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Welcome to Brass Ring Spirit Brands, LLC!Starting a new job is exciting, but at times can be overwhelming. This EmployeeHandbook has been developed to help you become acquainted with our company andanswer many of your initial questions.Brass Ring Spirit Brands, LLC seeks out and acquires only the finest, award –winningbrands, of hand crafted spirits. From a mutual sense of purpose these unified brandsdeliver an incomparable drinking experience for consumers who seek authentic productsthat feature unique natural ingredients and use extra-ordinary artisan productiontechniques. Our brands tell compelling stories of real people, in real places, who everyday strive to rise above the average and the mundane. As an employee of Brass Ring SpiritBrands, LLC your role is very important and your contribution cannot be overstated. Weare glad you have joined us and hope you will find your work to be both challenging andrewarding.PurposeWe believe our great tasting, authentic, small batch spirits, will successfully challengethe status quo of the spirits industry.VisionWe envision a world where every person of age has the opportunity to taste remarkablecraft spirits.MissionWe will lead the movement in a new era of craft distillation, connecting consumers withworld-class, artisan, spirits.ValuesCourage, Craftsmanship, Nonconformity, and StewardshipNew Employee OrientationUpon joining our company, you were given this copy of our Employee Handbook. Afterreading this Employee Handbook, please sign the receipt page and return it to the HumanResources Department.If you lose your Employee Handbook or if it becomes damaged in any way, please notifythe Human Resources Department as soon as possible to obtain a replacement copy.Last modified 05-31-2017
Your manager is responsible for the operations of your department. (S)he is a goodsource of information about the company and your job.Section 1: The Way We WorkEqual Employment OpportunityOur company is committed to equal employment opportunity. We will not discriminateagainst employees or applicants for employment on any legally recognized basis“protected class” including, but not limited to: veteran status, uniform service memberstatus, race, color, religion, sex, national origin, age, physical or mental disability, geneticinformation or any other protected class under federal, state, or local law.In South Carolina, the following are a protected class: race, color, religious creed, nationalorigin, sex, pregnancy, sexual orientation, ancestry, age “over 40”, veteran status, geneticinformation, handicap, admission to a mental facility, and military membership.You may discuss equal employment opportunity related questions with the HumanResources Department or any other member of management.Americans with Disabilities ActOur company is committed to providing equal employment opportunities to qualifiedindividuals with disabilities. This may include providing reasonable accommodationwhere appropriate in order for an otherwise qualified individual to perform the essentialfunctions of the job. It is your responsibility to notify the Human Resources Departmentof the need for accommodation. Upon doing so, the Human Resources Department mayask you for your input or the type of accommodation you believe may be necessary or thefunctional limitations caused by your disability. Also, when appropriate, we may needyour permission to obtain additional information from your physician or other medical orrehabilitation professionals.A Word about our Employee Relations PhilosophyWe are committed to providing the best possible climate for maximum development andgoal achievement for all employees. Our practice is to treat each employee as anindividual. We seek to develop a spirit of teamwork; individuals working together toattain a common goal.In order to maintain an atmosphere where these goals can be accomplished, we providea comfortable and progressive workplace. Most importantly, we have a workplace wherecommunication is open and problems can be discussed and resolved in a mutuallyrespectful atmosphere. We take into account individual circumstances and the individualemployee.Last modified 05-31-2017
We firmly believe that with direct communication, we can continue to resolve anydifficulties that may arise and develop a mutually beneficial relationship.Non-HarassmentWe prohibit harassment of one employee by another employee, supervisor or third partyfor any reason [“protected class”] including, but not limited to: veteran status, uniformservice member status, race, color, religion, sex, national origin, age, physical or mentaldisability, genetic information or any other protected class under federal, state, or locallaw. Harassment of third parties by our employees is also prohibited.In South Carolina, the following are a protected class: race, color, religious creed, nationalorigin, sex, pregnancy, sexual orientation, ancestry, age [over 40], veteran status, geneticinformation, handicap, admission to a mental facility, and military membership.The purpose of this policy is not to regulate the personal morality of employees. It is toensure that in the workplace, no employee harasses another for any reason or in anymanner. The conduct prohibited by this policy includes conduct in any form including butnot limited to e-mail, voice