Back in 2010, we set out to build a better kind of agency. A place where great people wanted to work and that great clients wanted to hire. A place that took their work seriously but realized there was a beautiful world to explore beyond the company’s walls. We have changed a lot over the past decade, but our north star hasn’t.
In 2017 we created the Mostly Serious Constitution, a one-stop shop for key organizational information and resources. The original Constitution was in a physical binder and was moved into Notion, our organizational knowledge management solution, in 2018. In our Constitution, our team can find pages and links related to our organizational philosophy and vision, our organizational processes, and other information that might be useful.
In 2022, after we transitioned to a work-from-anywhere approach, which changed many aspects of what it means to work at Mostly Serious, it became clear that we needed to expand our Constitution. Specifically, we lacked clarity on our benefits, work expectations, time off policies, and even how to leave the company.
If you wander around Mostly Serious for any time at all, you're likely to hear the phrase "clear is kind, unclear is unkind." (Shoutout to our Brené Brown fans). This goes both ways in the employer and employee relationship. We strive to create a culture that celebrates our team members, provides them with industry-leading benefits, compensates them fairly, and creates the balance that allows each individual to lead a satisfying, healthy life beyond the agency's walls. To make that happen, the company has certain requirements and expectations that must be met. The healthy approach is to ensure everyone on our team is aligned on what that all means.
To achieve alignment, we created a living document within our Constitution called the Mostly Serious Policies & Procedures. We ran a lunch and learn to explain each item to our full team and answer any questions they may have. And now we want to share it with the world.
Our hope is that by making this document public, prospective employees will gain a broader and deeper understanding of what it's like to work at Mostly Serious. Our clients will have a window into what we do to protect our team and ensure we can deliver our best work. And, maybe, other agencies may adopt some of our policies. Likewise, we are always seeking to adopt (i.e., steal) great policies from other companies that align with the type of agency we strive to build.
Below are our Policies & Procedures with limited modifications to remove confidential information, hilarious inside jokes, and ops-focused information that risks putting you to sleep.
We have changed a lot over the past decade, but our north star hasn’t.
Information regarding how we pay people, tax considerations, referral programs, and compensation provided beyond base salaries.
Payment of Wages
All employees are paid bimonthly by direct deposit, on the 15th and last day of the month. If a regularly scheduled payday falls on a day off (weekend or holiday), employees will receive payment on the last day of work before the regularly scheduled payday.
Mostly Serious is required to make certain deductions from every employee’s compensation. Deductions include federal, state, and local income taxes. In addition, Mostly Serious is required to deduct Social Security taxes and match the amount paid by each employee. If you have any questions concerning deductions, contact our Controller.
Employee Referral Program
Hiring and keeping good people is the most important factor to success at Mostly Serious. To ensure we are talking with the best people as part of our hiring process, we will pay any current employee $500 if we hire a candidate that they refer to us. If that candidate remains with the company for six months, we will pay the employee who made the referral an additional $1,000.
Client Referral Program
We do not operate on commissions at Mostly Serious. When we choose to work with a client, we want it to be because we believe the client is an ideal fit for our company and that we can make a meaningful difference. However, we are always interested in leads that fit our Ideal Client Profile.
An employee who refers a client that later signs a contract of any size will receive $500. If the client remains with Mostly Serious for longer than 1 year and total payments exceed $35,000 (excluding hard costs), the employee will receive an additional $1,000.
Our success is driven by the hard work of every team member. We believe our team should share in the wealth generated by the company. At the end of the year, we will divide 5% of net income among all qualifying team members. To qualify, team members must have been continually employed full-time for at least one calendar year.
All full-time and part-time employees are eligible for performance bonuses as dictated by financial performance, their manager’s discretion, and approval by Spence and Jarad. Bonuses may be up to 5% of an employee’s total gross salary.
Mostly Serious offers health coverage (including a health saving account, or HSA, option) to full-time employees. The company pays 100% of the premium. Participation is optional and subject to a waiting period. Dependent coverage is available for spouses, domestic partners, and children of employees. Employees must pay the full amount for spouses and children.
Dental & Vision Insurance
Mostly Serious offers full-time employees dental and vision coverage. The company pays 100% of the premium. Participation is optional and subject to a waiting period. Dependent dental and vision coverage is available for the spouse and eligible children of employees. Employees must pay the full amount for spouses and children.
