docs: add employee handbook progress tracker (sections, ownership, status)
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Samuel James
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businesses/sns-hospitality-group/docs/handbook-tracker.html
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businesses/sns-hospitality-group/docs/handbook-tracker.html
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<!DOCTYPE html>
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<html lang="en">
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<head>
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<meta charset="UTF-8">
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<meta name="viewport" content="width=device-width, initial-scale=1.0">
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<title>The Daily Pour — Employee Handbook Progress Tracker</title>
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<style>
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:root{
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--brown:#4B2E20;
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--taupe:#A78A7A;
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--green:#2d6a4f;
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--muted:#6b7280;
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--rule:#e8e0d8;
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--done-bg:#f0fdf4;
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--done-border:#2d6a4f;
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--sam-bg:#eff6ff;
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--sam-border:#1d4e89;
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--kiowa-bg:#fdf4ff;
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--kiowa-border:#7c3aed;
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--shared-bg:#fffbeb;
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--shared-border:#d97706;
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--attorney-bg:#fef2f2;
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--attorney-border:#dc2626;
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}
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*{box-sizing:border-box;margin:0;padding:0}
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body{background:var(--cream);font-family:'Segoe UI','Inter',system-ui,sans-serif;color:var(--charcoal);line-height:1.7;font-size:15px}
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.container{max-width:900px;margin:0 auto;padding:40px 32px 80px}
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.header{text-align:center;padding:40px 24px;margin-bottom:40px;background:var(--brown);border-radius:12px;color:var(--cream)}
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.header h1{font-size:1.8rem;margin-bottom:6px;letter-spacing:.5px}
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.header .brand{color:var(--gold);font-size:1.1rem;font-weight:600}
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.header .subtitle{color:var(--pink);font-size:.9rem;margin-top:8px}
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.message{background:#fff;border-left:4px solid var(--gold);border-radius:8px;padding:24px 28px;margin-bottom:40px;font-style:italic;line-height:1.9;color:var(--brown)}
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.message .from{font-style:normal;font-weight:700;color:var(--gold);margin-bottom:8px;font-size:.85rem;text-transform:uppercase;letter-spacing:.5px}
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.legend{display:flex;flex-wrap:wrap;gap:12px;margin-bottom:32px;padding:16px 20px;background:#fff;border-radius:8px;border:1px solid var(--rule)}
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.legend-item{display:flex;align-items:center;gap:6px;font-size:.82rem}
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.legend-dot{width:12px;height:12px;border-radius:3px}
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.dot-done{background:var(--done-border)}
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.dot-sam{background:var(--sam-border)}
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.dot-kiowa{background:var(--kiowa-border)}
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.dot-shared{background:var(--shared-border)}
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.dot-attorney{background:var(--attorney-border)}
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.progress-bar{background:#fff;border-radius:8px;padding:16px 20px;margin-bottom:32px;border:1px solid var(--rule)}
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.progress-bar .label{font-size:.85rem;color:var(--muted);margin-bottom:8px}
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.bar-outer{height:20px;background:var(--cream);border-radius:10px;overflow:hidden;border:1px solid var(--rule)}
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.bar-inner{height:100%;background:linear-gradient(90deg,var(--green),var(--gold));border-radius:10px;transition:width .3s}
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.bar-text{text-align:center;font-size:.8rem;color:var(--muted);margin-top:6px}
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h2{font-size:1.2rem;color:var(--brown);border-bottom:2px solid var(--gold);padding-bottom:8px;margin:36px 0 16px}
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table{width:100%;border-collapse:collapse;margin:14px 0;font-size:.88rem;background:#fff;border-radius:8px;overflow:hidden;border:1px solid var(--rule)}
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th{text-align:left;padding:10px 14px;background:var(--brown);color:var(--cream);font-weight:600;font-size:.82rem}
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td{padding:10px 14px;border-bottom:1px solid var(--rule)}
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tr:last-child td{border-bottom:none}
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.status-done{background:var(--done-bg);border-left:3px solid var(--done-border)}
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.status-sam{background:var(--sam-bg);border-left:3px solid var(--sam-border)}
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.status-kiowa{background:var(--kiowa-bg);border-left:3px solid var(--kiowa-border)}
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.status-shared{background:var(--shared-bg);border-left:3px solid var(--shared-border)}
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.status-attorney{background:var(--attorney-bg);border-left:3px solid var(--attorney-border)}
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.badge{display:inline-block;padding:2px 8px;border-radius:10px;font-size:.72rem;font-weight:700;text-transform:uppercase;letter-spacing:.4px;color:#fff}
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.badge-done{background:var(--done-border)}
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.badge-sam{background:var(--sam-border)}
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.badge-kiowa{background:#7c3aed}
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.badge-shared{background:var(--shared-border)}
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.badge-attorney{background:var(--attorney-border)}
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.section-note{font-size:.82rem;color:var(--muted);padding:4px 14px 10px;font-style:italic}
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.next-steps{background:#fff;border-radius:8px;padding:24px 28px;margin-top:40px;border:1px solid var(--rule)}
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.next-steps h3{color:var(--brown);margin-bottom:12px}
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.next-steps ul{padding-left:20px}
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.next-steps li{margin-bottom:8px}
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footer{text-align:center;color:var(--taupe);font-size:.78rem;padding:40px 24px 20px}
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@media print{
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body{background:#fff}
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.container{padding:24px}
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.header{background:var(--brown);-webkit-print-color-adjust:exact;print-color-adjust:exact}
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table{page-break-inside:avoid}
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}
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@media(max-width:600px){
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.container{padding:20px 16px}