mail, chat rooms, Internet use or history, text messages,pictures, images, writings, words or gestures.While it is not easy to define precisely what harassment is, it includes: slurs, epithets,threats, derogatory comments or visual depictions, unwelcome jokes and teasing.Any employee who believes that (s)he has been harassed should report the situationimmediately to their manager. If an employee makes a report to their direct manager anddoes not receive a response or does not receive a response the employee deemssatisfactory or consistent with this policy, the employee is required to report the situationto the Human Resources Department at (978) 391-1233 and 200 Ayer Road, Harvard, MA.The company will investigate all such reports as confidentially as possible. Adverse actionwill not be taken against an employee because he or she, in good faith, reports orparticipates in the investigation of a violation of this policy. Violations of this policy arenot permitted and may result in disciplinary action, up to and including discharge.Sexual HarassmentAny type of sexual harassment is against company policy and may be unlawful.Harassment of third parties by our employees is also prohibited. The purpose of thispolicy is not to regulate the morality of employees. It is to ensure that in the workplace,no employee is subject to sexual harassment.Sexual harassment of any kind will not be tolerated. Violations of this policy may resultin disciplinary action, up to and including discharge. Retaliation against an individual whoLast modified 05-31-2017
has reported or complained about sexual harassment and retaliation against individualswho cooperate in an investigation of a sexual harassment complaint is unlawful and willnot be tolerated by this company.In South Carolina, the legal definition for sexual harassment includes: "sexualharassment" means sexual advances, requests for sexual favors and verbal or physicalconduct of a sexual nature when:a) submission to or rejection of such advances, requests or conduct is made eitherexplicitly or implicitly a term or condition of employment or as a basis foremployment decisions; orb) such advances, requests or conduct have the purpose or effect of unreasonablyinterfering with an individual’s work performance by creating an intimidating,hostile, humiliating or sexually offensive work environment.Under these definitions, direct or implied requests by a supervisor for sexual favors inexchange for actual or promised job benefits such as favorable reviews, salary increases,promotions, increased benefits or continued employment constitutes sexual harassment.The legal definition of sexual harassment is broad and in addition to the above examples,other sexually oriented conduct, whether it is intended or not, that is unwelcome and hasthe effect of creating a work place environment that is hostile, offensive, intimidating orhumiliating to male or female workers may also constitute sexual harassment. This mayinclude the dissemination of sexually explicit voice mail, e-mail, graphics, downloadedmaterial or websites in the workplace. The conduct prohibited by this policy includesconduct in any form including but not limited to e-mail, voice mail, chat rooms, Internetuse or history, text messages, pictures, images, writings, words or gestures.While it is not easy to define precisely what sexual harassment is, it includes:1. Unwelcome sexual advances.2. Requests for sexual favors.3. Verbal or physical conduct of a sexual nature when submission to that conduct ismade either explicitly or implicitly as a condition of employment.4. Verbal or physical conduct of a sexual nature when submission to or rejection ofsuch conduct by an individual is used as a component of the basis for employmentdecisions affecting that individual.5. Verbal or physical conduct of a sexual nature that has the effect of interfering withan individual’s work performance or creating an intimidating, hostile or offensivework environment.Examples of sexual harassment include, but are not limited to: sexually-related drawings,pictures, jokes, teasing, uninvited touching or other sexually related comments.Last modified 05-31-2017
Any employee who believes that (s)he is a victim of sexual harassment shouldimmediately report such actions in accordance with the following procedure. Allcomplaints will be promptly and thoroughly investigated.1. Any employee who believes that (s)he is a victim of sexual harassment or has beenretaliated against for complaining of sexual harassment, should report thesituation immediately to the Human Resources Department at (978) 391-1233 and200 Ayer Road, Harvard, MA 01451. If an employee makes a report to the HumanResources Department and does not receive a response or does not receive aresponse the employee deems satisfactory or consistent with this policy, theemployee should report the situation to their manager.2. The company will investigate every reported incident immediately. Anyemployee, supervisor or agent of the company who has been found to haveviolated this policy may be subject to disciplinary action, up to and includingimmediate discharge.3. The company will conduct all investigations in a discreet manner. Our companyrecognizes that every investigation requires a determination based on all the factsin the matter. We also recognize the serious impact a false accusation