Section 3 — Standards of Conduct and Employee Performance¶

Anti-Harassment and Discrimination¶

The Company is committed to a work environment free of sexual or any form of unlawful harassment or discrimination. All employees complete the Anti-Harassment video series as part of the hiring process.

Harassment or unlawful discrimination based on race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, or any other legally protected classification is illegal and prohibited by Company policy — whether by or toward any employee, contract worker, customer, or vendor. Violators are subject to discipline up to and including termination. Where a customer or vendor engages in unlawful harassment, the Company will take appropriate corrective action.

Texas law holds employers of any size — and can hold individual supervisors — liable for sexual harassment, and requires immediate and appropriate corrective action. We take that standard seriously.

Prohibited Conduct¶

Any verbal, physical, or visual conduct based on a protected characteristic if:

submission is made a term or condition of employment (explicitly or implicitly); or
submission or rejection is used as a basis for employment decisions; or
it creates a hostile or offensive work environment.

Examples: unwelcome sexual advances, requests for sexual favors, lewd or obscene remarks or jokes, unwelcome touching; racial epithets, slurs, stereotypes, or derogatory jokes/posters based on any protected category — including via electronic communications or online conduct.

Complaint Procedure¶

If you experience or witness harassment or discrimination, report it immediately to any Manager or any Managing Member — you are never required to report to the person involved in the conduct. Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating it. Every complaint is investigated promptly, including witness interviews where warranted, and corrective action is taken when improper conduct is found. Retaliation for a good-faith report is itself a policy violation (see Reporting of Policy Violations).

If you are not satisfied with the Company's handling of a complaint, you may contact the Texas Workforce Commission Civil Rights Division or the EEOC.

Discipline and Standards of Conduct¶

As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate — verbal counseling, written warnings, suspension, demotion, transfer, reassignment, or termination — depending on the circumstances of each case, in no particular sequence.

Standards of Conduct¶

VooDoo Hut conducts business with the highest standards of honesty, integrity, morality, and fair play. The following illustrative (not exhaustive) list of misconduct applies whenever you are on Company property and/or conducting Company business:

Dishonesty; falsification of Company records
Unauthorized use or possession of property belonging to the Company, a coworker, customer, or vendor
Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials — this does not prohibit lawfully storing a legally possessed firearm or ammunition locked in your personal vehicle in the parking lot, as protected by Texas law
Fighting, threats of violence, violence, vulgar or abusive language, horseplay, practical jokes, or other disorderly conduct that may endanger others or damage property
Insubordination, failure to perform assigned duties, or failure to comply with health, safety, or other rules
Unauthorized or careless use of Company materials, equipment, or property
Unauthorized and/or excessive absenteeism or tardiness
Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct
Sexual or other unlawful harassment or discrimination
Violation of any Company policy
Knowingly conducting business outside the full spirit of honest and ethical behavior, or inducing others to do so
Knowingly furnishing Company, employee, or competitor information beyond the scope of your authority without prior approval of a Managing Member
Failure to report dishonest activities of other employees to a Manager immediately, or submitting false information
Initiating or encouraging reprisal against anyone who in good faith reports known or suspected standards violations

Conflicts of Interest¶

Employees may not engage in any activity that conflicts with, or appears to conflict with, the interests of VooDoo Hut, its guests, or vendors. Examples: disclosure of trade or business secrets, soliciting business for personal gain, accepting gifts beyond nominal value, requesting personal favors, discounts, or services from vendors. Violations result in disciplinary action up to and including immediate termination.

Smoking¶

Employee smoking is allowed only in outdoor non-customer areas. Place all cigarette butts in proper receptacles. Wash your hands after smoking.

Uniforms¶

All employees wear a VooDoo Hut Staff T-shirt while working. The first two shirts and one jacket are issued at no cost; additional shirts and jackets are offered at a 50% discount. When your shift ends, change out of your VooDoo Hut T-shirt if you plan to stay on site as a guest — this minimizes customer confusion.

Personal Appearance¶

You represent the VooDoo Hut image. Apply common sense and good taste — good grooming, neatness, and cleanliness are expected. Food Handler code must be met (see Food Safety). Grooming standards are applied without regard to any protected characteristic and accommodate hair textures and protective hairstyles (braids, locs, twists) as well as religious dress and grooming practices. If a Manager determines your appearance is inappropriate under this policy, you will be asked to clock out and correct the issue.

Off-Duty Employees¶

You are encouraged to be a guest of VooDoo Hut when off duty — and to behave above the standard set for guests; you represent VooDoo Hut even off-duty. Respect on-duty employees by not distracting them from serving other guests. When last call is given, set an example by leaving promptly before closing. You may not stay in the building after closing when off-duty. Never go behind the bar or into employee areas while off-duty.

Inclement Weather, Storms and Natural Disasters¶

VooDoo Hut will usually open, or stay open, even during severe weather, and you are expected to work your scheduled shifts. If severe weather creates a serious driving hazard, notify a Manager well ahead of your shift that you will be late or absent. Time off due to inclement weather, named storm, or related damage is without pay for hourly employees.

Alcohol Serving Procedures¶

VooDoo Hut serves alcohol only to guests 21 or older, and it is the server's responsibility to verify legal drinking age before serving. Be aware and observe guests for signs of intoxication using TABC standards. The complete policy — including the two-drink standard, cutoff procedure, and documentation — is Section 6, Responsible Alcohol Beverage Service, and it is a condition of employment.

