Section 1 — Employment Policies¶

Employment At-Will¶

Employment with VooDoo Hut is on an at-will basis, unless otherwise specified in a written employment agreement. You are free to resign at any time, for any reason, with or without notice. Similarly, VooDoo Hut may end the employment relationship at any time for any lawful reason, with or without cause, and with or without notice.

No section of this handbook should be construed as establishing anything other than an at-will relationship. No person other than a Managing Member of VooDoo Hut, LLC has the authority to enter into an employment agreement for any specified period or on other than at-will terms, and such an agreement is binding only if in writing and signed by a Managing Member.

Employee Classifications¶

Exempt (Salaried) — positions meeting the FLSA and Texas exemption tests (executive, managerial, high-level administrative/professional), paid a fixed salary; not subject to minimum wage and overtime laws.
Nonexempt (Hourly) — paid at least minimum wage per hour and time-and-a-half for overtime.
Nonexempt (Hourly) Tipped — paid a tipped-employee direct wage with a tip credit applied to meet the minimum wage; participate in the shift tip pool. Overtime is paid at time-and-a-half calculated per FLSA rules.
Full-Time — regularly scheduled 30+ hours per work week.
Part-Time — regularly scheduled under 30 hours per work week.
Temporary — hired for a limited duration (generally ≤3 months, extendable); at-will regardless of the anticipated assignment length.
Independent Contractor/Consultant — not employees; self-employed, engaged for a defined result, not entitled to benefits.

You will be advised of your status at hire and of any change in status. Regardless of classification, employment is at-will.

Equal Employment Opportunity¶

VooDoo Hut provides equal employment opportunities to all employees and applicants without regard to race, religion, creed, color, national origin, sex, pregnancy (including childbirth and related medical conditions), sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, hair texture or protective hairstyle associated with race (braids, locs, twists), or any other classification protected by applicable law. This applies to all aspects of employment: hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline, and termination.

Employment decisions at VooDoo Hut are made by people. Where software or AI-assisted tooling supports a process (scheduling, applicant screening), it is reviewed to ensure it does not discriminate against any protected class.

Reasonable Accommodation — Disability (ADA)¶

The Company provides reasonable accommodations to qualified individuals with disabilities. Come forward if you need an accommodation — the Company will engage in an interactive process with you to identify options. Medical certification of the disability and the need for accommodation may be required.

Reasonable Accommodation — Religion¶

The Company will reasonably accommodate employees' observance of religious holidays and practices unless the accommodation would cause undue hardship on operations. Request religious accommodations in writing to your Manager as far in advance as possible.

Reasonable Accommodation — Pregnancy (PWFA)¶

The Company provides reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions (e.g., seating, water/restroom breaks, lighter duty, schedule adjustments) unless the accommodation would cause undue hardship. Ask a Manager — you will not be required to take leave if another reasonable accommodation lets you keep working.

Lactation Accommodation¶

Nursing employees are provided reasonable break time to express milk for up to one year after a child's birth, and a private space (not a bathroom) shielded from view and free from intrusion. Coordinate with a Manager.

Age Requirements¶

State law mandates that staff must be at least 18 years of age to serve alcohol. VooDoo Hut reserves the right to not hire anyone under the age of 21 for alcohol-serving roles due to the risk of underage drinking.

Employment of Relatives¶

Employment of relatives in the same department, in a supervisory relationship, or with access to sensitive information about each other can create supervision, safety, security, morale, or conflict-of-interest problems. Where the Company determines such a problem exists, it may decline to hire, reassign, or otherwise resolve the situation. Covered relatives: father, mother, sister, brother, current spouse or domestic partner, child (natural, foster, or adopted), current mother-in-law, current father-in-law, grandparent, grandchild. Notify the Company if current employees become relatives during employment.

Introductory Period¶

The first 60 days of employment are a trial period — a continuation of the selection process. Your manager monitors your performance and reviews it at the end of the period. Completion of the introductory period does not guarantee continued employment; you remain at-will at all times.