Mostly Serious offers full-time employees a Simple IRA through Edward Jones. Participation in the program is optional. The company matches up to 3% of employee contributions. For specifics on the plan, including what to do with the plan if/when you choose to leave Mostly Serious, employees are encouraged to reach out directly to our adviser.
We believe people should feel empowered to plan their days around how they can be most productive and fulfilled. Need to pick your kids up from school, take a stroll in the sunshine, start early to end early? Do it. No permission is needed.
We expect employees to be routinely available between 10:00 am to 4:00 pm CST Monday through Friday and to participate in pre-scheduled meetings (e.g., Monday and Friday morning meetings, Quarterly Goal Reviews, and Strategic Planning). Outside of those times, we only ask that work is completed and weekly hours and Net Utilization expectations are met.
Learn more about our approach to flex time in the 🧑💻On the Job section.
Paid Time Off
We believe in the power of happy, well-rested people who to take time off whenever it's needed—not just when it's convenient. Our policy is built to allow each employee to choose how they take advantage of time away from work.
Based on employee tenure, we offer between 10 and 25 paid vacation days, all major bank holidays, paid parental leave, winter break, and unlimited sick days.
Learn more about our paid time off policies in the 🏖 Time Off section.
Professional and Personal Growth
We believe that growth, both personal and professional, should be a benefit of working in an organization. Accordingly, we have developed a robust development ecosystem for our team members that rely on our OKR-driven strategic planning process, our quarterly check-in system.
Strategic Planning and Quarterly Goal Reviews
Each January, the whole team gets together for a day (or more) of strategic planning. This process is led by the Leadership Team (who sets organization-wide goals in the fall/winter of each year), and each department is given ample time during these planning sessions to build department-specific goals for the year. Then, at the end of each quarter, the whole team gets together for a half-day to review the company’s performance and each department’s progress on their goals.
At the end of each quarter, Directors meet with their team members for a performance-based discussion. During those meetings, Directors will evaluate team members on a quantitative scale against the job responsibilities listed in their job descriptions. Additionally, Directors have opportunities to provide qualitative feedback to their team members by identifying key behaviors, actions, or practices that employees should keep doing, do more, or do less.
We believe that employee performance is also about how well employees are being managed. Accordingly, during these Quarterly Check-Ins, employees also have an opportunity to evaluate their Directors in both quantitative and qualitative formats.
Mostly Serious allocates a portion of yearly gross profit to local and regional non-profit organizations. Our POOF Outreach team manages the budget and allocates those funds based on our Outreach Values. In 2022, we donated $10,000 to area non-profits.
Paid Parental Leave
Employees who have been with Mostly Serious in a full-time capacity for at least one calendar year are eligible for up to 12 weeks of Paid Parental Leave at 100% of their current salary. Eligible new parents may take Paid Parental Leave for the birth or adoption of a child. Health benefits will continue through the 12-week period without cost to the employee.
Employees who have not been with Mostly Serious for at least one calendar year are eligible for 6 weeks of Maternity Leave at 60% of their salary.
We understand that returning to the office can be challenging. To accommodate new parents’ return to work, we offer 2 weeks of reentry at 80% full-time capacity.
Learn more about our paid parental leave in the 🏖 Time Off section.
We have a number of mandatory agency closures around holidays, depending on when the actual holiday falls. These include Memorial Day, Fourth of July, and Thanksgiving. In addition, the agency closes for roughly the final two weeks of the year, with time between Christmas and New Year as paid time off. We believe this time is extremely valuable when used to reset and recharge before the next year, and we encourage our team members to take full advantage.
Work From Home Stipend
A $500 work-from-home stipend will be offered at the start of employment for full-time team members. Employees are encouraged to use the stipend to make improvements to their home office to create a productive, fulfilling workspace.
Anniversary Awards Program
We value team members who choose to stay at Mostly Serious for the long haul. The Anniversary Awards Program is a way for Mostly Serious to recognize team members who have been working, growing, and thriving at our agency for more than 3 years. At 3 years, 5 years, 7 years, and 10 years, employees will gain access to the following perks:
- A Lapel Pin
- $100 donated in your name to a local nonprofit
- $200 cash bonus
- Everything from 3 years
- $250 in curated gift cards just for stuff and places you like
- $250 toward your local best day ever. We’ll cut you a check exclusively for you to use for the best day you’ve ever had in your own backyard
- Everything from 3 Years
- $250 in curated gift cards just for stuff and places you like
- $500 toward your regional best day ever
- Everything from 3 Years
- To celebrate your 10-year anniversary at Mostly Serious, we’ll send you on a two-week, all-expenses-paid vacation valued at $5,000.
