Employee Handbook — Progress Tracker

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.

Section 2 — The Five Daily Pour Principles

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.

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.

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.

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.

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.

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

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.

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.

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

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.