BEAN & BREW

PRODUCED BY:
Lily Le

EMPLOYEE
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HANDBOOOK
TABLE OF
CONTENTS (1/3)

01 Company Information

1. Background ............................................................................... 1

2. Mission .......................................................................................... 1

3. Purpose of Employee Handbook .................................. 2

4. Equal Employment Opportunity Statement ......... 2

02 Company Policies

1. Discrimination Policy .................................................... 3

2. Right to Privacy ................................................................ 3

3. Confidentiality Policy .................................................... 4

03 Employee Hiring Procedure

1. Recruitment Process ........................................................ 5

2. Due Diligence Efforts ........................................................ 5

TABLE OF
CONTENTS (2/3)

04 Employee Release Procedure

1. Firing ................................................................................. 6

2. Employees Who Give Notice ............................... 7

3. Layoffs .............................................................................. 7

05 For the Employee

1. Dress Code ................................................................. 8

2. Safety and Security ............................................... 8

06 Orientation

1. Length and Components of Orientation ............. 9

2. Topics Covered in the Orientation .......................... 9

TABLE OF
CONTENTS (3/3)

07 Performance Assessments

1. Frequency of Assessments ................................ 10

2. Assessment Procedure ........................................ 10

3. Analyzing Assessment Results ........................ 10

08 Grievances

1. Who to Contact ........................................................... 11

2. Grievance Handling Procedure .......................... 11

09 Compensation Packages

1. Paycheck Frequency ............................................................................. 12

2. Employee Benefits ................................................................................. 12

3. Accumulation of Paid Leave ............................................................. 12

COMPANY
INFORMATION

Background
Bean & Brew, a coffee retail company
founded by Lily Le on September 15th
of 2023, offers a wide variety of unique
and distinguished coffee beverages
along with small side snacks and
toppings, handled with intricacy and
brewed from quality beans with the
greater mission of serving busy low-
income consumers and fostering a
prosperous future environment.
Despite its early founding on
September 15th of 2023, Bean & Brew
has achieved a number of instrumental
milestones in menu diversity, quality
service, and eco-friendly programs
within the first month of opening.

Mission
Bean & Brew places emphasis on the
consumers by striving to improve the
quality of our coffee and our service.
Our mission is to serve quality coffee in
eco-friendly cups while fostering both a
tranquil café ambiance and a thriving
community, targeting low-moderate
income adults working in busy
neighborhood and office complexes to
add a little extra boost to their day.

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Purpose of
Employee
Handbook
The purpose of the employee
handbook is to outline the work
environment, work ethics, employment
and retirement, company policies and
procedures, and more in a
comprehensive and meticulously
written guide. It is to provide to
employees and rules and regulations to
which the business operations and to
set clear standards for work behavior
and attitude. Any violations to the
policies outlined in this handbook will
ensue disciplinary action and legal
measures if necessary. Note that this
handbook is not a strict construction of
all specific circumstances that render
disciplinary action.

Equal
Employment
Opportunity
Statement
We're an equal opportunity employer.
All applicants will be considered for
employment without attention to race,
color, religion, sex, sexual orientation,
gender identity, national origin, veteran
or disability status.

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COMPANY
POLICIES

Discrimination Policy
Ensures that a candidate cannot be denied equal opportunities for race, age, sex,
sexual orientation, disability, etc. or it would be considered discrimination. This
practice also applies to recruiting, hiring, pay rates, promotions, and other terms and
conditions of employment and terminations. Disciplinary action will be taken against
the offender, as well as legal punitive measures if absolutely necessary. Depending on
the severity of the misconduct, the disciplinary action could range from a warning to
termination. The actions listed below will not be condoned under any circumstances.
This list is not limited to the specific circumstances described. The following actions,
but not limited to, will not be condoned under any circumstances whatsover: sexual
advances, whether verbal or physical, offensive jokes, racial slurs or innapropriate
racially-targeted comments, intimiating others, or making threats.

Right to Privacy
We honor and respect the privacy of our customers and associates and are dedicated
to the careful collection, use, and disposal of Personal Information. Personal
Information refers to data that is used to identify a particular individual. Examples of
Personal Information, but not limited to the following, include credit card number,
driver's license number, social security number, home adresses, or phone numbers. All
associates are required to protect Personal Information in compliance with our
company policies and relevant regulations.