may have.We trust that all employees will continue to act responsibly.4. The reporting employee and any employee participating in any investigationunder this policy have the company's assurance that no reprisals will be taken asa result of a sexual harassment complaint made in good faith. It is our policy toencourage discussion of the matter, to help protect others from being subjectedto similar inappropriate behavior.We strongly encourage our employees to file a complaint of sexual harassment using ourcompany's complaint procedure. However, using our internal complaint process does notprohibit you from contacting one of the following agencies:Ø The state agency’s Human Resource Management Director at (803)898-7315 oran investigator with the Office of Investigations at (803)898-7673. Reports ofsexual harassment can be made verbally, or in writing by completing andsubmitting to Human Resource Management, DSS Form 1401, Sexual HarassmentForm. The agency is committed to acting on its own initiative against knownharassers rather than waiting for formal complaints. All investigations are handledconfidentially and all parties involved are advised to maintain strict confidentiality.Categories of EmploymentINTRODUCTORY PERIOD: Full-time and part-time employees are on an introductoryperiod during their first 90 days of employment.Last modified 05-31-2017
During this time, you will be able to determine if your new job is suitable for you and yourmanager will have an opportunity to evaluate your work performance. However, thecompletion of the introductory period does not guarantee employment for any period oftime since you are an at-will employee both during and after your introductory period.FULL TIME EMPLOYEES regularly work at least a 32-hour workweek.PART TIME EMPLOYEES work less than 32 hours each week.In addition to the preceding categories, employees are also categorized as "exempt" or"non-exempt."NON-EXEMPT EMPLOYEES are entitled to overtime pay as required by applicable federaland state law.EXEMPT EMPLOYEES are not entitled to overtime pay and may also be exempt fromminimum wage requirements pursuant to applicable federal and state laws.Upon hire, your manager will notify you of your employment classification.Anniversary DateThe first day you report to work will be recorded in company records as your anniversarydate. This date may be used to calculate many different company benefits. If you haveany questions regarding your anniversary date, please see the Human ResourcesDepartment.Immigration Reform and Control ActIn compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), asamended, and any state law requirements, if applicable, our company is committed toemploying only individuals who are authorized to work in the United States.Each new employee, as a condition of employment, must complete the EmploymentEligibility Verification Form I-9 and present documentation establishing identity andemployment eligibility.If an employee is authorized to work in this country for a limited time period, theindividual will be required to submit proof of renewed employment eligibility prior toexpiration of that period to remain employed by the company.Your Human Resources DepartmentLast modified 05-31-2017
The Human Resources department acts as an information center for both employees andmanagement. This department plays an important part in formulating and interpretingcompany policy and offers help with a variety of problems and matters that concernemployees and management. A Human Resources staff member is available to discusssubjects such as employment/ recruitment, benefits, employee records, safety anddisciplinary problems.You are encouraged to contribute suggestions or questions so the staff may be moreresponsive to your needs.Suggestions and IdeasWe are always interested in your constructive ideas and suggestions for improving ouroperations. Your suggestions should be submitted in writing to your manager.After we investigate your suggestion, you will be notified whether it is feasible to be putinto practice.We believe that suggestions indicate initiative. With your approval, we will place thewritten suggestion in your personnel file and consider it at the time of your performancereview.Specific recognition for suggestions may be reflected in different ways, including verbalrecognition based on the value of the suggestion.Talk to UsWe encourage you to bring your questions, suggestions and complaints to our attention.We will carefully consider each of these in our continuing effort to improve operations.If you feel you have a problem, present the situation to your manager so that the problemcan be settled by examination and discussion of the facts. We hope that your manager isable to satisfactorily resolve most matters.If you still have questions after meeting with your manager or if you would like furtherclarification on the matter, request a meeting with the Human Resources Department toreview the issues and meet with you to discuss possible solutions.Your suggestions and comments on any subject are important, and we encourage you totake every opportunity to discuss them with us. Your job will not be adversely affectedin any way because you choose to use this procedure.Last modified 05-31-2017
