The Daily Pour

# Employee Handbook — Progress Tracker

What's done, what's next, and who owns each section
Complete
Sam's Lane
Kiowa's Lane
Needs Attorney Review
Overall Handbook Completion
7 of 21 sections complete (33%)

## Handbook Sections — Status & Ownership

# | Section | Owner | Status | Notes
--- | --- | --- | --- | ---
1 | Welcome to The Daily Pour | Done | Complete | Brand identity, who we are, what employees are joining

### Section 1 — Welcome to The Daily Pour

This section establishes who we are, what employees are joining, and what we stand for from day one.

#### What We Communicate

- Who we are: A mobile coffee trailer fleet serving premium drinks with warmth, consistency, and community pride.
- What you're joining: Not just a job — a brand that's building something bigger. Every person on our team represents The Daily Pour.
- Our expectations: Pride in the product. Quality without shortcuts. Consistency every single time. Teamwork over ego. Ownership of your role. Cleanliness as a standard, not a reminder. The customer experience above all else.

#### The Tone

Warm but direct. We welcome you like family, but we also tell you upfront — this isn't casual work. We hold a standard, and everyone who wears the apron is expected to meet it.

Close

2 | The Five Daily Pour Principles | Done | Complete | Core values with shift examples + customer impact

### Section 2 — The Five Daily Pour Principles

1. Pour With Excellence Daily
"If our name is on it, make it worth serving."

Every drink, every interaction, every detail reflects the brand. Excellence isn't perfection — it's caring enough to do it right.

Looks like: Remaking a drink that doesn't meet standard without being asked. Wiping the counter between customers. Tasting a new batch to make sure it's right.

Falling short: Serving a drink you know isn't right. Cutting corners because it's slow. Saying "good enough" when it isn't.

2. Keep the Pour Consistent
"Every customer deserves the same Daily Pour, every time."

Consistency builds trust. The Monday morning regular and the first-time visitor should get the exact same quality.

Looks like: Following recipes exactly. Using timers. Measuring shots. Same greeting, same care, regardless of the rush.

Falling short: Eyeballing measurements. Skipping steps when busy. Giving regulars better service than new faces.

3. Own Your Pour Daily
"See it. Own it. Make it right."

If something is wrong, don't walk past it. Don't wait to be told. Ownership means you act because it's your trailer, your team, your brand.

Looks like: Picking up trash that isn't yours. Flagging a low supply before it runs out. Admitting a mistake and fixing it immediately.

Falling short: "That's not my job." Waiting for someone else to notice. Hiding an error instead of correcting it.

4. Pour Together Daily
"Different roles. One team. One standard."

Nobody is above any task. The Location Manager cleans. The barista restocks. We move as one unit, and we win or lose together.

Looks like: Helping a teammate who's in the weeds. Communicating during a rush. Celebrating a win together.

Falling short: Letting someone drown while you stand idle. Gossip. Blame. "I did my part" while the team struggles.

5. A Clean Pour Is a Ready Pour
"Clean daily. Prepare daily. Serve with pride."

A clean trailer is a safe trailer. A prepped station is a fast station. Cleanliness isn't a chore — it's how we show respect for the space, the product, and the customer.

Looks like: Cleaning as you go. Restocking between rushes. Leaving the trailer better than you found it.

Falling short: Letting messes pile up. Leaving closing tasks for the next shift. Dirty equipment, sticky surfaces, cluttered stations.

Close

3 | Being Part of the Pour (Conduct Standards) | Done | Complete | 7 behavioral standards for daily work

### Section 3 — Being Part of the Pour Daily (Conduct Standards)

These seven standards translate the principles into everyday employee behavior. They're non-negotiable — this is what "working here" actually means.

1. Show Up Ready

Arrive on time, in uniform, mentally present. "Ready" means you can serve the first customer the moment we open — not that you're still setting up 10 minutes in.

2. Wear the Pour Well Daily

Your appearance IS the brand. Clean uniform, name tag visible, grooming standards met. You're not just making coffee — you're representing something people trust.

3. Speak With Care Daily

Words matter — to customers and to each other. Professional language, respectful tone, no profanity in earshot of customers. How you speak is how we're perceived.

4. Own Your Part Daily

Know your role. Execute it. If something breaks or goes wrong, own it — don't hide it, don't blame. Accountability is the foundation of trust on this team.

5. Protect the Atmosphere Daily

The energy inside this trailer is what customers feel. No drama. No negativity in the workspace. If you have an issue, take it to leadership — not to the person next to you during a rush.

6. Phones Down, People First Daily

When you're on the clock, the phone is away. Not on the counter. Not "just checking a text." The customer in front of you is more important than anything on your screen.

7. Breathe, Reset, Return Daily

Bad moments happen — a rude customer, a mistake, a stressful rush. You're allowed to feel it. Step away for 30 seconds if you need to. Breathe. Reset. Then come back and serve with the same energy you started with. We don't let one moment ruin the whole shift.

