippin’Snacks Knows that the telephone is a powerful business tool, but it can also be a
distraction if not used properly. Authorized administration assistants and the owner are the only
people who can answer the company phone. No employee will be allowed to use their cell
phone unless permission is granted from Human Resources. NO employee is exempt from this
policy. If an employee is given permission to take a call he/she must leave the immediate
workplace as not to distract other staff members. If an employee is carrying their cell phone it
must be on silent or turned off. If personal cell phones start interfering with work being
completed, the employee responsible will be spoken to by the HR

Mailboxes

All Sippin’Snacks employees are required to check their email daily for information about future
projects that will need to be completed. Every employee should check their mailbox daily as well
as keeping it clean and organized. Employees may not go into their coworker’s email at any
time.

Performance Reviews

To assist each employee in reaching their full potential, the HR Department will conduct a
performance review on a biweekly basis. The purpose of the performance review is to analyze
the employee’s performance and to develop a plan to continue to improve performance

Disciplinary Action

Sippin’Snacks expects all its employees to adhere to a certain set of responsibilities and its
Code of Professional Conduct. Staff members are required to follow all company policies and
employment terms. Those who do not follow these rules are subject to disciplinary action. This
includes, but is not limited to:
- Unproductivity
- Failure to update employee information
- Use of company resources for personal reasons without specific permission
- Failure to perform assigned duties in a satisfactory and timely manner
 - Dishonesty toward the company and/or its customers
- Failure to comply with employee health and safety procedures
- Gaining access to a coworker’s email
- Failure to adhere to the highest standards of ethics and conduct required by the
company
- Unauthorized technology use
- Failure to return from breaks on time
- Unsatisfactory office upkeep
- Failure to comply with the company’s smoking policy
- Personal relationships taking priority overwork, while at the workplace
- Excessive tardiness or failure to sign-in; the following disciplinary action only applies to
- Employees who are tardy:
- Up to the second tardy: verbal warning
- More than two tardies: written warning
- Continuous tardies over ten days: the final warning
All of this is added up and when the offices add up there will be a warning written and then it
continues to net pay suspension
- Human Resources reserves the right to analyze each situation on a case by case basis
and reserves the right to increase the disciplinary action if an egregious action is
performed. Egregious is defined as any action that is considered outstandingly bad.

Health and Safety

- Sippin’Snacks has implemented safety policies to ensure that each employee can feel
safe while at work for the company. Staff members are required to follow these policies
and immediately report any hazardous surroundings in the workplace to either their
supervisor or the HR Department. Significant safety procedures employees should know
are, but not limited to:
- Notifying a supervisor if anyone on the company premises becomes injured
- Being aware of the first aid kits and AED colitionson the company premises
- Being aware of emergency exits
- No roughhousing, or horseplay allowed on company premises
- No running is allowed in the company’s building
- If a technological item the company has supplied to its employees is malfunctioning, the
employee must contact the IT Department instead of fixing it themselves and possibly
causing further damage
- Being aware of the location and use of fire extinguishers on company property If a fire
should occur the employees should remain calm, pull the fire alarm, contact their
supervisor who will contact the proper authorities, and leave the building as quickly and
safely as possible.
- Mandatory CPR/AED training of an employee from each department
Reporting Accidents

In case of an employee witnessing an injury of a coworker they must contact their supervisor
and the HR Department immediately. After this, the following procedures will be administered to
the injured employee: First Aid will be offered. If needed, transport to an emergency care
location will be arranged. The necessary paperwork will be filled out for insurance purposes.
Every injury is required to be documented, no matter how minor it may be, so the employee
must contact their supervisor so they can complete federally required safety forms, and assess
if the employee needs medical treatment.

Employee Benefits

Leave of absence

If an employee wishes to take a leave of absence, they must advise their supervisor at least two
weeks before you leave, you must fill out a form from human resources and provide the
following information:
- The reason for leave
- The date the leave will begin
- The date the leave is expected to end
Employees may change the date of return but have to notify all supervisors in writing if plans are
changed. This notification will then be forwarded to Human Resources.

Leave Policies

Jury Duty
- Every person will receive one week paid for jury duty. After one week, the employee will
receive unpaid leave upon proof of attendance at court, serving jury duty.
Disability Leave
- Each employee is permitted eight weeks of disability leave. Missing such time without
telling a supervisor will result in disciplinary action (See page 7).