If at any time you do not feel comfortable speaking with your manager or the next levelof management, discuss your concern with any other member of management withwhom you feel comfortable.Section 2: Your Pay and ProgressPaydayWe have a bi-weekly pay cycle. You will be paid on Thursday for the period that ends onthe previous Sunday.When our payday is a holiday, you normally will be paid on the last working day beforethe holiday.Please review your paycheck for errors. If you find a mistake, report it to the HumanResources Department immediately. The Human Resources Department will assist youin taking the steps necessary to correct the error.Paycheck DeductionsThe company is required by law to make certain deductions from your paycheck each payperiod. Such deductions typically include federal and state taxes and Social Security(FICA) taxes. Depending on the state in which you are employed and the benefits youchoose, there may be additional deductions. All deductions and the amount of thedeductions are listed on your pay stub. These deductions are totaled each year for youon your Form W-2, Wage and Tax Statement.It is the policy of the company that exempt employees' pay will not be “docked,” orsubject to deductions, in violation of salary pay rules issued by the United StatesDepartment of Labor and any corresponding rules issued by the state government, asapplicable. However, the company may make deductions from employees' salaries in away that is permitted under federal and state wage and hour rules. Employees will bereimbursed in full for any isolated, inadvertent, or improper deductions, as defined bylaw.Thus, exempt employees may be subject to the following salary deductions, except whereprohibited by state law, but only for the following reasons:Ø Absences of one or more full days for personal reasons, other than sickness ordisability; orØ Absences of one or more full days due to sickness or disability, if there is a plan,policy, or practice providing replacement compensation for such absences; orLast modified 05-31-2017
Ø Absences of one or more full days before eligibility under such a plan, policy, orpractice or after replacement compensation for such absences has beenexhausted; orØ Suspensions of one or more full days for violations of safety rules of majorsignificance; orØ Suspensions of one or more full days for violations of written workplace conductrules, such as rules against sexual harassment and workplace violence; orØ Payment of actual time worked in the first and last weeks of employment,resulting in a proportional rate of an employee's full salary; orØ Any unpaid leave taken under the Family and Medical Leave Act; orØ Negative paid-time-off balances, in whole-day increments only.If questions or concerns about any pay deductions arise, employees may discuss andresolve them with the Human Resources Department.Garnishment/Child SupportWhen an employee's wages are garnished by a court order, our company is legally boundto withhold the amount indicated in the garnishment order from the employee'spaycheck. Our company will, however, honor applicable federal and state guidelines thatprotect a certain amount of an employee's income from being subject to garnishment.Performance ReviewsYour performance is important to our company. Once each year, on or about youranniversary date, your manager will review your job progress within our company andhelp you set new job performance plans.Our performance review program provides the basis for better understanding betweenyou and your manager, with respect to your job performance, potential and developmentwithin the company.New employees will generally be reviewed at the end of their introductory period.Job DescriptionsThe company maintains a job description for each position in the company. The jobdescription outlines the essential duties and responsibilities of the position. When theduties and/or responsibilities of a position change, the job description is revised to reflectthose changes. If you have any questions or wish to obtain a copy of your position's jobdescription, please see the Human Resources Department.Last modified 05-31-2017
Pay RaisesDepending upon your performance, our company's profitability and budget constraints,adjustments in your pay may be made when there has been an improvement in orsustainment of an already good performance during the review period.Work ScheduleThere may be times when you will need to work beyond your regularly scheduled hoursso that we may meet deadline objectives or attend meetings. Although you will be givenadvance notice when feasible, this is not always possible.Section 3: Time Away From Work and Other BenefitsEmployee BenefitsOur company has developed a comprehensive set of employee benefit programs tosupplement our employees' regular wages. Our benefits represent a hidden value ofadditional income to our employees.This Employee Handbook describes the current benefit plans maintained by the company.Refer to the actual plan documents and summary plan descriptions if you have specificquestions regarding the benefit plan. Those documents are controlling.The company reserves the right to modify its benefits at any time. We will keep youinformed of any changes.HolidaysOur company normally observes the following holidays during the year:New Year’s DayPresident's DayMemorial DayIndependence DayLabor DayColumbus DayThanksgiving DayThe Day after ThanksgivingChristmas Holiday Floater Day (in lieu of Veterans Day)Christmas DayLast modified 05-31-2017
