Welcome to Premium Staffing Services, LLC (the “Company”). This Employee Handbook is designed to provide you with key information about our policies, guidelines, and expectations. It serves as a helpful resource to answer many of the questions you may have about your employment. Please take the time to thoroughly review its contents.
This handbook provides general guidelines for the Company’s policies and practices. It is not a contract, nor should it be interpreted as such. No part of this handbook or any verbal or written communication from management constitutes an agreement, employment contract (express or implied), or a guarantee of specific treatment in any given situation. Employment at Premium Staffing Services, LLC is at-will, meaning that either the Company or the employee may terminate the employment relationship at any time, for any reason, with or without cause or notice.
Certain topics addressed in this handbook, such as benefit plans, are further detailed in separate Company documents. In cases of discrepancy, those documents will take precedence over the handbook or any statements made by management.
The Company reserves the right to amend, modify, or eliminate any policies in this handbook at its sole discretion and without prior notice, except for the at-will employment policy, which can only be modified through a written agreement signed by the Company’s CEO.
We also want to emphasize that this handbook is not intended to interfere with your right to engage in concerted protected activities regarding your terms and conditions of employment. If you have questions or need clarification about anything in this handbook, please contact humanresources@premiumeventstaffing.com
When federal, state, or local laws differ from the policies outlined in this handbook, the Company will comply with the applicable laws. If you are unsure how any local or state requirements apply to your role, please reach out to your supervisor or refer to the state addendum located at the end of this handbook.
For quality assurance and training purposes, any calls or meetings conducted through the Company’s phone lines, conference lines, or video platforms may be recorded.
This version of the Employee Handbook, revised January 2025, replaces and supersedes all previous versions.
Thank you for taking the time to familiarize yourself with the information provided here, and welcome to the team!
Employment with the Company is “at will.” You are free to leave the Company at any time, with or without a reason and with or without notice. The Company also has the right to end your employment at any time, with or without a reason and with or without notice. Further, the Company has the right to manage its workforce and direct its employees. This includes the right to hire, transfer, promote, demote, reclassify, lay off, terminate, or change any term or condition of employment at any time, with or without a reason and with or without notice unless otherwise required by law.
No one other than the Company CEO may enter into an agreement for employment for a specific period of time or make any agreement contrary to the policy of at-will employment and any such agreement must be in writing and signed by the Company’s CEO.
The Company is an equal opportunity employer. Equal employment opportunity is not only good practice – it’s the law and applies to all areas of employment, including recruitment, selection, hiring, training, transfer, promotion and demotion, termination, compensation, and benefits.
As an equal opportunity employer, the Company prohibits unlawful discrimination based on race, religion, creed, color, national origin or ancestry, sex (including pregnancy, childbirth and related medical conditions, lactation and breastfeeding), age, marital status, sexual orientation, gender, gender identity, gender expression, genetic information, disability, veteran or military status, or any other basis that would be in violation of any applicable federal, state or local law.
The Company recognizes and supports its obligation to reasonably accommodate job applicants and employees with religious beliefs or practices who are able to perform the essential functions of the position, with or without reasonable accommodation. The Company will provide reasonable accommodation to otherwise qualified job applicants and employees, unless doing so would impose an undue hardship on the Company.
An applicant or employee who believes they need reasonable accommodation for a religious belief or practice, should discuss the need for a possible accommodation with their direct supervisor or any higher-level manager in their responsibility chain. Upon receiving an accommodation request, the Company shall engage in a timely interactive process with the employee to identify possible accommodation.
The Company recognizes and supports its obligation to reasonably accommodate job applicants and employees with disabilities. The Company will provide reasonable accommodation to otherwise qualified job applicants and employees with known disabilities, unless doing so would impose an undue hardship on the Company or pose a direct threat of substantial harm to the employee or others.
An applicant or employee who believes they need reasonable accommodation for a disability, should discuss the need for possible accommodation with their direct supervisor or any higher-level manager in their responsibility chain. Upon receiving an accommodation request, the Company shall engage in a timely interactive process with the employee to identify possible accommodation.
The Company strictly prohibits any form of retaliation for making a request for reasonable accommodation. If you believe someone has violated this no-retaliation policy, you should bring the matter to the immediate attention of any member of management. Violations of this policy against retaliation may result in discipline, up to and including termination.
As part of our family-friendly policies and benefits, the Company supports breastfeeding by accommodating the employee who wishes to express milk during their workday. In accordance with applicable law, the Company will provide reasonable break time for an employee to express breast milk for their nursing child. The Company will provide a place, other than a bathroom, which is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. Please speak to any member of management about this accommodation or if you have questions regarding this policy.
The Company strives to maintain a workplace that fosters mutual employee respect and promotes productive working relationships. Discrimination, harassment, and/or retaliation based on any legally protected characteristic is prohibited and will not be tolerated. The Company does not tolerate and prohibits discrimination, harassment, or retaliation of or against our job applicants, contractors, interns, volunteers, or employees; by another employee, supervisor, manager, vendor, customer, or any third party on the basis of race, religion, creed, color, national origin or ancestry, sex (including pregnancy, childbirth and related medical conditions, lactation and breastfeeding), age, marital status, sexual orientation, gender, gender identity, gender expression, genetic information, disability, veteran or military status, or any other basis that would be in violation of any applicable federal, state or local law. The Company is committed to a workplace free of discrimination, harassment, and retaliation.
