452 lines
22 KiB
HTML
452 lines
22 KiB
HTML
<!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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footer{text-align:center;color:var(--taupe);font-size:.78rem;padding:40px 24px 20px}
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body{background:#fff}
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.container{padding:24px}
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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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I drafted 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><span class="expand-num" onclick="toggleDetail('detail-1')">1</span></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><td colspan="5" style="padding:0;border:none">
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<div class="section-detail" id="detail-1">
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<h3>Section 1 — Welcome to The Daily Pour</h3>
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<p>This section establishes who we are, what employees are joining, and what we stand for from day one.</p>
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<h4>What We Communicate</h4>
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<ul>
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<li><strong>Who we are:</strong> A mobile coffee trailer fleet serving premium drinks with warmth, consistency, and community pride.</li>
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<li><strong>What you're joining:</strong> Not just a job — a brand that's building something bigger. Every person on our team represents The Daily Pour.</li>
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<li><strong>Our expectations:</strong> 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.</li>
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</ul>
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<h4>The Tone</h4>
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<p>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.</p>
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<span class="close-btn" onclick="toggleDetail('detail-1')">Close</span>
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</div>
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</td></tr>
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<tr class="status-done">
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<td><span class="expand-num" onclick="toggleDetail('detail-2')">2</span></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><td colspan="5" style="padding:0;border:none">
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<div class="section-detail" id="detail-2">
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<h3>Section 2 — The Five Daily Pour Principles</h3>
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<div class="principle">
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<strong>1. Pour With Excellence Daily</strong><br>
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<em>"If our name is on it, make it worth serving."</em>
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<p style="margin-top:8px">Every drink, every interaction, every detail reflects the brand. Excellence isn't perfection — it's caring enough to do it right.</p>
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<p class="looks-like"><strong>Looks like:</strong> 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.</p>
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<p class="falls-short"><strong>Falling short:</strong> Serving a drink you know isn't right. Cutting corners because it's slow. Saying "good enough" when it isn't.</p>
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</div>
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<div class="principle">
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<strong>2. Keep the Pour Consistent</strong><br>
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<em>"Every customer deserves the same Daily Pour, every time."</em>
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<p style="margin-top:8px">Consistency builds trust. The Monday morning regular and the first-time visitor should get the exact same quality.</p>
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<p class="looks-like"><strong>Looks like:</strong> Following recipes exactly. Using timers. Measuring shots. Same greeting, same care, regardless of the rush.</p>
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<p class="falls-short"><strong>Falling short:</strong> Eyeballing measurements. Skipping steps when busy. Giving regulars better service than new faces.</p>
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</div>
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<div class="principle">
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<strong>3. Own Your Pour Daily</strong><br>
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<em>"See it. Own it. Make it right."</em>
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<p style="margin-top:8px">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.</p>
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<p class="looks-like"><strong>Looks like:</strong> Picking up trash that isn't yours. Flagging a low supply before it runs out. Admitting a mistake and fixing it immediately.</p>
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<p class="falls-short"><strong>Falling short:</strong> "That's not my job." Waiting for someone else to notice. Hiding an error instead of correcting it.</p>
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</div>
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<div class="principle">
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<strong>4. Pour Together Daily</strong><br>
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<em>"Different roles. One team. One standard."</em>
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<p style="margin-top:8px">Nobody is above any task. The Location Manager cleans. The barista restocks. We move as one unit, and we win or lose together.</p>
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<p class="looks-like"><strong>Looks like:</strong> Helping a teammate who's in the weeds. Communicating during a rush. Celebrating a win together.</p>
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<p class="falls-short"><strong>Falling short:</strong> Letting someone drown while you stand idle. Gossip. Blame. "I did my part" while the team struggles.</p>