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.header{padding:28px 16px}
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.legend{flex-direction:column}
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}
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</style>
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</head>
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<body>
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<div class="container">
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<div class="header">
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<div class="brand">The Daily Pour</div>
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<h1>Employee Handbook — Progress Tracker</h1>
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<div class="subtitle">What's done, what's next, and who owns each section</div>
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</div>
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<!-- MESSAGE TO KIOWA -->
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<div class="message">
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<div class="from">A Note from Sam</div>
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Kiowa — I want to take a moment to express how grateful I am that you signed the Operating Agreement and officially locked arms with me on this. That wasn't just a signature — it was trust, and I don't take that lightly.<br><br>
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You believed in this vision before there was a trailer, before there was revenue, before there was proof. That kind of faith is rare, and I want you to know it's seen and deeply valued.<br><br>
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Annie helped me draft the culture and values foundation for our employee handbook (sections 1-3 below). I wanted to get those principles locked in early because they shape everything else we build. But the operational backbone — the compliance, the SOPs, the systems that make this thing actually scale — that's YOUR territory. That's what you were built for.<br><br>
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This tracker shows where we stand and what each of us is responsible for completing. We're building something real, and I'm honored to be building it with you.<br><br>
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Let's get it. 🤝
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</div>
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<!-- LEGEND -->
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<div class="legend">
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<div class="legend-item"><div class="legend-dot dot-done"></div> Complete</div>
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<div class="legend-item"><div class="legend-dot dot-sam"></div> Sam's Lane</div>
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<div class="legend-item"><div class="legend-dot dot-kiowa"></div> Kiowa's Lane</div>
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<div class="legend-item"><div class="legend-dot dot-shared"></div> Shared (Sam + Kiowa)</div>
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<div class="legend-item"><div class="legend-dot dot-attorney"></div> Needs Attorney Review</div>
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</div>
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<!-- PROGRESS BAR -->
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<div class="progress-bar">
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<div class="label">Overall Handbook Completion</div>
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<div class="bar-outer"><div class="bar-inner" style="width:14%"></div></div>
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<div class="bar-text">3 of 21 sections complete (14%)</div>
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</div>
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<!-- SECTION TABLE -->
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<h2>Handbook Sections — Status & Ownership</h2>
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<table>
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<tr><th>#</th><th>Section</th><th>Owner</th><th>Status</th><th>Notes</th></tr>
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<tr class="status-done">
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<td>1</td>
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<td>Welcome to The Daily Pour</td>
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<td><span class="badge badge-done">Done</span></td>
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<td>Complete</td>
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<td>Brand identity, who we are, what employees are joining</td>
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</tr>
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<tr class="status-done">
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<td>2</td>
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<td>The Five Daily Pour Principles</td>
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<td><span class="badge badge-done">Done</span></td>
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<td>Complete</td>
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<td>Core values with shift examples + customer impact</td>
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</tr>
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<tr class="status-done">
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<td>3</td>
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<td>Being Part of the Pour (Conduct Standards)</td>
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<td><span class="badge badge-done">Done</span></td>
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<td>Complete</td>
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<td>7 behavioral standards for daily work</td>
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</tr>
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<tr class="status-shared">
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<td>4</td>
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<td>Employment Basics</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>At-will statement, classifications (FT/PT/seasonal), probation, job descriptions</td>
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</tr>
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<tr class="status-kiowa">
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<td>5</td>
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<td>Hiring & Onboarding</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Application process, background checks, I-9, orientation checklist, training period</td>
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</tr>
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<tr class="status-sam">
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<td>6</td>
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<td>Compensation & Pay</td>
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<td><span class="badge badge-sam">Sam</span></td>
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<td>Not Started</td>
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<td>Pay schedule, direct deposit, overtime, tip policy, raises, deductions</td>
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</tr>
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<tr class="status-kiowa">
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<td>7</td>
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<td>Work Schedule & Attendance</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Hours, shift scheduling, tardiness, no-call/no-show, shift swaps</td>
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</tr>
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<tr class="status-sam">
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<td>8</td>
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<td>Time Off & Leave</td>
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<td><span class="badge badge-sam">Sam</span></td>
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<td>Not Started</td>
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<td>PTO, sick leave, unpaid leave, bereavement, jury duty</td>
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</tr>
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<tr class="status-sam">
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<td>9</td>
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<td>Benefits</td>
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<td><span class="badge badge-sam">Sam</span></td>