Clear Is Kind. Unclear Is Unkind.
🧑💻 On the Job
How Much to Work
Mostly Serious strives to provide its team members with a maximally flexible work environment and ample time off. To make that work, we must meet defined billable hour targets, which we measure as Net Utilization.
Employee Net Utilization is the percentage of time that employees are working on billable tasks. It is calculated by dividing the number of hours worked on billable tasks by the total number of hours worked. These numbers are calculated every two weeks (coinciding roughly with pay periods) and provided to the Leadership team at that time. Each employee type is expected to meet the following Net Utilization percentages as an average of their time throughout the year (with some expectation that time commitments between billable and non-billable work might fluctuate week-to-week):
- Department Directors: 55%–65% billable time
- Account Managers: 65%–75% billable time
- Production: 75%–85% billable time
Expected Work Week
We consider Sunday at midnight to represent the start of a workweek. All worked time from the previous week must be entered into Webvantage by Saturday at 11:59 pm. Months that end mid-week require that time be entered on the last day of the month as well. Employees are expected to be available for all scheduled meetings, and to be generally available between 10 am to 4 pm CST unless on vacation, sick, or designated as dark.
Full-time exempt employees are expected to work at least 40 hours per week. While we aim to keep overtime to a minimum, we occasionally require additional hours. If an employee is working more than 45 hours per week consistently (defined as more than 3 consecutive weeks), we will discuss the need to rebalance work or hire additional staff. For non-exempt employees, any hours beyond 40 per week must be approved in advance by their department’s Director.
When You Don’t Have Work to Do
In order for the Net Utilization system to work, we must understand when teams and team members have free capacity. To ensure this, we ask that employees alert their department’s Director if they do not have any client or internal work that can be done. The Director will then be charged with uncovering client or internal work to be done. If there is still no work to be done, the employee can log open capacity in Webvantage. This process ensures that the right people are alerted when our production pipeline is not meeting our Net Utilization requirements.
When to Work
We believe people are happiest and most productive when given a high level of flexibility. This approach is core to our philosophy of how a successful modern company should operate. Our flexible approach to when people work is made possible by accurately tracking hours throughout the week and correctly submitting timesheets in Webvantage.
Our flex-time policy can be summarized as being minimally flexible on some things so that we can be maximally flexible on most things. So long as employees meet Net Utilization and the requirements of our expected workweek, they are free to plan and execute their days as they wish. This includes the ability to take a long lunch break, go for a walk and enjoy the beautiful weather, work early in the morning or late at night, and otherwise build a working style that best supports a healthy and balanced existence.
To ensure alignment, we are minimally flexible (as in, unwilling to bend on behalf of the company) on the following items:
- Being on time and prepared for all accepted scheduled meetings.
- Planning paid time off to accommodate being at scheduled quarterly reviews and yearly planning sessions.
- Being routinely available between 10 am to 4 pm CST during the workweek.
- Meeting prescheduled deadlines and project expectations.
Getting Work Done
We understand that an important part of working at Mostly Serious is having time to actually get to the work, especially for production folks. We use two different methods at Mostly Serious designed to allow people to get work done:
- Going Dark: Employees can choose to go dark (aka “Dark AF”) to leverage uninterrupted stretches of time to focus. Time can be blocked on calendars or specified in Slack (by way of posting #intheoffice or changing your status). We even have a custom emoji!
- Headphones: For folks working in the office, headphones are the equivalent of a closed door. If someone has headphones on, do not interrupt them. Use Slack or (if they have also specified that they are going dark) Asana to express your needs.
It is an individual’s responsibility to specify and protect the time they need to work. If you are struggling to find time to get work done and the tools above are not being respected, please report it to your Director.
In the case of a truly urgent need or emergency, such as a website being down or the office literally being on fire, team members have permission to disregard the above policies. Please note that simply wanting a response is not an urgent need or emergency.
Where to Work
Mostly Serious team members have the privilege of working from wherever they can be productive in their role.
Work from Anywhere
Our belief is that people work best when they work in success-oriented environments, which could include our office, a home office, a coffee shop, or a park (and so on and so forth).