Discrimination Defined. Discrimination under this policy means treating differently or denying or granting a benefit to an individual because of the individual’s protected characteristic.
Harassment Defined. Harassment is defined in this policy as unwelcome verbal, visual, or physical conduct based on a legally protected characteristic; that creates an intimidating, offensive, or hostile work environment. Harassment can be verbal (including ethnic or racial slurs, jokes, insults, epithets, gestures and/or teasing), graphic/written (including offensive posters, symbols, cartoons, drawings, computer displays, e-mails, text messages, and/or social media posts), or physical conduct (including physically threatening another, blocking someone’s way, offensive odors, acting in an intimidating or aggressive manner, etc.) that denigrates or shows hostility or aversion towards any individual, especially because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and respectful manner.
Sexual Harassment Defined. Sexual harassment, also known as “sex-based” harassment, encompasses behaviors rooted in an individual’s sex or gender. This may involve various actions, in addition to other inappropriate conduct, such as unwelcome or unsolicited advances, requests for sexual favors, discussions about sexual activities, and any verbal or physical behaviors of a sexual nature. It is important to foster a safe and respectful environment that acknowledges the diverse experiences and identities of individuals.
Examples of conduct that violates this policy include, but are not limited to: unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement, requests for sexual favors or demands for sexual favors in exchange for favorable treatment, obscene or vulgar gestures, posters, or comments; sexual jokes or comments about a person’s body, sexual prowess, or sexual deficiencies; propositions, or suggestive or insulting comments of a sexual nature; derogatory cartoons, posters, and drawings; sexually-explicit e-mails, voicemails, or social media content; uninvited touching of a sexual nature, unwelcome sexually-related comments, conversation about one’s own or someone else’s sex life, conduct or comments consistently targeted at only one gender or gender identity, even if the content is not sexual; and teasing or other conduct directed toward a person because of the person’s gender or gender identity.
Harassment based on sex also includes non-sexual conduct based on sex. Often termed “gender harassment,” this is hostile behavior devoid of sexual interest. Gender harassment can include gender-based epithets, sexist comments (such as telling anti-gender identity jokes), and remarks that are unrelated to sex but still motivated by the targeted individual’s gender or gender identity.
Sex-based harassment also includes harassment based on (1) gender stereotyping, (2) pregnancy, childbirth and related medical conditions including lactation, (3) gender identity including an individual’s transgender status or intent to transition, and (4) sexual orientation.
Retaliation Defined. Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to: shunning and avoiding an individual who reports harassment, discrimination, or retaliation; express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; and denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation, or participated in the reporting and investigation process described below. Employees shall not be retaliated against as a result of bringing forward a complaint or participating in any investigation in connection with this policy.
ALL DISCRIMINATION, HARASSMENT, AND RETALIATION IS UNACCEPTABLE IN THE WORKPLACE AND IN ANY WORK-RELATED SETTINGS SUCH AS BUSINESS TRIPS AND BUSINESS-RELATED SOCIAL FUNCTIONS, REGARDLESS OF WHETHER THE CONDUCT IS ENGAGED IN BY A SUPERVISOR, CO-WORKER, CLIENT, CUSTOMER, VENDOR, OR OTHER THIRD PARTY.
Reporting Procedures. The following steps are in place to ensure the work environment at the Company is respectful, professional, and free of discrimination, harassment, and retaliation. If an employee believes someone has violated this policy or our Equal Employment Opportunity policy, the employee should promptly bring the matter to the immediate attention of their supervisor. If this individual is the person toward whom the complaint is directed, the employee should contact any higher-level manager in their reporting chain. Employees are encouraged to report conduct that they believe constitutes unlawful harassment (or that, if left unchecked, may rise to the level of unlawful harassment), even if they are not sure if the conduct violates the policy.
Every supervisor who learns of any employee’s concern about conduct in violation of this policy, whether in a formal complaint or informally, must immediately report the issues raised to senior management.
Investigation Procedures. Upon receiving a complaint, the Company will promptly conduct an impartial and thorough investigation by qualified personnel into the facts and circumstances of any claim of a violation of this policy or our Equal Employment Opportunity policy. The identity of individuals who report harassment, alleged victims, witnesses, and alleged harassers will be kept confidential to the extent possible, consistent with a thorough and impartial investigation and with relevant legal requirements.
During the investigation, the Company generally will interview the complainant and the accused, conduct further interviews as necessary and review any relevant documents or other information. Employees are encouraged to respond to questions or otherwise participate in investigations into alleged harassment. Information obtained during an investigation will be kept confidential to the extent possible, consistent with a thorough and impartial investigation and with relevant legal requirements. The Company will take immediate and proportionate corrective measures against any person who it finds to have engaged in conduct in violation of this policy, if the Company determines such measures are necessary. These measures may include, but are not limited to, counseling, suspension, or immediate termination. Anyone, regardless of position or title, whom the Company determines has engaged in conduct that violates this policy will be subject to discipline, up to and including termination.
Remember, we cannot remedy claimed discrimination, harassment, or retaliation unless you bring these claims to the attention of management. Please report any conduct which you believe violates this policy.