Any instances of theft, misuse, or disclosure of Personal Information must be

immediately reported.

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Confidentiality Policy
The objective behind the confidentiality policy is to outline the guidelines for
managing sensitive information or data within the company and to emphasize the
significance of safeguarding such data. Many daily operations involve contact with
confidential information. Confidential information takes on many forms as may include
but not limited to information about sales, earnings, expenses, and investments,
financial records, customer information, marketing strategies, pricing information,
company policies, manuals, guidelines, or procedures, private documents, videos,
vendor or service provider lists, and more. Confidentiality protects business operations
and strategies and is especially vital to our competitive advantage. Confidential
information should only be shared when legally required or authorized to.

All employees, associates, contractors, and any other individuals representing or

working within the organization are subject to all company policies. It is mandatory for
all employees to comply with this policy continuously. Any violations to this policy such
as the mishandling and disclosure of confidential information will result in disciplinary
action and potentially legal consequences or termination.

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 EMPLOYEE HIRING
PROCEDURE
Recruitment will determine whether or not to
approve an applicant. If an employer
Process approves an applicant, the employer
and the applicant will communicate
with one another privately and decide
The Recruitment Process category on the timeframes suitable to undergo
outlines the steps involved in the various hiring stages such as interviews,
recruiment of an employee into an assessments and testing to evaluate a
organization. It typically begins with a candidate's skills and competencies,
comprehensive examination of the job background checks (See more under
requirements and the creation of a job the "Due Diligence" heading), and
description. Subsequently, the job decision. Ultimately, a decision is made,
advertisement is promoted across and a job offer is extended to the most
various channels, such as job boards, suitable candidate, followed by an
social media platforms, and the onboarding procedure to facilitate their
company's website, to maximize integration into the organization. No
visibility. After recieving a prospective employee shall be denied employment
employee’s application, employers will based on race, color, religion, sex,
conduct a comprehensive review of sexual orientation, gender identity,
their resume and other submissions to national origin, veteran or disability
their application. After a final nuanced status (See more under the “Equal
examination of the potential of an Employment Opportunity Statement”
employee’s application, the employer heading).

Due Diligence Efforts

The "due diligence efforts" section in our employee handbook underscores the critical
importance of conducting thorough investigations into various aspects of the company's
operations. This includes careful analysis of the company's financial data, comprehensive
insight into business operations and procurement procedures, and detailed market
analysis. Additionally, the section emphasizes the meticulous handling of employee taxes
and salaries, as well as the protection of intellectual property rights. These measures are
instrumental in ensuring a comprehensive understanding of the legal and financial
circumstances surrounding our business operations, thereby safeguarding against
potential issues such as embezzlement or other financial irregularities. Through the
diligent application of these practices, we aim to foster a culture of accountability and
transparency, upholding the highest standards of integrity within our organization.

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The stringent measures primarily encompass rigorous documentation and consistent legal
oversight. Through meticulous record-keeping practices and a vigilant approach to
documentation, we ensure that all financial and operational transactions are meticulously
recorded and readily accessible for auditing purposes. In addition, we consistently engage
legal professionals to provide ongoing guidance and support, particularly in matters
relating to compliance with intellectual property laws and regulations. These efforts are
aimed at fortifying our commitment to transparency and accountability while
safeguarding the company's intellectual property and financial integrity.

Due diligence efforts are also applied to employee recruitment procedures (See more
under the “Employee Recruit Procedures” heading). Through meticulous background
checks, references, screen/testing, and interviews, employers select the most skilled and
competent employees to be entrusted with business operations, financial documentation,
market analysis, confidential information, and more (See more under the “Company
Policies” category). Ultimately, in maintaining due diligence, the organization ensures that
all employees, associates, or other representatives of the company act and speak in
compliance with company policies and work effectively with others to fuel progress.

EMPLOYEE RELEASE
PROCEDURE
Firing
In the unfortunate scenario of an employee being terminated for violating company
policies or engaging in misconduct, a thorough investigation will be conducted to
gather all pertinent information and evidence related to the incident. This
investigation will involve consulting relevant witnesses, reviewing any available
documentation, and ensuring that the employee in question is provided with a fair
opportunity to present their side of the story. Following a comprehensive review of
the findings, a decision will be made in adherence to the company's progressive
disciplinary policy, with a focus on maintaining a consistent approach to disciplinary
actions and ensuring that all measures taken are proportionate to the severity of the
violation.