Formally, that approach means that:
- No team member at Mostly Serious will be required to physically work in our office full-time, regardless of geography (yes, even Springfield residents can choose to work from home).
- Team members can choose a hybrid approach to working locations (some time in the office and some time from elsewhere).
- All meetings will include remote solutions (e.g. Zoom) for team member attendance.
- All team members are more than welcome to maintain a more traditional, in-office approach to work.
Work While Traveling
Employees may choose to work while traveling, so long as the work can be performed at a similar level to when the employee is not traveling, meetings can be attended without disruption (which requires access to high-speed internet), and Net Utilization and weekly hour requirements are met.
During yearly strategic planning sessions and quarterly reviews, we may require in-person attendance, including requiring out-of-town team members to travel to Springfield. These meetings are held on a case-by-case basis. For traveling team members, expenses will be covered by the company.
Members of leadership teams, including Directors, may be expected to attend in-person meetings on a case-by-case basis. Advance notice will be given to team members when an in-person meeting is expected.
Mostly Serious provides a high level of personal freedom and autonomy for our team members. We ensure project schedules are reasonable based on industry standards and aim to achieve buy-in on schedules from Directors and individual contributors. After a deadline has been set, barring unavoidable disruptive events or client delays, it is our obligation as a company, departments, and individuals to deliver for the client.
In the event we cause avoidable delays to a project and our Account Managers are unable or unwilling to move a deadline, we expect employees will show grit to ensure deadlines are met. Employees who are unable to consistently hit deadlines are not a good fit for Mostly Serious.
Presenting to Clients
We believe every member of the Mostly Serious team should be capable of meeting with clients to review, discuss, and explain the work we have created. The company may provide training to individuals to improve their presentation skills.
What To Wear
Mostly Serious offers a casual dress code for non-client-facing work. Jeans, shorts, and t-shirts are fine. For client meetings, we use a dress-for-the-client code. That is, we expect our team members to dress similarly to the dress code of the specific client. It’s a professional courtesy. If you have questions about how to dress in a specific situation, ask your Director (seriously, it’s not weird to ask).
Employee Improvement Plans
Clear is kind. Unclear is unkind. A goal of our professional and personal growth systems is to ensure we are in constant communication with all team members on their performance against the responsibilities of their roles. In the event an employee is not meeting performance requirements consistently, we may institute an Employee Improvement Plan.
The purpose of an Employee Improvement Plan is to identify the key areas of growth required to remain in the role, align the employee’s interest and commitment to improve in those key areas and track progress over the course of 1 to 3 months. If improvement does not happen, we will determine if there is another role within the company that better fits the employee. If no other position exists, the company may choose to terminate employment.
While leaving a company, willingly or otherwise, is never comfortable, we place our responsibility on creating a highly effective company and culture above keeping people in roles wherein they do not fit. It is better for everyone involved to face the situation honestly.
Open Door Policy
We work hard to build and maintain systems at Mostly Serious that provide people with the tools they need to be heard, raise issues, and where communication flows in all directions within the company. However, it is possible that those systems may break down. If any employee has a question, concern, or complaint that cannot or has not been resolved within our existing communication systems, we welcome the matter being delivered directly to Jarad or Spencer at any time. We are available on Slack, on Zoom, or in person.
We provide quality equipment that allows our team members to do their best work. We provide every new employee with a MacBook Pro (the specs are dependent on role and day-to-day task requirements) and one or two (dependent on role) 27-inch 4k monitors. In addition, we provide an Apple keyboard and mouse or trackpad.
We provide replacement computers to employees on a 3 or 4 year cycle (depending on role). Monitors and peripheral equipment are upgraded on a case-by-case basis and are not attached to a renewal cycle.
New equipment can be requested through your Director and requires approval from our Controller, President, or CEO. However, we encourage any request that will make you more effective and/or efficient in your role.
Responsible AI Usage
As we begin using AI in our daily workflow, it is important for every team member to understand and work by a set of guidelines to ensure ethical use, usage restrictions, data privacy and security, and how we will provide support in AI to our team moving forward.
Our intention in introducing ChatGPT is to provide every individual in the company with a co-pilot: a peer to assist in doing a wide variety of tasks including but not limited to communication/writing, brainstorming, idea validation, proofreading, summarizing content (e.g., podcast transcripts, articles, books), reviewing code, writing code, and as a general knowledge companion when the information can be verified outside of AI systems.