No relatives of current employees will be hired by the Company if such hiring would create a supervisory relationship between a current employee and a relative. If a relative relationship is established during employment between employees who are in a reporting relationship, the employees must notify their immediate supervisor. The Company may transfer one of the employees if a supervisory relationship exists between the employees and/or take other action in order to avoid an actual or potential conflict of interest, reduce favoritism or even the appearance of favoritism, and prevent issues of potential sexual harassment from arising out of managerial-subordinate relationships.
For the same reasons, the Company also reserves the right to take prompt action if an actual or potential conflict of interest arises involving relatives or individuals involved in a dating or romantic relationship who occupy positions at any level (higher or lower) in the same line of authority. Employees involved in dating or romantic relationships who occupy positions where one of the employees has direct or indirect supervisory authority over the other, must notify their immediate supervisor.
For purposes of this policy, “relative” means spouse, domestic partner, mother, father, son, daughter, sisters, brothers, mother and father-in-law, sons and daughters-in-law, cousins, aunts, and uncles.
Federal law prohibits employers from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by the law(s). We respect your medical privacy and take our responsibility to comply with these laws seriously. The Company will not request or require you to provide genetic information except in those limited circumstances allowed by law. If you have any questions about this policy, please speak to your supervisor. If you believe there has been a violation of this policy, please follow the procedure set forth in the Discrimination, Harassment and Retaliation Prevention policy.
It is the Company’s policy to protect its proprietary information. Employees, both during and subsequent to their employment with the Company, should take all steps necessary to maintain the confidentiality of the Company’s proprietary information. Proprietary information includes without limitation: sales figures or projections, estimates, customer lists, customer purchasing habits, computer processes and programs, and marketing methods and related data. A breach of this policy would bring irreparable harm to the Company and may result in discipline, up to and including immediate discharge.
If you leave employment with the Company for any reason, we ask that you continue to treat as private and privileged any such proprietary information. You should not use, divulge, or communicate to any person or entity any such information without the express written approval of the CEO. The Company will pursue legal remedies for unauthorized use or disclosure of proprietary information.
Under the federal Defend Trade Secrets Act of 2016, employees shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that:
(a) is made (1) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (2) solely for the purpose of reporting or investigating a suspected violation of law; or (b) is made to an employee’s attorney in relation to a lawsuit for retaliation against employee for reporting a suspected violation of law; or (c) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal.
There are two types of employees that are employed by the Company.
Non-Exempt Employees: Employees who are eligible for overtime under the federal Fair Labor Standards Act and/or applicable state wage/hour laws. Non-exempt employees are entitled to an overtime premium for overtime work in accordance with state and federal law.
Exempt Employees: Salaried employees whose work duties exempt them from the overtime provisions of the federal Fair Labor Standards Act and any applicable state wage/hour laws.
An employee may change classifications only upon written notification by the Company. There are no automatic conversions from one classification to another. Please speak to your supervisor if you have any concerns or questions about your classification.
It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure that you are paid properly for all the time worked and that no improper deductions are made, you should record correctly all work time and Review Your Pay Stub. Occasionally, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make any corrections necessary. If you believe a mistake has occurred or if you have any questions, please use the reporting procedure outlined below.
Non-exempt Employees. If you are classified as a non-exempt employee, you should keep a record of the hours you work each day. You will clock in and out in the app, but having a backup record is for your protection. Use this record to compare your pay. When you receive each paycheck or pay stub, please verify immediately that you were paid correctly for all regular and overtime hours worked each work week.
Do not work hours that are not approved. Do not start work early, finish work late, work during a meal or perform any other extra or overtime work unless you are authorized to do so by the client and your supervisor. Employees are prohibited from performing any “off-the clock” work. “Off-the-clock” work means work you may perform, no matter where you may perform it, but fail to report on your time record. Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.
Exempt Employees. If you are classified as an exempt employee, you will receive a salary which is intended to compensate you for all hours you may work for the Company. This salary will be established at the time of hire or when you become classified as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.
Under federal and state law, your salary is subject to certain deductions. For example, absent contrary state law requirements, your salary can be reduced for the following reasons:
Your salary may also be reduced for certain types of deductions such as your portion of health, dental or life insurance premiums; state, federal or local taxes, social security; or, voluntary contributions to a 401(k) or pension plan, or any other deductions from pay as required or permitted by law.
In any work week in which you performed any work, your salary will not be reduced for any of the following reasons:
Please note it is not an improper deduction to reduce an employee’s accrued vacation, personal or other forms of paid time off for full or partial day absences for personal reasons, sickness, or disability.
It is a violation of the Company’s policy for any employee to falsify a time record, or to alter another employee’s time record. It is also a serious violation of Company policy for any employee or manager to instruct another employee to incorrectly or falsely report hours worked or alter another employee’s time record to under- or over-report hours worked. If any manager or employee instructs you to (1) incorrectly or falsely under- or over-report your hours worked, or (2) alter another employee’s time records to inaccurately or falsely report that employee’s hours worked, you should report it immediately to your supervisor.
If you have questions about deductions from your pay, please immediately contact your supervisor. If you believe you have been subject to any improper deductions or your pay does not accurately reflect your hours worked, you should immediately report the matter to your supervisor. If the supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have not received a prompt and fully acceptable reply), you should immediately contact any other higher-level manager in their reporting chain.