All leave must be approved by Human Resources.

Sick Leave

Each employee is given ten days of sick leave per year. This includes hospital and personal
illness stays. If leave is taken because of physical injury then a doctor's note or proof of injury
must be provided to Human Resources. Upon returning, the employee must have a statement
from a physician allowing them to return to work.

Vacation Time and Holidays

We recognize all federal holidays and do not operate during Labor Day, Rosh Hashana, Yom
Kippur, Columbus Day Election Day, veterans day, Thanksgiving, Hanukkah and Bhristmas and
New Year Day and New Years Eve, Martin Luther Day King Jr Day, Presidents Day Week, Holy
Thursday and Good Friday and Easter Weekend, May 22 and 25. However, if personal
observance of holidays for reasons such as: religious reasons, then the employee will be
excused from work. However, we do not pay for vacation days and holidays.

Payroll

Sippin’Snacks employees are paid biweekly throughout the entire work year. There are two
aspects of payroll every employee should be aware of:
- Direct Deposit through Virtue Bank provides Direct Deposit for paychecks. This is a
service which saves the employees time and provides additional security. With this
option, each paycheck will automatically be deposited directly into each employee’s bank
account.

Payroll Deduction

As required by law, Sippin’Snacks will deduct Federal Social Security, Income Tax, and other
State Taxes from the employee’s payroll check each pay period. Insurance will be deducted
from the payroll check each pay period.

Workers’ Compensation

All Sippin’Snacks employees are entitled medical treatment of on-the-job injuries and/or
illnesses (as defined by the Workers’ Compensation Law) no matter who is at fault.
Sippin’Snacks reserves the right to administer drug and alcohol testing on an injured employee
if there is reason to believe that the injury was a drug and/or alcohol related. Sippin’Snacks
reserves the right to deny the employee of the benefit if the tests show that the employee was
under the influence at the time of the injury. Sippin’Snacks also reserves the right to deny
workers compensation if the injuries were self-inflicted, if the employee was violating a law or a
company policy, and/or where the employee was not on the job at the time of the injury.
Sippin’Snacks Workers’ Compensation
Insurance covers:
- Medical care for the injury and/or illness
 - Wage Replacement This will be two-thirds (2/3) of the employee's average wage;
however, there is a fixed maximum amount that the benefit will not go over. Wage
replacement will begin immediately after three (3) days of work are missed.
- Costs for retraining
- Compensation for any temporary/permanent injuries

Workers Compensation Insurance Fraud

Sippin’Snacks believes that the filing of fraudulent workers’ is necessary. insurance claims is a
federal offence, which will result in immediate termination
 Employee Signature

By signing on the line below, I acknowledge and agree to follow all of the policies outlined in the
handbook. I will abide by all of the policies and provisions outlined in the Sippin’Snacks
employee handbook.

__________________________________________
Printed Name

__________________________________________ __________
Signature of Employee Date
 Harassment Complaint Form

1.Name of complaint: ____________________________________________________________

2.Date and where incident took place:

_______________________________________________________________________
_______________________________________________________________________
3. Address: ____________________________________________________________________

4. Person(s) suspected of harassment :

____________________________________________________________________________________
____________________________________________________________________

5. Nature of Alligation
____________________________________________________________________________________
____________________________________________________________________

6. Did anyone witness the incident ❏ Yes ❏ No

7. If yes name of witness(es)

____________________________________________________________________________________
____________________________________________________________________

8. Their role in the incident

____________________________________________________________________________________
____________________________________________________________________

9.How did you react to the harassment

____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________

I am filing this complaint because I honestly believe _________________ has been harassing me

I hereby certify that to the best of my knowledge the above mentioned information is true, accurate and
complete. Making false allegations is in violation of the policy and subject to disciplinary sanctions

Furthermore, I realize that inquiry will be initiated once this complaint form has been filled out
Meeting about:___________________________________________________________

Date of Meeting:__________________________________________________________

Location of Meeting:_______________________________________________________

Meeting was called to order at________a.m. or p.m.

Summary of Meeting: _____________________________________________________

_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________

Meeting Adjourned at__________a.m. or p.m.

Presenter Signature:_______________________________________________________

CEO Signature:___________________________________________________________