As you start to use ChatGPT and integrate it into your workflow, please be aware of the following principles and guidelines:
- Accuracy of Output: Never ask a large language model (LLM) for information that you can't validate yourself or to do a task that you can't verify has been completed correctly.
- Bias & Fairness: Review ChatGPT's output for potential biases and ensure that the work produced aligns with the company's commitment to fairness and inclusivity.
- Use in Client Projects: As of April 18, 2023, all team members can use ChatGPT and similar AI tool output in client projects. There are fluid legal considerations that may result in consistent updates to this policy. Jarad will share updates team-wide, and please bring any concerns or hesitation to your director of Jarad before using AI to generate work on client projects.
- Intellectual Property: Do not share sensitive or confidential information, including client and company IP, with ChatGPT without prior approval from Jarad and legal counsel.
- Web Scraping: Do not use ChatGPT to automatically collect information from websites and pretend that a person did it. You can still automate the collection of information, but we must be clear that we used AI to do it. Claiming that a person collected the data violates OpenAI’s policies. Collecting information can be done by:
- Scraping: The process of extracting information from websites or other sources using specialized software or scripts.
- Web harvesting: Similar to scraping, it involves gathering data from multiple websites, usually for a specific purpose, such as data analysis or content aggregation.
- Web data extraction: The general term for obtaining information from the web by any means, including scraping and harvesting.
- Values & Principles: Adhere to our Values and Principles when using AI.
🏖 Time Off
We believe in the power of happy, well-rested people who feel empowered to take time off whenever it's needed—not just when it's convenient. Our policy is built to allow each employee to choose how they take advantage of time away from work and to offer enough time for team members to truly refresh and reset.
In total, Mostly Serious offers between 31 and 46 standard paid days off, depending on tenure and where Christmas and New Years fall on the calendar. These days do not include special circumstances, such as parental leave or bereavement leave.
Paid Time Off
Mostly Serious provides 10 to 25 days of annual time off based on employee tenure. It is important that people have time away from work and we want to incentivize that behavior, therefore, our policy is to use it or lose it. Neither vacation time nor holidays payout if unused and vacation days do not rollover from year to year.
Paid Time Off (PTO) is available to all full-time employees. We provide a specific allotment of PTO each year based on the employee’s tenure with the company. Employees are entitled to PTO according to the schedule below (based on the number of years with the company on the first of January each year):
- 0–1 Years: 10 Days
- 1–3 Years: 15 Days
- 3–7 Years: 20 Days
- 7+ Years: 25 Days
Time-off requests are to be made at least two weeks in advance and require a Director’s approval. We aim to approve all reasonable time off requests so long as they do not overlap vital company events (yearly or quarterly reviews) or prescheduled client milestones.
After vacation time has been approved, the employee is to block the days on Google Calendar and communicate to the team at weekly meetings that they will be out in the coming week(s). When an employee has exhausted their available PTO within a calendar year, they may request additional time off without pay, which will be considered on a case-by-case basis by their Director.
Shorter Periods of Time Off
Employees may elect to break up a portion of vacation time to take single days or even a few hours (long lunch breaks, afternoons, etc.) as PTO to hit the 40-hour per week expectation. In doing so, the employee will track time in Webvantage as PTO. Time off is monitored and accounted for on a monthly cadence.
We do not cap sick days. If you are sick and work from the office (or hybrid), we ask that you stay home. If you are sick enough to need time away, please take the time to rest and recover. In cases of consistent or frequent absences, or if employees are incapable of contributing at pre-defined capacity and Net Utilization benchmarks semi-consistently to consistently, we reserve the right to request official documentation (e.g., a doctor’s note).
Mostly Serious observes 11 holidays. They are:
- New Year's Day
- Martin Luther King Jr. Day
- Presidents Day
- Memorial Day
- Independence Day
- Labor Day
- Columbus Day
- Veterans Day
- Thanksgiving Day (3)
- Christmas Day
The company may elect to provide Friday or Monday off for holidays that fall on a weekend. Additional days for travel may be added to some holidays, such as Independence Day or Thanksgiving. A yearly holiday calendar will be provided at the beginning of each year.
Paid Parental Leave
After one year of continuous employment, full-time employees will be given 12 weeks of paid parental leave. Parental leave may be taken for the birth or adoption of a child. The leave must be taken within six months of the child’s birth or adoption. The company will continue to pay 100% of the employee’s salary and healthcare premium during leave, as well as continue to contribute to the employee’s IRA.