Reports will be fully investigated, and corrective action will be taken where appropriate, up to and including discharge for any employee(s) who violates this policy. In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Company’s investigation of such reports. Retaliation is unacceptable, and any form of retaliation in violation of this policy will result in disciplinary action, up to and including discharge.
The exempt employee’s schedule is dependent upon event order volume and business needs. A minimum coverage schedule is established to ensure complete coverage of business hours (generally 7am-8pm daily). The exempt employees in each team work together with management to create the minimum coverage schedule, communicate schedule changes, cover absences, and manage any Company needs outside of the general coverage schedule. Exempt employees understand that they may have weeks that there are little to no activities, and weeks where order volume and Company needs require extra hours outside of the general coverage schedule.
The non-exempt employee’s schedule does not have a guaranteed number of hours or shifts and is subject to event volume and shift availability. Non-exempt staff can apply to or decline shifts of their own choosing in the app. Application to a shift does not guarantee booking.
Occasionally, overtime may be necessary. All overtime must be authorized by management prior to being worked. Working overtime without prior approval may result in discipline, up to and including termination. Refer to the addendums at the end of this Handbook for addendums relating to overtime laws where you work.
Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (1½) the employees normal hourly wage for all time worked in excess of forty (40) hours each week, twelve (12) hours each day, twelve (12) consecutive, or unless otherwise required by law. In an instance where overtime pay is warranted per the rules above, and where the non-exempt employee works multiple shifts during the pay period and those shifts have different hourly pay rates; the overtime rate will be determined by a calculation dictated by the appropriate state, local, and federal laws in the jurisdiction where earned.
Exempt employees are generally not eligible for overtime. The Company will pay overtime to exempt employees, if ever applicable, according to state, local, and federal laws.
Full-time employees will be eligible for the health insurance benefits program and long-term disability after working 90 continuous days of full-time hours. Most benefits details and costs will be shared when you become eligible. Broad questions may be answered in the interview process and/or when employment commences but are subject to change by the benefits plan administrators prior to eligibility. Please refer to the applicable plan documents and summary plan descriptions. The details contained in the official plan documents govern the precise benefits, terms, conditions, exclusions, and restrictions that apply to coverage under the plans. The plan documents govern in the event of any conflict or inconsistency with the details listed in this handbook.
The Company reserves the maximum discretion permitted by law to administer, interpret, enhance, modify, discontinue, or otherwise change any benefit plan, practice, or procedure. If you have any questions, please contact any member of management.
Overview. Workers’ Compensation Insurance is vital coverage provided by the Company to protect our employees in the event of work-related injuries or occupational diseases. This document outlines your rights and responsibilities regarding Workers’ Compensation Insurance in compliance with the laws of Colorado, Texas, and Illinois.
Coverage and Cost. The Company covers the cost of Workers’ Compensation Insurance entirely, ensuring that employees do not bear any financial burden for this essential protection. Under no circumstances shall the cost of Workers’ Compensation Insurance be deducted from an employee’s wages.
Compensation Benefits. If you are unable to work due to a work-related injury or occupational disease, you may be entitled to compensation benefits as provided by law. Compensation (wage replacement) benefits will be based on two-thirds of your average weekly wage, up to the maximum amount set by law. No compensation is payable for the first three days of disability unless the period of disability exceeds two weeks.
Medical Treatment. You are entitled to reasonable and necessary medical treatment for compensable injuries or occupational diseases. If you notify your employer of an injury or disease and are not offered medical care, you have the right to select the services of a licensed physician or chiropractor.
Reporting Injuries. In the unfortunate event of an injury or occupational disease sustained while on the job, it is imperative to report it promptly to your employer. WRITTEN NOTICE MUST BE GIVEN TO YOUR EMPLOYER WITHIN 4 DAYS OF THE ACCIDENT. Failure to report injuries or diseases promptly may result in reduced or no benefits. All injury reports should be sent to your supervisor or any higher-level manager in your responsibility chain.
In your report, please provide a detailed explanation of the events leading up to the injury, the cause of the injury, the nature of the injury, and any available witnesses. Any information received by the Company, especially personal and health or medical information, will be kept with the strictest of confidence.
Contact Information. The Company provides Workers’ Compensation Insurance through the following insurers:
For any questions or assistance regarding Workers’ Compensation Insurance, please contact the appropriate insurance provider or reach out to your supervisor or any higher-level manager in your responsibility chain.
By adhering to these guidelines, the Company aims to ensure the safety and well-being of all employees while complying with the laws and regulations of Colorado, Texas, and Illinois. Your cooperation in reporting injuries promptly and following the necessary procedures is greatly appreciated.
Employees who require leave should notify their supervisor or other manager in their responsibility chain as soon as the need for leave is foreseeable. In instances where the need for leave is not foreseeable, the employee should make notification as soon as feasible but in all cases before the start of the employee’s shift unless otherwise allowed by law.
The Company will consider each request for leave based upon the facts and circumstances presented. To the extent required by law, the Company provides reasonable accommodations (which may include unpaid time off) to otherwise qualified employees with disabilities and employees who need time off due to pregnancy, pregnancy-related medical conditions and child birth.
