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Section 4 — Benefits, Leave of Absence, and Time Off

Employee Benefits

Generally, VooDoo Hut does not offer employee benefits.

Employee Discount

Employees receive a discount at VooDoo Hut: 50% on non-alcoholic beverages and general retail/merchandise, and 40% on most food items. Alcohol is excluded. Some items (specials, events) may be excluded at management's discretion.

Workers' Compensation — IMPORTANT NOTICE

VooDoo Hut, LLC does not carry workers' compensation insurance coverage. As an employee of a non-subscribing employer, you are not eligible to receive workers' compensation benefits under the Texas Workers' Compensation Act. VooDoo Hut does not offer benefits for a work-related injury or occupational disease. Report every work-related injury to a Manager immediately, no matter how minor (see Safety / Emergency Procedures).

Social Security (FICA)

During your employment, you and the Company both contribute to the federal Social Security program, which provides retirement benefit payments and medical coverage once you reach retirement age.

Unemployment Insurance

The Company pays state and federal taxes to provide unemployment insurance coverage for employees who become unemployed through no fault of their own or due to circumstances described by law. Eligibility, amount, and duration are determined by the administering state agency.

Attendance

Punctuality and regular attendance are essential. If you cannot report to work (or on time) for any reason, notify a Manager before your start time. To leave during a workday, get a Manager's approval before leaving. Failure to call or report for two consecutive scheduled shifts is job abandonment — you will be deemed to have voluntarily resigned and removed from payroll (see Acts of Immediate Termination). Excessive absenteeism or tardiness may result in discipline up to and including termination.

Personal Days

Nonexempt (hourly) employees are entitled to 10 unpaid personal days per year, usable for any reason — vacation, illness, bereavement, family issues. For planned days off, submit a request at least two weeks in advance. Emergency requests must be communicated no less than four hours before your shift; later requests are not approved time off and result in a warning.

Employee Illness

Do not work with symptoms of vomiting, diarrhea, jaundice, sore throat with fever, or infected cuts/wounds on hands or wrists. You are required to inform a Manager if you are diagnosed with any of the FDA "Big 6" foodborne illnesses:

  • Norovirus
  • Hepatitis A
  • Salmonella Typhi
  • Nontyphoidal Salmonella
  • Shigella
  • Shiga toxin-producing E. coli (STEC)

Employees diagnosed with these must be excluded from the operation per health code (see Food Safety). Report any other contagious illness that could pose a risk to staff or guests.

Holidays

VooDoo Hut is open 365 days a year. All holidays require a full "weekend" staff, even when the holiday falls on a weekday.

Jury Duty

Bring in your jury duty notice as soon as you receive it so arrangements can be made to cover your duties. Call in or report for work on days (or parts of days) your presence in court is not required. An unpaid leave of absence is granted for the duration of required jury duty. The Company will never discipline or retaliate against you for jury service.

Voting Time

If you are a registered voter and lack two consecutive non-working hours while polls are open in any local, state, or national election, you may take paid time off to vote. Coordinate timing with a Manager.

Family and Medical Leave (FMLA)

FMLA entitles eligible employees of covered employers to unpaid, job-protected leave for specified family and medical reasons. FMLA applies only where the employer has 50 or more employees within 75 miles of the worksite, and the employee has 12+ months of service and 1,250+ hours in the preceding 12 months. VooDoo Hut applies FMLA if and when it meets the statutory coverage thresholds. If you believe you have a qualifying need — birth, adoption, or foster placement of a child; care of a spouse, child, or parent with a serious health condition; your own serious health condition; a qualifying military exigency; or military caregiver leave — talk to a Manager, and eligibility will be assessed under the law in effect at the time. Regardless of FMLA coverage, the Company will consider unpaid leave requests for serious medical and family needs on a case-by-case basis, and provides pregnancy-related accommodations as described in Section 1.