We understand that returning after parental leave is difficult. To accommodate the transition back to work, we will provide up to 2 weeks at 80% of full-time expected hours while covering 100% of the employee’s salary.
Any employee who has suffered the unfortunate experience of a death of an immediate family member may take up to ten days of fully paid bereavement leave. “Immediate family” is defined as the employee’s spouse/domestic partner, child, parent, or sibling.
If, after ten days, more time is required, please talk to Jarad and Spencer. We understand these times are incredibly difficult, and we will do what we can to accommodate your needs.
Reproductive Medical Care Leave & Travel Expense
The company will provide paid time off for any reproductive medical care need that is not available in the state in which the employee lives. The company will reimburse up to $1,500 in travel expenses incurred by the employee. The employee is not required to provide the specifics of the medical care, only that they require time off for medical care, and travel is required.
🌙 Outside Employment
Employment with companies that provide similar services as Mostly Serious or directly compete is prohibited. Outside employment is permissible if it does not interfere, compete, or conflict with the interest of Mostly Serious and does not prevent an employee from meeting the responsibilities and demands of assigned job duties and how to work at Mostly Serious.
So long as it meets the criteria above, we support our employees having outside employment. Many of our team members have launched passion projects, founded nonprofits, or taken on freelance jobs to make extra money. Hell, Jarad and Spence started another company.
We support these efforts. And don’t be afraid to share what you’re doing with the team!
✌️ Leaving Mostly Serious
While leaving a company is never comfortable, we hope to not make the experience painful. To assist with that goal, we have some guidelines that can help with the process of leaving.
While advance notice is not required, we ask that all employees give us at least 15 business days written notice when deciding to move on. This time will allow us to plan our response, which helps both our remaining team members and our clients.
In addition, we would love to know if you are planning to leave in the near future. Our team is made up of phenomenal creative-, technical-, and strategic-minded individuals who are hard to replace and train. Knowing when someone intends to move on allows us to plan ahead. We offer three tiers of exit bonuses to employees who tell us they are leaving at various points in the future:
- Employees who give us 1 Month of notice: $250
- Employees who give us 2 Months of notice: $1,000
- Employees who give us 3 Months of notice: $1,500
In order to receive the bonus, the employee must remain at the company for the full agreed-upon period and maintain employment benchmarks and our standards of quality. The company reserves the right to terminate employment at any time during this period, but in doing so agrees to pay the bonus at the time of termination. We require that employees leave after the agreed-upon time period.
There are various reasons employment may be terminated by the organization or an employee. Employment with Mostly Serious is based on mutual consent. Both the employee and Mostly Serious have the right to terminate employment at will, with or without cause, at any time.
We understand that termination from employment can be a difficult transition for employees. We care about our team members, even when things don’t work out. To accommodate this difficulty, we will provide severance in the event the company terminates employment, in the amount of the employee’s current monthly salary, based on tenure with the company:
- 1-2 years: 1 month
- 2-3 years: 2 months
- 4+ years: 3 months
Severance payments will be made semimonthly during this period. We may require employees to sign an agreement to receive severance. Employees who choose to terminate employment do not qualify for severance.
We would love to hear what you thought of working at Mostly Serious. As you know (or will learn soon), we pride ourselves on continual improvement. Hearing from you about what worked, and what didn’t, helps us make better decisions in the future. An exit interview will be scheduled by and with Spencer upon your resignation or termination.
Upon request, Mostly Serious will provide references for current or past employees. We advise that employees alert the Mostly Serious team member in advance of using them as a reference. Reference information provided to potential future employers may include dates of employment, final job title, and final salary.
📝 Changing the Handbook
Like all aspects of Mostly Serious, we’re in this together, and the various perspectives of our team members offer new and valuable ideas. We welcome recommended changes, and we have a process that must be followed.
To recommend changes to this handbook, first take your recommendations to your Director. Your Director will work with you to determine if the change should be considered. If so, a written change recommendation must be created by either you or your Director and then presented at a monthly Leadership Team meeting. All changes must be accepted by both Jarad and Spencer.
Many of the policies in this handbook are legal in nature and may not be subject to change. Additionally, some policies may not match a person’s preferred working style but will remain our policy because it aligns with how the business must operate to take care of people, produce quality work for our clients, and earn the revenue and profit required to meet our long-term goals. Put more simply, we welcome input, but we can’t make any promises on adopting recommendations.