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</div>
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<div class="principle">
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<strong>5. A Clean Pour Is a Ready Pour</strong><br>
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<em>"Clean daily. Prepare daily. Serve with pride."</em>
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<p style="margin-top:8px">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.</p>
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<p class="looks-like"><strong>Looks like:</strong> Cleaning as you go. Restocking between rushes. Leaving the trailer better than you found it.</p>
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<p class="falls-short"><strong>Falling short:</strong> Letting messes pile up. Leaving closing tasks for the next shift. Dirty equipment, sticky surfaces, cluttered stations.</p>
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</div>
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<span class="close-btn" onclick="toggleDetail('detail-2')">Close</span>
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</div>
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</td></tr>
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<tr class="status-done">
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<td><span class="expand-num" onclick="toggleDetail('detail-3')">3</span></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><td colspan="5" style="padding:0;border:none">
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<div class="section-detail" id="detail-3">
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<h3>Section 3 — Being Part of the Pour Daily (Conduct Standards)</h3>
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<p>These seven standards translate the principles into everyday employee behavior. They're non-negotiable — this is what "working here" actually means.</p>
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<div class="principle">
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<strong>1. Show Up Ready</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>2. Wear the Pour Well Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>3. Speak With Care Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>4. Own Your Part Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>5. Protect the Atmosphere Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>6. Phones Down, People First Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<div class="principle">
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<strong>7. Breathe, Reset, Return Daily</strong>
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<p style="margin-top:6px">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.</p>
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</div>
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<span class="close-btn" onclick="toggleDetail('detail-3')">Close</span>
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</div>
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</td></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>
|
|
<td>Handwashing, allergens, temp logs, cleaning schedule, health dept prep</td>
|
|
</tr>
|
|
<tr class="status-kiowa">
|
|
<td>13</td>
|
|
<td>Equipment & Trailer Care</td>
|
|
<td><span class="badge badge-kiowa">Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Espresso machine, generator, POS, open/close procedures, damage reporting</td>
|
|
</tr>
|
|
<tr class="status-shared">
|
|
<td>14</td>
|
|
<td>Cash Handling & POS</td>
|
|
<td><span class="badge badge-shared">Sam + Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Register procedures, drawer counts, over/short, theft, refund authority</td>
|
|
</tr>
|
|
<tr class="status-kiowa">
|
|
<td>15</td>
|
|
<td>Customer Service Standards</td>
|
|
<td><span class="badge badge-kiowa">Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Greeting, speed targets, complaints, comps, difficult customers</td>
|
|
</tr>
|
|
<tr class="status-sam">
|
|
<td>16</td>
|
|
<td>Social Media & Brand</td>
|
|
<td><span class="badge badge-sam">Sam</span></td>
|
|
<td>Not Started</td>
|
|
<td>What employees can/can't post, photos on shift, brand representation</td>
|
|
</tr>
|
|
<tr class="status-attorney">
|
|
<td>17</td>
|
|
<td>Anti-Harassment & Discrimination</td>
|
|
<td><span class="badge badge-attorney">Attorney</span></td>
|
|
<td>Not Started</td>
|
|
<td>EEO statement, protected classes, reporting procedure, retaliation prohibition</td>
|
|
</tr>
|
|
<tr class="status-shared">
|
|
<td>18</td>
|
|
<td>Drug & Alcohol Policy</td>
|
|
<td><span class="badge badge-shared">Sam + Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Zero tolerance on shift, impairment definition, testing (optional)</td>
|
|
</tr>
|
|
<tr class="status-shared">
|
|
<td>19</td>
|
|
<td>Discipline & Termination</td>
|
|
<td><span class="badge badge-shared">Sam + Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Progressive discipline, immediate termination offenses, final pay, property return</td>
|
|
</tr>
|
|
<tr class="status-shared">
|
|
<td>20</td>
|
|
<td>Separation & Resignation</td>
|
|
<td><span class="badge badge-shared">Sam + Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>2-week notice, exit process, final paycheck (Indiana law), property return</td>
|
|
</tr>
|
|
<tr class="status-shared">
|
|
<td>21</td>
|
|
<td>Acknowledgment Page</td>
|
|
<td><span class="badge badge-shared">Sam + Kiowa</span></td>
|
|
<td>Not Started</td>
|
|
<td>Employee signature confirming receipt + understanding of handbook</td>
|
|
</tr>
|
|
</table>
|
|
|
|
<!-- OWNERSHIP SUMMARY -->
|
|
<h2>Ownership Summary</h2>
|
|
<table>
|
|
<tr><th>Owner</th><th>Sections</th><th>Count</th></tr>
|
|
<tr><td><span class="badge badge-done">Complete</span> (Sam drafted)</td><td>1, 2, 3</td><td>3</td></tr>
|
|
<tr><td><span class="badge badge-sam">Sam</span></td><td>6, 8, 9, 16</td><td>4</td></tr>
|
|
<tr><td><span class="badge badge-kiowa">Kiowa</span></td><td>5, 7, 10, 11, 12, 13, 15</td><td>7</td></tr>
|
|
<tr><td><span class="badge badge-shared">Shared</span></td><td>4, 14, 18, 19, 20, 21</td><td>6</td></tr>
|
|
<tr><td><span class="badge badge-attorney">Attorney</span></td><td>17</td><td>1</td></tr>
|
|
</table>
|
|
|
|
<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>
|
|
|
|
<!-- NEXT STEPS -->
|
|
<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>
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