In addition, federal, state, and local law sometimes provide employees with leave entitlements beyond those mentioned in this Handbook. The Company provides all leave required by federal, state, or local law to eligible employees. The reasons employees may be able take leave depends on the law, but in some circumstances may include leave for victims of domestic or sexual violence or other crimes, family military needs, voting, and emergency responder duties. Employees wishing to apply for foreseeable leave should work with their supervisor or any member of management in their responsibility chain to discuss general leave requirements, the use of any paid time off, and any necessary documentation of the need for leave.
Employees are prohibited from working or engaging in any form of self-employment while on a leave of absence (of any sort) without first obtaining written permission from the Company.
Leave of absence, including paid leave policies, do not make the Company attendance and punctuality policies unenforceable. Abuse of a leave of absence may result in discipline up to and including termination of employment.
The Company will manage sick time according to all federal, state, and local laws. Review the addendums at the end of this Handbook relating to specific information on paid leave in the state that you work. If you require information in a language not readily available, reach out to any supervisor or manager in your responsibility chain for assistance. The Company has general rules regarding sick time for eligible employees.
The Company is prohibited from retaliating against an employee who uses the employee’s paid leave or otherwise exercises the employee’s rights under any acts or laws that govern paid leave requirements.
Documentation is not required to take paid sick leave; but the Company may, at its discretion, require documentation when the employee can reasonably provide it. Specific details about health or safety information are not required. If any such information is voluntarily given to or acquired by the Company, it will be stored securely and confidentially in a separate file.
Employee notification expectations for sick time requests will be dictated by the rules associated with laws that govern sick time leave where you work. Refer to the addendums at the end of this Handbook for more specific details in your state.
All calls or meetings conducted via the Company phone lines, extensions, conference lines, or video platforms are recorded for quality insurance and training purposes. All personal information or documentation acquired during Company and employee interactions, whether recorded or otherwise, will be kept strictly confidential.
At the time of this Handbook revision, there is no federal or state paid sick time law or policy for employees of Texas.
4-3. Military Leave
The Company is proud of those employees who serve in the U.S Armed Forces. A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and/or applicable state laws. Advance notice of military service is required, unless military necessity prevents such notice, or it is otherwise impossible or unreasonable.
You are permitted leave if you are called for jury duty. You are to notify your supervisor as soon as you become aware of the need to appear for jury duty and provide a copy of the court notice or subpoena. Jury duty is unpaid, unless otherwise required by law. An employee may, but is not required to, use available paid time off for time spent responding to a summons for jury duty, time spent in the jury selection process, or for time actually serving on a jury.
You are permitted to take up to two (2) hours of paid time off on Election Day for the purpose of attending the polls to vote, unless the polls are open on Election Day for voting for two (2) consecutive hours outside of your working hours. You must notify your supervisor in advance of Election Day if you intend to take such time off. If you are an election official, please inform your supervisor of the need to take time off from work, prior to any registration or Election Day. Leave for voting and/or election official duty is unpaid, in accordance with applicable law. Employees may choose to use any available paid time off for such time off.
You are permitted leave if you are required by law to:
You must give 10-days’ notice to your supervisor that such an appearance is required by submitting a copy of the court notice or subpoena. Such leave will be unpaid, in accordance with applicable law, unless it pertains to a proceeding involving the Company or involving you during the course of your employment.
You are permitted to take leave to appear as a witness in legislative, administrative, and/or court proceedings, or to attend juvenile court proceedings when required as a parent or legal guardian.
You must give reasonable advance notice of the need for such leave to your supervisor and provide a copy of the subpoena to appear in court, if applicable. Court attendance leave is unpaid, in accordance with applicable law.
Please note that you may be held legally liable for any compensatory, consequential, punitive, or nominal damages to the Company, clients, event guests, venues, and any other person, place, or thing caused by your violation of the Standards and Expectations of Conduct.
While it is not possible to list all types of misconduct that can result in discipline, the following list includes some (but not all) of the types of conduct that may result in disciplinary action, up to and including termination of employment:
We follow up with clients after each event, so it is our hope to always receive positive remarks. If any of the above areas are listed in the feedback, we will share it with you.
Dress code and appearance items in the Code of Conduct are dictated by the client and their event needs. When the Company announces all shifts in the app the dress code is listed in the shift details. Employees have the choice to decline the shift if any of the details like pay rate, dress code, grooming standards, distance away, or any other shift details are not satisfactory.
The Company staffs private and corporate events. Events may have themes, appearance requests, or dress codes requested as a part of a client’s performance, artistic, or entertainment vision; as well as any elevated appearance requirements that may limit attire and appearance colors. Employees have the flexibility to apply to or decline any event posted in the app if they do not possess the listed attire or meet the event appearance expectations. The Company respects employees’ rights to religious freedom. Refer to section “1-3. Reasonable Accommodation of Individuals’ Religious Beliefs and Practices” in this handbook for more information.
Attendance and punctuality are required. Employees are expected to be at their worksites and at the client’s or onsite contact’s side at the start of their shift. Excessive absenteeism or tardiness will result in disciplinary action, up to and including discharge.
If you are going to be absent, you must contact the staffing department by calling or texting 720.763.1000 as early as possible, but no later than three hours before the start of your shift. If you are going to be late, you must notify the staffing department as soon as you determine you may or will be late. Asking another employee, friend or relative to give this notice is not sufficient, unless incapacitated. You must notify the staffing department of your absence or late arrival every day that you are absent or late, unless you are on an approved leave of absence.