Close

4 | Employment Basics | Kiowa | Not Started | At-will statement, classifications (FT/PT/seasonal), probation, job descriptions
5 | Hiring & Onboarding | Kiowa | Not Started | Application process, background checks, I-9, orientation checklist, training period
6 | Compensation & Pay | Done | Complete | Pay schedule, direct deposit, overtime, tip policy, raises, deductions

### Section 6 — Compensation & Pay

We believe in paying fairly, paying on time, and being completely transparent about how pay works — no surprises and no confusion. This section explains exactly how and when you're paid, how tips work, and what comes out of your check and why. If anything here is ever unclear, ask leadership. We would always rather explain than leave you guessing.

Before this section goes live: items in [brackets] — exact pay rates, paydays, and the tip-pool method — are finalized with our payroll provider/CPA and stated on your individual offer letter. Your specific rate is always given to you in writing when you're hired.

#### 6.1 How & When You're Paid

- Your rate: Set individually and given to you in writing in your offer letter at hire. Most trailer roles are paid hourly.
- Pay schedule: You're paid every two weeks, on [every other Friday], for the two-week period ending the prior [Sunday]. This meets Indiana's requirement to pay wages at least biweekly/semi-monthly.
- Our workweek runs [Monday 12:00 AM through Sunday 11:59 PM]. This is the window we use to calculate overtime.
- First paycheck: May cover a partial period depending on your start date.
- Payday on a holiday: You're paid on the business day before.

#### 6.2 Direct Deposit

- We pay by direct deposit. You'll provide a voided check or your bank routing/account details during onboarding.
- No bank account? No problem. We offer a pay card option so everyone gets paid securely and on time.
- You receive an itemized pay stub every period showing hours, rate, overtime, tips, deductions, and net pay, available through [payroll portal].

#### 6.3 Your Time Is Your Pay

- You are paid for all time you work. Clock in when you start and out when you finish — every shift.
- Only you clock yourself in and out. Never punch in or out for a coworker; doing so is grounds for termination.
- No off-the-clock work. Don't start prepping before you clock in or keep cleaning after you clock out. If you're working, you're on the clock and getting paid.
- Missed or wrong punch? Tell your manager the same day so we can correct it.

#### 6.4 Overtime

- Hourly employees earn overtime at 1.5× your regular rate for any hours worked over 40 in a single workweek, as required by federal law (FLSA) and followed in Indiana.
- Overtime is based on hours actually worked over 40 in the week — it is not calculated daily, and paid time off or holidays don't count as "hours worked" for overtime.
- All overtime must be approved by your manager in advance. If you work unapproved overtime we still pay it (the law requires it), but repeated unapproved overtime is a scheduling and conduct issue.
- We do not offer "comp time" (time off instead of overtime pay) — that isn't legal for a private employer.

#### 6.5 Tips

- Tips belong to the team that earns them. Jar tips and card tips are pooled and distributed among eligible hourly service staff who worked the shift, based on [hours worked that period].
- Card tips are paid out with your paycheck; the cash tip jar is handled per the [closing procedure].
- Owners, managers, and supervisors never take from the tip pool. Federal law prohibits it, and it's simply the right thing to do.
- We pay at or above full minimum wage before tips — tips are on top of your base pay, not used to reduce it. [Confirm final tip-credit policy.]
- Tips are income. They're reported and taxed like wages and appear on your pay stub and W-2.

#### 6.6 Breaks

- Short breaks (under about 20 minutes — grabbing water or a breather during a lull) are paid; you stay clocked in.
- Meal breaks (30 minutes or more, fully relieved of duty) are unpaid; you clock out and back in.
- Indiana doesn't require breaks for adult employees, but minors under 18 receive the breaks required by law — see Section 7 (Work Schedule & Attendance).

#### 6.7 Deductions & Taxes

- Required withholdings come out of every check: federal income tax, Indiana state and county income tax, Social Security, and Medicare.
- We make other deductions (for example, replacement uniforms beyond your first set, or lost/damaged equipment) only with your signed written authorization, and never in a way that drops your pay below minimum wage — as Indiana wage law requires.
- You control your tax withholding through your federal W-4 and Indiana WH-4. Update them anytime your situation changes.

#### 6.8 Raises & Reviews

- Raises are earned, not automatic. They're based on performance, reliability, skill growth (ServSafe, dialing in espresso, latte art, opening/closing certification), and how well you live the Five Daily Pour Principles.
- We formally review pay every six months. A review is a conversation about your growth — it doesn't guarantee a pay change. (Your team perks are reviewed separately every quarter — see Section 9.)
- The fastest path up is taking on more: becoming a shift lead, training new teammates, owning a station.