Modification of Terms and Conditions¶

Compensation, hours, work location, and all other terms and conditions of employment are subject to modification by VooDoo Hut at any time. Statements about terms of employment are binding only if in writing and signed by a Managing Member.

Personnel Records and Employee References¶

The Company maintains a personnel file and payroll records for each employee as required by law. These records are Company property and confidential; access is restricted to those with a legitimate reason. With reasonable advance notice, you may review your own records in the Company's offices during regular business hours in the presence of a Company appointee. No copies may be made except of documents you previously signed. You may add comments to any disputed item.

By policy, the Company provides only dates of employment and position(s) held to outside reference requests. Compensation may be verified with your written authorization.

Privacy¶

Employee demographic and personal information is shared only as required in the normal course of business. Voluntarily shared private healthcare information is kept confidential.

Immigration Law Compliance¶

Each new employee must complete Form I-9 on the date of hire and present identity/work authorization documents within three business days of the date of hire. Rehired former employees complete a new I-9 if the prior one is more than three years old or no longer valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.

Political Neutrality¶

The Company will not discriminate against any employee for lawful political activity engaged in outside of work. When engaging in political activity, make clear your opinions are your own and that you do not represent the Company.

Orientation¶

Complete the following before your first shift:

W-4
I-9
TABC Seller/Server Certification (must be current — TABC certs expire every 2 years)
Food Handler's Certification (must be current)
Digital signature of Employee Handbook acknowledgment
Anti-Harassment video series
Review of the ID Checking Guide
Review of the Emergency Action Plan (radio codes, point system, assembly point)
Review of your position's Staff Duties

The full onboarding sequence is training/ORIENTATION.md.

All required documents must be renewed when expired. All documents become part of your personnel file. Expiration tracking is posted on the staff site — lapsed TABC certification means you cannot work a shift (see Conduct).

Performance Reviews¶

Performance reviews are informal and identify job-related strengths and weaknesses that may support changes in job status and shifts. Employees may be reviewed at the discretion of a Manager, and you are encouraged to discuss your performance with a Manager on an ongoing basis.

Outside Employment¶

Consider carefully whether outside employment interferes with your responsibilities at VooDoo Hut. Outside employment is not an excuse for poor performance, absenteeism, tardiness, leaving early, or refusal to work overtime or different hours. Outside employment that is a conflict of interest may result in discipline up to and including termination.

Re-employment of Former Employees¶

Applications from former employees are processed like all others. VooDoo Hut reserves the right to not rehire employees terminated for performance reasons or misconduct.

Criminal History¶

VooDoo Hut does not ask about criminal history on the initial application. Later in the hiring process, the Company may inquire about convictions and, with your signed consent, run a job-related criminal background check. A conviction is not an absolute bar to employment — relevant circumstances (nature of the offense, time elapsed, relationship to the job's duties, including alcohol service) are considered individually.

Drug and Alcohol Testing¶

To ensure safety, adherence to job requirements, and work quality, all employees may be subject to for-cause drug testing. "For cause" means reasonable suspicion, credible witness accounts, bizarre/unsafe/threatening behavior, or involvement in a work-related accident.

Screening tests are conducted on-site. A positive screen is confirmed by a laboratory GC/MS test at VooDoo Hut's expense within 4 hours of the positive screen. A confirmed violation of the Substance and Abuse policy will result in termination. Refusal to consent to and complete a test results in immediate termination. See the Consent to Drug and/or Alcohol Testing.

Grievances¶

If you believe a law, policy, or procedure has been violated, put your grievance in writing and present it to a Manager within 15 days of the event. The procedure has two steps:

Formal written grievance to a Manager (forms available from any Manager or the staff site).
Grievance Review Meeting with the General Manager — request it in writing within 10 working days of receiving the Step 1 response; the GM schedules the meeting within 10 working days of your request.