In the event you are off work due to illness for more than 3 consecutive days, you may be asked to present to your supervisor a note from your doctor explaining that your absence was due to medical reasons and stating that you are able to return to work, and explaining any restrictions on your ability to perform the essential functions of your job. Failure to present a doctor’s note when required or requested may lead to disciplinary action up to and including termination.
Unreported absences, sometimes called “No call, no shows” generally will be considered a voluntary resignation with no option for rehire.
In evaluating employee attendance and otherwise administering this policy, the Company does not consider unexcused absences/tardiness protected by applicable federal, state, or local law. The Company reserves the right to replace an employee on a shift if not doing so negatively impacts the Company and, or its client’s events as contracted.
The Company’s voice mail, and e-mail, and other electronic communication systems are provided to employees by the Company and are intended primarily for business use. Access to the Internet through the Company’s computer systems is also intended primarily for business use.
The Company may access its computer and electronic communications systems and obtain communications and information within the systems, without notice to users of the system, in the ordinary course of business when the Company deems it appropriate to do so.
The reasons for which the Company may obtain such access include, but are not limited to:
Also, the Company may inspect or monitor without advance notice any devices employees use to access the Company’s computer and electronic communications systems, including but not limited to:
As a result, employees should not expect that use of the Company’s computer or electronic communications systems entitles them to any expectation of privacy in anything that they access, view, create, store, transmit or receive on or through the Company’s computer or electronic communications systems, including any personal messages.
The Company’s electronic communications systems includes but is not limited to:
This list of the Company’s electronic communications systems is not intended to be exhaustive, may change from time to time, and is intended to refer to all related systems and devices.
The Company’s Discrimination, Harassment, and Retaliation Prevention policy and the Confidentiality policy, as well as all other policies apply to the use of the Company’s computer and electronic communications systems. Furthermore, since the Company’s computer and electronic communications systems are intended primarily for business use, these systems may not be used to solicit for commercial activity unrelated to the business of the Company. Excessive personal use during working time is prohibited, as is other usage that may interfere with the system’s productivity, such as large attachments or audio/video segments.
No one may access, or attempt to obtain access, to another individual’s computer or electronic communications without appropriate authorization.
All employees, upon request, must inform management of any private access codes or passwords.
Employees who violate this policy may be subject to discipline, up to and including termination.
The Company recognizes that Social Networking (such as personal websites, blogs, Facebook, X (formerly Twitter), online group discussions, text messaging, message boards, chat rooms, etc.) are used by many of our employees. The Company respects the right of our employees to maintain a blog or post a comment on social networking sites. However, the Company is also committed to ensuring that the use of social media serves the needs of our business by maintaining the Company’s identity, integrity, and reputation. Further, the Company has a business interest in protecting its logo, company name, and other intellectual property and in making sure that its employees do not violate criminal or civil law. To protect the Company’s identity, integrity and reputation, employees must adhere to the following rules:
All rules regarding confidential business information apply in full to blogs and social networking sites. Confidential business information includes items such as trade secrets, technical or non-technical data, a formula, pattern, compilation, program, device, method, technique, drawing, process, financial data (with the exception of non-confidential information regarding employee wages, benefits and other terms and conditions of employment), or list of actual or potential customers or suppliers.
Any conduct which is impermissible under the law if expressed in any other form or forum is impermissible if expressed through a social networking site. For example, posted material relating to the Company and its employees that is discriminatory, defamatory, libelous, or malicious is not permitted. The Company’s policies prohibiting discrimination, retaliation, and/or harassment based on age, race, sex, religion, national origin/ancestry, gender, gender identity, and other protected categories, if any; as well as the Company’s Workplace Violence policies apply equally to employee comments concerning the Company and its employees on social networking sites, even if done on non-working time. Employees are encouraged to review those sections of the Handbook for further guidance.
Employees are prohibited from misappropriating or using without permission the Company’s intellectual property on any social networking site or other online forum. Employees are reminded that there are civil and criminal penalties for posting copyrighted material without authorization.
Any employee who violates this policy may be subject to disciplinary action, up to and including termination. The Company reserves the right to monitor all public blogs and social networking forums for the purpose of protecting its interests and maintaining compliance with this policy.
Should you have any questions about this policy, please contact your supervisor or any higher-level manager in your responsibility chain.
At the Company, we believe employees should not be disturbed or disrupted in the performance of their job duties. For this reason, solicitation of any kind by one employee of another employee is prohibited while either person is on working time. Solicitation by non-employees on Company premises is prohibited at all times.
Working time includes the time during which any of the employees involved are actually scheduled to work, and does not include scheduled rest periods, meal breaks and other specified times when employees are not expected to be working.
Distribution of advertising material, handbills, or printed or written literature of any kind in working areas of the Company is prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.
Company bulletin boards are used to post information concerning the Company related business, as well as a place to post the various notices required by state and federal agencies. Make it a practice to review the bulletin boards frequently. Do not post or remove any material from the bulletin board.
It is the Company’s policy that all employees avoid any conflict between their personal interests and those of the Company. The purpose of this policy is to ensure that the Company’s honesty and integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the Company. It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:
A conflict of interest would also exist when a member of an employee’s immediate family is involved in situations such as those above.