#### 6.9 If Your Pay Looks Wrong

- Think there's an error on your check? Tell your manager within [3 business days].
- We investigate and correct payroll mistakes promptly — usually by the next cycle or sooner. Honest mistakes happen on both sides, and we fix them fast and fairly.

This section describes our current pay practices. It is not an employment contract and does not guarantee any specific hours, pay rate, or continued employment. The Daily Pour may update its pay practices, with notice, as the business grows.

Close

7 | Work Schedule & Attendance | Kiowa | Not Started | Hours, shift scheduling, tardiness, no-call/no-show, shift swaps
8 | Time Off & Leave | Done | Complete | PTO, sick leave, unpaid leave, bereavement, jury duty

### Section 8 — Time Off & Leave

Everyone needs time away sometimes — to rest, recover, handle life, or fulfill a civic duty. This section explains what time off is available, who qualifies, and how to request it. When you need time, talk to your manager early; the more notice you give, the easier it is to cover the trailer.

Before this section goes live: the PTO amount/accrual, paid-holiday list, and bereavement days shown in [brackets] are confirmed with payroll before hiring. The bracketed figures are examples until finalized.

#### 8.1 Paid Time Off (PTO) — Full-Time Only

- PTO is a full-time benefit. Regular full-time employees earn paid time off. Part-time and seasonal team members are not eligible for PTO, but may request unpaid time off (see 8.3).
- Full-time employees accrue [X hours per pay period / Y days per year], available to use after an initial [90-day] period.
- Request PTO through your manager as far ahead as possible. Approval depends on trailer coverage and business needs, especially in busy seasons.
- Unused PTO [carries over / is capped at X / is or isn't paid out at separation] — [confirm with payroll].

#### 8.2 If You're Sick

- Your health and our customers' safety come first. Do not come to work sick — especially with vomiting, diarrhea, fever, or anything contagious. This is a food-safety requirement (see Section 12).
- Indiana does not require separate paid sick leave. Full-time employees may use PTO for illness; all employees may take unpaid time when sick.
- Call or message your manager as early as possible so we can cover your shift.

#### 8.3 Unpaid Time Off

- Available to all employees when PTO doesn't apply or has been used up. Request it in advance through your manager; approval depends on coverage.

#### 8.4 Bereavement

- If you lose an immediate family member, you may take [up to X days] of bereavement leave ([paid for full-time / unpaid]). We'll work with you with compassion during a hard time.

#### 8.5 Jury Duty

- Serving on a jury is a protected civic duty. You will never be disciplined, penalized, or terminated for jury service, as Indiana law guarantees.
- Show your manager the summons as soon as you receive it so we can plan coverage. Jury time is [unpaid; you keep any court-paid stipend].

#### 8.6 Other Legally Protected Leave

- Military leave is protected under federal USERRA regardless of company size; tell leadership as early as possible.
- As a small, growing business we're generally below the threshold for FMLA, but we follow every leave law that applies to us and will update this section as we grow.

#### 8.7 Holidays

- The trailer is closed on [list holidays]. Because trailer roles are hourly, holidays are [unpaid unless worked] — [confirm].

This section describes current time-off practices. It is not a contract or a guarantee of any specific amount of leave. The Daily Pour may update these practices, with notice, as the business grows.

Close

9 | Benefits | Done | Complete | Free drinks, discounts, future benefits roadmap

### Section 9 — Benefits & Perks

We're a growing company, and we take care of the people who pour with us. Some perks start on day one; others grow as you prove yourself. The better you show up, the more we invest back in you.

#### 9.1 Your Weekly Perks — On Us

- One free handcrafted drink every week — your choice off the menu.
- One free pastry every week — enjoy it on a break or take it home.
- [Optional: employee discount of [X]% on additional drinks and food while on shift — confirm.]

#### 9.2 Growing Your Perks — Quarterly Review

Every three months (each quarter), we look at how you're doing — your reliability, how many days you worked, your on-time record, how you live the Five Daily Pour Principles, and how the trailer is performing overall.

If you're doing well, we increase your perks — for example, two or more free drinks per week, extra pastries, or other rewards. Showing up on time and pouring with excellence literally pays off.

What earns more: consistent attendance, on-time arrivals, no no-call/no-shows, strong customer service, and stepping up for the team.

#### 9.3 Pay Increases

- Separate from perks, we review pay every six months, with the opportunity for a raise based on performance. See Section 6 (Compensation & Pay) for how raises are decided.

#### 9.4 Looking Ahead

- As The Daily Pour grows into a fleet, we intend to expand what we offer the team [e.g., additional paid benefits down the road]. These aren't available yet and aren't a promise — but building this company means building better rewards for the people who make it work.

Perks are a discretionary benefit, not wages and not a contract, and may change with notice as the business grows.