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<td>Not Started</td>
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<td>Free drinks, discounts, future benefits roadmap</td>
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</tr>
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<tr class="status-kiowa">
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<td>10</td>
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<td>Dress Code & Grooming</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Uniform, apron, shoes, jewelry, hygiene (food service standards)</td>
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</tr>
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<tr class="status-kiowa">
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<td>11</td>
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<td>Health & Safety</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Food handling, burns protocol, slip/fall, first aid, emergency procedures, OSHA</td>
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</tr>
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<tr class="status-kiowa">
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<td>12</td>
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<td>Food Safety & Sanitation</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Handwashing, allergens, temp logs, cleaning schedule, health dept prep</td>
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</tr>
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<tr class="status-kiowa">
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<td>13</td>
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<td>Equipment & Trailer Care</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Espresso machine, generator, POS, open/close procedures, damage reporting</td>
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</tr>
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<tr class="status-shared">
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<td>14</td>
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<td>Cash Handling & POS</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>Register procedures, drawer counts, over/short, theft, refund authority</td>
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</tr>
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<tr class="status-kiowa">
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<td>15</td>
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<td>Customer Service Standards</td>
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<td><span class="badge badge-kiowa">Kiowa</span></td>
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<td>Not Started</td>
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<td>Greeting, speed targets, complaints, comps, difficult customers</td>
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</tr>
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<tr class="status-sam">
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<td>16</td>
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<td>Social Media & Brand</td>
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<td><span class="badge badge-sam">Sam</span></td>
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<td>Not Started</td>
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<td>What employees can/can't post, photos on shift, brand representation</td>
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</tr>
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<tr class="status-attorney">
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<td>17</td>
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<td>Anti-Harassment & Discrimination</td>
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<td><span class="badge badge-attorney">Attorney</span></td>
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<td>Not Started</td>
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<td>EEO statement, protected classes, reporting procedure, retaliation prohibition</td>
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</tr>
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<tr class="status-shared">
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<td>18</td>
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<td>Drug & Alcohol Policy</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>Zero tolerance on shift, impairment definition, testing (optional)</td>
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</tr>
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<tr class="status-shared">
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<td>19</td>
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<td>Discipline & Termination</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>Progressive discipline, immediate termination offenses, final pay, property return</td>
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</tr>
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<tr class="status-shared">
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<td>20</td>
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<td>Separation & Resignation</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>2-week notice, exit process, final paycheck (Indiana law), property return</td>
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</tr>
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<tr class="status-shared">
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<td>21</td>
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<td>Acknowledgment Page</td>
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<td><span class="badge badge-shared">Sam + Kiowa</span></td>
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<td>Not Started</td>
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<td>Employee signature confirming receipt + understanding of handbook</td>
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</tr>
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</table>
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<!-- OWNERSHIP SUMMARY -->
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<h2>Ownership Summary</h2>
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<table>
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<tr><th>Owner</th><th>Sections</th><th>Count</th></tr>
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<tr><td><span class="badge badge-done">Complete</span> (Annie drafted)</td><td>1, 2, 3</td><td>3</td></tr>
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<tr><td><span class="badge badge-sam">Sam</span></td><td>6, 8, 9, 16</td><td>4</td></tr>
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<tr><td><span class="badge badge-kiowa">Kiowa</span></td><td>5, 7, 10, 11, 12, 13, 15</td><td>7</td></tr>
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<tr><td><span class="badge badge-shared">Shared</span></td><td>4, 14, 18, 19, 20, 21</td><td>6</td></tr>
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<tr><td><span class="badge badge-attorney">Attorney</span></td><td>17</td><td>1</td></tr>
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</table>
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<div class="section-note">Kiowa owns the most sections because they're all operational/compliance — exactly what the OA defines as her role (SOPs, compliance, systems for scale).</div>
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|
<!-- NEXT STEPS -->
|
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|
<div class="next-steps">
|
||||||
|
<h3>Next Steps</h3>
|
||||||
|
<ul>
|
||||||
|
<li><strong>Kiowa:</strong> Start with Section 11 (Health & Safety) and Section 12 (Food Safety) — these are required for our health department permit application and have hard deadlines.</li>
|
||||||
|
<li><strong>Sam:</strong> Draft Section 6 (Compensation & Pay) — tip policy and pay structure need to be locked before hiring.</li>
|
||||||
|
<li><strong>Together:</strong> Meet to align on Section 4 (Employment Basics) and Section 19 (Discipline) — these set the legal tone for the entire document.</li>
|
||||||
|
<li><strong>Attorney:</strong> Section 17 (Anti-Harassment) gets reviewed last — once we have the rest drafted, we send the full handbook for legal review.</li>
|
||||||
|
</ul>
|
||||||
|
</div>
|
||||||
|
|
||||||
|
<footer>
|
||||||
|
The Daily Pour — SnS Hospitality Group LLC<br>
|
||||||
|
Handbook Progress Tracker v1.0 — August 2026<br>
|
||||||
|
<span style="color:var(--gold)">Pour With Excellence Daily</span>
|
||||||
|
</footer>
|
||||||
|
|
||||||
|
</div>
|
||||||
|
</body>
|
||||||
|
</html>
|
||||||
Loading…
Reference in New Issue
Block a user