Upon the decision to terminate an employee due to policy violations, clear and
direct communication will be provided, outlining the specific reasons for the
termination. The employee will be guided through the necessary steps to return any
company property, including electronic devices, access cards, and other relevant
materials. All access to company systems and databases will be promptly revoked,
and the individual's status as an employee will be terminated from the
organization's records. We are committed to upholding the utmost professionalism
and integrity throughout this process, ensuring that the rights of both the company
and the employee are respected and that all actions are carried out in accordance
with the relevant employment laws and regulations.

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To prevent any mistaken or wrongful dismissals, our company is dedicated to
implementing a comprehensive process for evaluating employee conduct and
performance. This process involves a structured performance evaluation system, providing
regular feedback and coaching to employees, and outlining clear expectations for their
roles and responsibilities. Furthermore, our human resources team will conduct thorough
investigations into any allegations or reported issues, affording employees the opportunity
to offer their perspective and evidence before any disciplinary action is taken. This
approach is designed to foster transparency, fairness, and accountability in all stages of the
assessment process, ensuring that employees are not mistakenly dismissed and that all
decisions are based on verifiable facts and objective criteria.

Employees Who Give Notice

Employee termination is a critical process within our organization and involves various
types of dismissals, including voluntary resignations, involuntary layoffs, and dismissals
due to disciplinary actions. Each of these scenarios follows a specific set of procedures,
including comprehensive documentation, to ensure transparency and fairness
throughout the termination process. In the case of voluntary resignations, employees
are encouraged to provide advance notice of 2 weeks, enabling a smooth transition
period that allows for the appropriate transfer of responsibilities.

Throughout the termination process, offboarding procedures are meticulously followed,

encompassing the retrieval of company property, revocation of access to organizational
systems, and the completion of exit interviews to gather valuable feedback. Employees
are provided with relevant information on their benefit plans, including information on
the continuation of health benefits and guidelines for the appropriate utilization of any
accrued paid time off.

Layoffs
In the event of an employee being laid off, our company is dedicated to ensuring a
comprehensive and compassionate approach to the transition process. We understand
the significance of this event for the individuals involved and are committed to providing
the necessary support to help them navigate through this challenging period. Our
human resources team will conduct personalized meetings with each affected
employee, providing them with clear and transparent information regarding the reasons
for the layoff, as well as any available support and resources to assist them in finding new
employment opportunities. Additionally, we will offer comprehensive severance
packages, where applicable, to alleviate the financial impact of the transition and
provide a sense of security during this period of change.

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FOR THE
EMPLOYEE

Dress Code Safety and

Employees are required to wear a black Security
of white shirt and well-fitted black
trousers. A brown apron provided by The purpose of this section is to outline
the company must be worn at all times the rules and regulations associated
for employees working within the cafe with ensuring your safety and health.
store. Clothing should be modest, Whether or not any dangers posed in a
professional, and well-maintained at all work environment was accidental or
times. Footwear must be closed-toe voluntary, this is a comprehensive
shoes and appropriate for the work guide describing the actions to
environment. No open-toe shoes, undertake any case of peril.
sandals, or heals are allowed for safety
and convenience reasons. Jewelry and 1. Note the location of the following
other acessories are permitted as long items: first aid kit, fire exits, fire
as they are not overly bulky or may extinguishes, and fuel shut-off
interfere with an employee's valves.
responsibilities. 2. Never leave spills unattended.
3. Never plug in unplugged
Failure to comply with the dress code appliances. They may be defective.
will result in discplinary action, ranging Call a manager before acting.
from a simple warning to termination 4. Follow the dress code regulations.
depending on the frequency of 5. Never attempt to carry more items
violation. that you can hold.
6. Never attempt to carry stacks of
items that impede your vision.
7. Attempt to distinguish a fire if the
sudden outbreak was small and
confined. If the fire cannot be
maintained, rush out of the building
immediately and call the fire
department.
8. Report any suspicious events.

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 ORIENTATION

Length and
Components of
Orientation
The orientation will only last for one
day. Read the following below for the
structural components embodied in
the orientation.