Close

10 | Dress Code & Grooming | Kiowa | Not Started | Uniform, apron, shoes, jewelry, hygiene (food service standards)
11 | Health & Safety | Kiowa | Not Started | Food handling, burns protocol, slip/fall, first aid, emergency procedures, OSHA
12 | Food Safety & Sanitation | Kiowa | Not Started | Handwashing, allergens, temp logs, cleaning schedule, health dept prep
13 | Equipment & Trailer Care | Kiowa | Not Started | Espresso machine, generator, POS, open/close procedures, damage reporting
14 | Cash Handling & POS | Kiowa | Not Started | Register procedures, drawer counts, over/short, theft, refund authority
15 | Customer Service Standards | Kiowa | Not Started | Greeting, speed targets, complaints, comps, difficult customers
16 | Social Media & Brand | Done | Complete | What employees can/can't post, photos on shift, brand representation

### Section 16 — Social Media & Brand

Every time our name shows up online, it shapes how people see The Daily Pour. When you wear the apron, you're part of the brand. This section keeps it simple: represent us well, protect what's private, and have fun sharing the good stuff.

Before this section goes live: our official handles and brand hashtags shown in [brackets] are filled in once the accounts are set.

#### 16.1 You Represent the Brand

- Online and in person, you're a face of The Daily Pour. Post like someone who's proud of where they work — because we're proud to have you.
- Anything you share that identifies you as part of our team reflects on all of us. Keep it positive, respectful, and professional.

#### 16.2 Photos & Video on Shift

- Customers first. Ask permission before photographing or filming a customer, and never post a customer's face without their okay.
- Coworkers too. Don't film or post a teammate without their consent.
- Never share content that shows cash handling, the POS screen, security details, or anything that could create a theft or safety risk.
- Quick, tasteful content during downtime is welcome — but never let filming slow service or pull you off task (see Section 3: Phones Down, People First Daily).

#### 16.3 Official Accounts

- Only authorized team members post to The Daily Pour's official accounts ([@handle]).
- Got a great photo or idea? Send it to [your manager / marketing] and we may feature it.

#### 16.4 Your Personal Accounts

- You're free to post about your own life, including that you work here. When we're identifiable, keep it positive and professional.
- If you talk about work, add a simple note like "opinions are my own."
- Tag us and use [#hashtags] — we love resharing team pride.

#### 16.5 Keep Private Things Private

- Don't post confidential information: recipes, supplier terms, sales or financials, customer information, or anything that isn't already public.
- Don't post content that disparages or harasses customers, coworkers, or the company.

#### 16.6 Your Legal Rights

Nothing in this policy limits your legal right to discuss your wages, hours, or working conditions with coworkers or others, or to take part in other legally protected activity. This section is about protecting the brand and private information — not about silencing you.

#### 16.7 If the Line Gets Crossed

- Posts that break these rules — especially sharing confidential information, harassment, or content that damages the brand — may lead to discipline up to and including termination (see Section 19).

This section describes current brand and social media expectations and is not a contract. The Daily Pour may update this policy, with notice, as the business grows.

Close

17 | Anti-Harassment & Discrimination | Kiowa + Attorney | Not Started | EEO statement, protected classes, reporting procedure, retaliation prohibition
18 | Drug & Alcohol Policy | Kiowa | Not Started | Zero tolerance on shift, impairment definition, testing (optional)
19 | Discipline & Termination | Kiowa | Not Started | Progressive discipline, immediate termination offenses, final pay, property return
20 | Separation & Resignation | Kiowa | Not Started | 2-week notice, exit process, final paycheck (Indiana law), property return
21 | Acknowledgment Page | Kiowa | Not Started | Employee signature confirming receipt + understanding of handbook

## Ownership Summary

Owner | Sections | Count
--- | --- | ---
Complete (Sam drafted) | 1, 2, 3, 6, 8, 9, 16 | 7
Sam | — (all drafted) | 0
Kiowa | 4, 5, 7, 10, 11, 12, 13, 14, 15, 18, 19, 20, 21 | 13
Kiowa + Attorney | 17 | 1

Kiowa owns the most sections because they're all operational/compliance — exactly what the OA defines as her role (SOPs, compliance, systems for scale).

### Next Steps

- Kiowa: Start with Section 11 (Health & Safety) and Section 12 (Food Safety) — these are required for our health department permit application and have hard deadlines.
- Sam: All Sam-lane sections drafted (6, 8, 9, 16). Finalize the bracketed figures (pay rates/paydays, PTO accrual, holiday list, tip-pool method, official handles/hashtags) with the payroll provider/CPA. Sam's drafting is done — focus shifts to supporting Kiowa's operational sections.
- Together: Meet to align on Section 4 (Employment Basics) and Section 19 (Discipline) — these set the legal tone for the entire document.
- Attorney: Section 17 (Anti-Harassment) gets reviewed last — once we have the rest drafted, we send the full handbook for legal review.