This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.
It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family) and the Company. You can contact your supervisor or any higher-level manager in your responsibility chain.
When using Company property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines. Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including discharge. Please notify your supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair.
Employees also are prohibited from any unauthorized use of the Company’s intellectual property, such as audio and video tapes, print materials and software.
Further, the Company is not responsible for any damage to employees’ personal belongings brought into the workplace. Employees working at events should only bring what is necessary. The Company cannot guarantee a safe place at remote locations to safely store personal belonging, and anything employees bring is at their own risk.
The health and safety of employees and others on the Company property is of utmost importance to us. The Company intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees must be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards must be reported to your supervisor immediately.
Much of the work done by employees of the Company is remotely at event venues and properties that the Company is not responsible for. It is the employee’s responsibility to take the same precautions and use the same communication expectations as above in those environments. Although the Company is not responsible for any client properties or their event health and safety policies, the value of the Company employee’s health and safety is the same. The Company makes every effort to do business and partner with clients who have the same values.
Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with the rules and guidelines within their state, as strict compliance will be expected. Contact your supervisor if you would like assistance finding these rules.
Any workplace injury, accident, or illness must be reported in writing to the employee’s supervisor or any higher-level manager in their responsibility chain within 4 days, regardless of the severity of the injury or accident. Refer to the “3-2. Workers’Compensation” section of this Handbook for more details.
In compliance with state law regarding smoking in the workplace, and in order to provide and maintain a safe and healthy work environment for all employees, smoking is banned on all Company premises and in places immediately adjacent to locations of ingress or egress to the public place or any Company facility. This also applies to shifts worked remotely at client venues or event locations.
Smoking is defined as burning of, inhaling from, exhaling smoke or vapor from, or the possession of a lighted cigarette, pipe, vape, or any other matter or substance which contains tobacco, oils, or any other matter that can be smoked.
Any employee who becomes aware of anyone violating this policy should contact their supervisor.
We expect everyone to be neat and well-groomed at all times. Employees are required to be dressed according to the requirements of the shift details that they are booked on. Dress will be communicated to all employees with advance notice to scheduled events. Employees have the ability to apply to or decline shifts if they do not possess the dress code required for the shift. All questions regarding attire should be directed to your supervisor.
Further, the Company provides reasonable accommodation, as required by law, for dress directly related to an employee’s religion, national origin, or disability.
Our Company is strongly committed to providing a safe workplace. Any employee who threatens violence, engages in violence, or engages in intimidating behavior in the workplace is in violation of our policy.
Threats, threatening language, or any other acts of aggression or violence made toward or by any
Company employee will not be tolerated. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company premises.
All potentially dangerous situations, including threats by co-workers and clients, should be reported immediately to your supervisor or to the Staffing Coordinator. All threats will be promptly investigated. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat under this policy. Any concerns about retaliation shall be reported to any manager immediately. Violation of this policy may result in discipline, up to and including termination. In case of an emergency, contact 911 immediately.
Employees who lawfully possess a firearm or ammunition may store them in a privately owned motor vehicle on Company provided parking areas in accordance with state law. However, employees are prohibited from storing, carrying, possessing or otherwise causing firearms or ammunition items to enter the workplace or come onto Company owned property or premises, including Company-owned vehicles (unless the associate’s job duties require the use or storage of such items).
The Company is committed to the well-being of our employees, to the safety of the workplace, and to the provision of high-quality services to our clients. For all of these reasons, the unlawful possession, use, manufacture, distribution, or dispensation of controlled substances in the workplace or during work time is prohibited. Moreover, employees must work free from illegal drugs and unlawfully used controlled substances, and the influence of alcohol.
Rules:
No employee may manufacture, distribute, dispense, possess, buy, sell, or use any alcohol, illegal drugs, or un-prescribed (for the employee) controlled substances while on the job (including meal and break time), or in a Company vehicle, or while on Company property (including parking lot and grounds). The penalty for this is discharge.
No employee may report to work or be at work under the influence of alcohol, illegal drugs or un-prescribed (for the employee) controlled substances. Violation of this will subject the employee to discharge. Being under the influence will not excuse any other violation of Company rules or standards, under this Policy or otherwise. “Illegal drugs” includes medical marijuana for purposes of this Policy, even if prescribed, as marijuana is illegal under federal law. “Un-prescribed (for the employee)” may include prescribed controlled substances used in a manner or amount inconsistent with the prescription. Any positive drug test result, and any blood alcohol level test result at .04 or above, will be treated as being under the influence for purposes of this rule.
Before reporting to work, employees in safety-sensitive positions as determined by the Company must report the use of prescribed and over-the-counter medication that could impair driving, operation of machinery or other work-related safety-sensitive tasks.
Employees must ask their physician or read the label to learn whether the medication could cause such impairment. When reporting such use to the Company, the employee should not initially identify the medication or the reason for its use. The Company’s response will be case-by-case, and may include, among other things, a request for additional medical documentation and consultation, and/or changes in duties, reassignment, job modifications or leave of absence. Failure to report as required by this rule will subject employees in safety-sensitive positions to discipline up to and including discharge. Lack of knowledge will not excuse a violation if the employee failed to make the inquiry required by this rule.