Substance and Abuse¶

The Company maintains a strict policy against alcohol use and unlawful drug use in the workplace. No employee may consume or possess alcohol, or use, possess, sell, purchase, or transfer illegal drugs, at any time on Company premises or while representing the Company while working.

No employee may report to work with illegal drugs (or their metabolites) or alcohol in their system. If you come in smelling of alcohol from the night before, you will be asked to submit to a for-cause screening or be sent home. The only exception: moderate consumption served/consumed as quality-control tests or as part of an authorized Company social or business event.

"Illegal drug" means any drug that is not legally obtainable, or that is legally obtainable but has not been legally obtained — including prescription drugs used other than as prescribed or by someone other than the prescribed person, and any substance held out as an illegal drug. Lawful hemp-derived products are not "illegal drugs," but reporting to work impaired by any substance is a violation of this policy.

Violation results in disciplinary action up to and including termination. If you have developed an addiction or dependence, you are strongly encouraged to seek assistance before a violation occurs — time off to participate in a rehabilitation program will be reasonably accommodated. Entering rehabilitation after a suspected violation does not avoid discipline.

Theft¶

Theft of any item from VooDoo Hut, a fellow employee, a customer, or the lost-and-found results in immediate termination. Authorities will be notified and charges filed.

Safety¶

The Company emphasizes "safety first." Take steps to promote safety and work in a safe manner. Promptly report all unsafe working conditions, accidents, and injuries — no matter how minor — so hazards can be corrected.

Emergency Procedures¶

If a customer or employee is ill or injured: quickly assess seriousness, call 911 immediately in an emergency, then notify a Manager. Keep the person calm. Once there is no longer danger, write up the emergency details, sign them, place them in the Incident Logbook, and scan them into the document system. A Manager files a TABC Breach of Peace report for all instances requiring emergency response (Police, Fire, EMS) on Company property.

The complete emergency playbook — radio color codes, the point system, de-escalation, active shooter (Run/Hide/Fight), evacuation and the assembly point, and low-volume-night procedures — is the Emergency Preparedness and Action Plan. Every employee is trained on it at orientation and in mandatory refresher sessions.

Workplace Searches¶

All offices, desks, file drawers, cabinets, lockers, Company vehicles and equipment (including computers, e-mail, and voice mail), and facilities are Company property intended for business use. Employees should have no expectation of privacy in Company property or items stored in it; inspection may occur at any time, without notice. The Company may also require employees to submit to searches of personal vehicles, parcels, purses, bags, or other possessions brought onto Company premises. Refusal to cooperate with an inspection is insubordination and will result in discipline up to and including termination.

Internet, Email and Computer Use¶

These rules apply to electronic communications and media accessed on or from Company premises, using Company equipment or Company-paid access, or in a manner that identifies the Company:

Electronic communications may not be used in any manner that is discriminatory, harassing, obscene, illegal, or against Company policy. Misuse — defamation, copyright or trademark infringement, misappropriation of trade secrets — results in discipline up to and including termination. Do not install personal software on Company systems.
Personal electronic media may be used only during breaks. All Company policies apply.
Electronic information created or transmitted on Company systems is Company property. Do not assume electronic communications are private; transmit personal sensitive information another way. Personal passwords may be used for security but do not create ownership or privacy — the Company may override any password.
The Company reserves the right to access, review, and monitor electronic files, messages, and internet use on its systems to ensure no misuse or policy violation occurs.
Do not access other employees' or third parties' electronic communications unless directed by management. Anonymous remailers and unauthorized email encryption are prohibited.
Company internet access is for Company business.

This policy is not intended to restrict communications or activity protected by law (including NLRA Section 7 activity) on non-working time.

The Company uses social media to enhance its profile and reputation, respond to customer opinions, and drive revenue and loyalty. We encourage employees to support our activities through personal channels while following these guidelines:

Conduct yourself professionally and respectfully. Your social media presence is an extension of your professional presence.
Inappropriate postings — discriminatory remarks, obscenity, nudity, harassment, threats of violence, or similar unlawful conduct — may result in discipline up to and including termination.
Do not disclose confidential Company information: trade secrets, guest data, security procedures, non-public financials, strategies, forecasts, legal matters, or the personal information of coworkers or customers.
If you post about VooDoo Hut, make clear opinions are your own.
Remember: it is a third-degree felony in Texas to post messages on a commercial social networking site with the "intent to harm, defraud, intimidate, or threaten."

Nothing in this policy restricts your right to discuss your own wages, hours, or working conditions with others.

Media Contacts¶

Do not speak to the media on behalf of VooDoo Hut, LLC without approval of a Manager. (Speaking as a private individual about lawful, protected topics is your right — just make clear you don't represent the Company.)

Reporting of Policy Violations¶

Promptly report observed or known policy violations, including discrimination or harassment of any kind, to a Manager (or a Managing Member — see Complaint Procedure). Failure to report, or knowingly submitting false information, is a policy violation. Complaints are promptly investigated, including interviews with relevant persons; investigators strike a balance between the parties. Full cooperation with investigations is expected.

Employees who report known or suspected violations in good faith are assured freedom from any and all reprisal or retaliation. Fabricated reports are subject to discipline.