1. Welcome and Introduction

2. Organization Departments
3. Navigation
4. Company Policies and Procedures
5. Job Responsibilities
6. Employee Training
7. Safety Regulations
8. Questions
9. Meet Your Coworkers

Topics Covered
in the Orientation
Employees will learn about the
structural organization of hierarchy of
the company, how to navigate to
different areas and operate on different
equipment, their roles and
responsibilties, and other important
policies enforced in the company. This
is a chance for employees to adapt to
the work environment.

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PERFORMANCE
ASSESSMENTS
Frequency of
Assessments
Performance Assessments will be
conducted biannually on all
employees. These performance
assessments are meant to assess
employee competency in an effort to
improve business operations.

Assessment
Procedure
To ensure effective performance management, the first step involves setting clear
and attainable goals for employees to accomplish, ranging from strategic objectives
to smaller operational tasks. Following this, managers provide regular feedback and
constructive criticism to guide employees in their development. They meticulously
document employee performance, noting strengths, weaknesses, challenges,
achievements, and areas for improvement.

Once the assessment is complete, managers schedule meetings with employees to

discuss their performance, review the documented evaluation, and collaborate on
setting future goals for continued growth and advancement. Based on the
employee's previous work and the assessment, managers assign a performance
rating. Finally, to reinforce positive outcomes and foster motivation, nonmonetary
rewards are provided to recognize and appreciate the employees' contributions and
efforts.

Analyzing Assessment Results

Employees who receive good performance ratings are often recognized and
rewarded for their efforts. On the other hand, employees who receive poor
performance ratings may face corrective actions, including additional training,
performance improvement plans, or even demotions or terminations if the
issues persist.
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 GRIEVANCES

Who to Contact
Grievances are imediately reported to a
supervisor. If the grievance remains
unresolved, the employee is required
to file a formal complaint to the
manager.

Grievance Handling Procedure

Grievances are formally filed employee complaints when a company policy was
misinterpreted or misapplied. Experiences such as sexual harassment or
discriminatory treatment are considered formal grievances. Getting into an argument
with a coworker does not constitute a formal grievance.

Grievances will be recieved and thouroughly investigated in alignment with

company policies and government laws. Managers will keep employees updated
throughout the process of the investigation. Any individuals involved will be
investigated and legal service will be sought out for if necessary. Throughout the
entire procedure, all information will be kept confidential as evidence is procured on
both the employee’s side and the management side. After investigating and after the
grievance procedure has concluded, a meeting will be scheduled with the employee
to come to a resolution.

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 COMPENSATION
PACKAGES

Paycheck
work environment by ensuring that
employees are not mentally drained at

Frequency
work. Offering to pay the costs of
wellness programs such as gym
membership promotes physical and
mental health among employees,
Employees will be paid an hourly wage. hence work productivity.
The money earned depends on the
position of the employee. Cashiers and
bakers will evidently get paid less than
managers and executives. However,
minimum wage workers have the
Accumulation of
mobility to get a raise in our recognition
events, which serves as a motivating
Paid Leave
factor. To be recognized and recieve a
raise means to have achieved great Employees are allowed 5 paid sick
milestones for our company and have days per year. This number does
high performance ratings. not increase the longer an
employee works at this business.

Employee Employees will recieve paid

vacation days after having worked
Benefits at least 2 years at the company. The
startiing number of paid vacation
days is 5 days and increases by 5
Besides federally required employee days up to a maximum of 15 days
benefits such as Medicare and Social every 1 year of service.
Security, employees will recieve the
benefit of the following nonmonetary Employees do not get paid
compensations: paid sick days up to 5 personal time off, nor does this
times a year, remote work if possible increase the longer an employee
for an employee's position, and services the company.
wellness programs. Paid sick days
allow employees to feel financially Employees do not recieve paid jury
secured while they are recovering from duty. This statement cannot be
an illness, a right that every citizen adjusted under any circumstances.
deserves to have. Remote working
reduces commuting costs for Employees recieve 3 days of
employees and gives them more bereavement leave. This number
flexibility in their work space; having cannot be adjusted.
this control fosters positivity in the

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Bean & Brew reserves the right to modify the policies in this handbook at any
time, and these policies do not create contractual obligations. Employees and
associates will be notified in advance for any changes in policy.