Anyone involved in the illegal trafficking of drugs, or illegal conduct consistent with trafficking of drugs, on or off Company premises, will be discharged. Other illegal conduct involving drugs or alcohol during non-work times also may result in discipline, up to and including discharge.
All employees must report to the Company any drug arrest or conviction (including plea of no contest) occurring while employed by the Company no later than five (5) days after such arrest or conviction. Violation of this will subject the employee to discharge.
Any refusal under this policy to submit to testing or otherwise cooperate fully in the testing process, when directed to do so, will result in discharge. Refusal to submit to testing includes, but is not limited to: excessive delay in reporting for a required test; refusing or failing to provide a specimen, or refusing or failing to attempt to provide a specimen without an adequate medical explanation; adulteration or substitution of a specimen, or attempting to adulterate or substitute a specimen; failing to complete any paperwork required by the collection facility; failing to remain at the testing site until the test is completed; failing or refusing to submit to a second test that may be required by the collector or the Company; or, failing to cooperate with any aspect of the testing process.
When there is suspicion that an employee has violated this policy, the Company may inspect the employee, the employee’s locker, desk and other Company property under the employee’s control, and the employee’s personal effects and vehicle on Company property. This does not limit the Company’s right to so inspect in other circumstances, when it has determined that it is in its business interests to do so. Refusal to cooperate will result in discharge.
This policy does not prohibit the authorized and reasonable consumption of alcohol by an employee of legal drinking age at functions or activities sponsored by the Company or client, or for business entertainment purposes. Moderation and good judgment must be exercised by employees in such situations.
Treatment. A drug or alcohol problem will not excuse any violation of Company rules or standards, under this policy or otherwise, whether the employee seeks treatment or not. Employees are urged to seek professional help for a drug/alcohol related problem before disciplinary action is necessary.
If an employee seeks treatment before violating any Company rule or standard, and the treatment requires that the employee not work for a period of time, the Company may grant the employee a leave of absence, without pay unless paid time off is available under Company policies, in which case all such paid time will run concurrent with any leave provided pursuant to this policy.
The leave will be subject to the terms of applicable health insurance and disability policies if the employee has coverage. Any costs associated with treatment that are not covered by the employee’s insurance will be the responsibility of the employee.
This leave will be conditioned upon receipt of reports from the treatment providers that the employee is cooperating and making reasonable progress in the treatment program. The employee will be permitted to return to work only upon passing a drug/alcohol test and with satisfactory medical evidence of fitness for duty. Upon return to work, the employee may be tested at any time thereafter at the Company’s discretion, to the fullest extent allowed by applicable law.
To protect the property and to ensure the safety of all employees, clients, customers, and the Company from theft, and to enforce Company policy, the Company reserves the right to search any area or article on our premises including employees’ personal property (e.g., vehicles, clothing, packages, purses, briefcases, lunch boxes, or other containers brought onto the Company premises) when there is reason to believe that such search may indicate that any law, rule, regulation, or Company policy is being violated.
The Company also may conduct unannounced random searches of Company facilities and property (e.g., Company vehicles, desks, file cabinets, computers, lockers, etc.) In this regard, it should be noted that all offices, desks, files, lockers, equipment, etc. are the property of the Company, and are issued for the use of employees only during their employment. Because employees have no right or expectation of privacy in their use of Company property, employees are strongly encouraged to refrain from storing in any office, desk, file, locker, etc.; any personal materials or other materials which they do not wish to be subject any search.
Such searches will be conducted by Company management at any time at the discretion of the Company, with or without prior notification and with or without the consent or presence of the employee. Failure to cooperate in such searches may lead to discipline up to and including termination of employment. Individual states may have slightly different policies as provided by state law.
Should you decide to leave the Company, we ask that you provide us with at least two (2) weeks advance notice of your departure. Your thoughtfulness will be appreciated.
All Company property including, but not limited to, keys, security cards, parking passes, laptop computers, cell phones, fax machines, uniforms, etc. must be returned at separation. Employees also must return all of the Company’s Confidential Information upon separation.
As noted previously, all employees are employed at-will and nothing in this handbook changes that status.
Staff members are to always adhere to the attire requirements listed for the event they are booked on. At no time, can a staff member have visible tattoos, facial piercings (unless they are removed prior to the event), or present in a way that may be construed as offensive. Please contact your supervisor or higher-level manager in your responsibility chain for questions to this policy. Further clarification is below:
This Employee Handbook, Revised January 2025, supersedes and replaces all previous employee handbooks.
The Company employs staff and performs business generally in Colorado, Illinois, and Texas. Each state has its own labor laws. Within those states, there are some local jurisdictions that may have different laws and ordinances as well. Links have been provided below to the laws, posters, ordinances, and documents relating to the current laws in your state. Please review and contact any manager in your responsibility chain with any questions or clarifications, or if you need any communication in a different language than is readily available below.
This is the poster and handout that summarizes rights and responsibilities to paid sick leave, to report health emergency violations, and to personal protective equipment at work under Colorado law, including how to report violations or ask compliance questions.
Spanish: Cartel de Aviso a los Trabajadores de la Ley de Seguridad en el Empleo
Notice of Payday
Notice of Payday
Spanish: El día de pago es to