If one of the above holidays falls on Saturday, it normally is observed on the precedingFriday. If a holiday falls on Sunday, it normally is observed on the following Monday.Full-time employees are eligible for paid holidays after completing their introductoryperiod.Exempt employees will receive holiday pay in compliance with state and federal wage andhour laws.Non-exempt employees must work their scheduled workday before and after the holidayin order to be paid for the holiday, unless they are absent with prior permission from theirmanager.Paid Time Off - (Traditionally Called Vacation, Personal and Sick Time)We know how important fringe benefits are to you and your family. We remain eager toprovide you quality employee benefits while staying within company budget guidelines.We periodically review employee benefits to ensure that they are competitive andcontinue to qualify as benefits of value to be enjoyed by you and your family.Paid time off is calculated according to the calendar year.During your initial year of employment, you will accrue paid time off at the rate of 1.25days per month not to exceed 15 days before the next January 1st calculation period. Thetime accrued can be taken the following year. Full time eligible employees completing 1to 5 years of service to will be eligible for 15 days of paid time off, employees with 6 to 9years of service will be eligible for 20 days of paid time off and employees with 10 yearsof service will be eligible for 25 days of paid time off. Human Resources will inform you ofthe amount of time and the date on which you become eligible. Thereafter, you will earnpaid time off as follows:The period for computing earned paid time off will be January 1 – December 31 of eachyear. Earned paid time off may only be used following the next January 1st. Holidays fallingwithin the period an employee is on paid time off will not be counted as used paid timeoff and may be taken as additional days. Upon completion of your introductory period,you will begin accruing time each month, up to a maximum of fifteen days of paid timeoff to be taken the following year. After completing 5 years of service you will continueto earn additional annual leave up to a maximum of 25 days as follows;Completedyears as ofJanuary 11-5Last modified 05-31-2017AdditionalWeeksTotal VacationWeeks3
6-910- 151145Please submit time off requests in writing at least thirty days in advance to your manager.With your managers approval, a total of 40 hours of unused paid time off can be carriedover into the next year. Pay cannot be granted in lieu of taking the actual time off.Upon discharge, eligible employees will be paid for accrued but unused paid time off.Jury DutyEmployees summoned for jury duty, who are regularly employed, receive their regularwages for the first three days. "Regularly employed" includes all full-time employees, aswell as all part-time, temporary and casual employees whose hours may be reasonablydetermined. Thereafter, regularly employed employees summoned for jury duty aregranted an unpaid leave in order to serve.All other employees summoned for jury duty will be granted an unpaid leave in order toserve.Exempt employees may be provided time off with pay when necessary to comply withstate and federal wage and hour laws.We reserve the right to request proof of jury service issued by the Court upon return.Make arrangements with your manager as soon as you receive your summons.We expect you to return to your job if you are excused from jury duty during your regularworking hours.Voting LeaveOur company believes that every employee should have the opportunity to vote in anystate or federal election, general primary or special primary. Exempt employees will beprovided time off with pay when necessary to comply with state and federal wage andhour laws.Notify your manager of the need for voting leave as soon as possible.Military LeaveLast modified 05-31-2017
Employees who are required to fulfill military obligations in any branch of the ArmedForces of the United States or in state military service will be given the necessary time offand reinstated in accordance with federal and state law.The time off will be unpaid, except where state law dictates otherwise. Exemptemployees may be provided time off with pay when necessary to comply with state andfederal wage and hour laws.Accrued vacation, personal or sick time may be used for this leave if the employeechooses. Military orders should be presented to the Human Resources Department andarrangements for leave made as early as possible before departure. Employees arerequired to give advance notice of their service obligations to the company unless militarynecessity makes this impossible. You must notify the Human Resources Department ofyour intent to return to employment based on requirements of the law. Your benefitsmay continue to accrue during the period of leave in accordance with state and federallaw.Additional information regarding military leaves may be obtained from the HumanResources Department.Witness LeaveEmployees are given the necessary time off without pay to attend or participate in a courtproceeding in accordance with state law. We ask that you notify your manager of theneed to take witness leave as far in advance as is possible.Exempt employees may be provided time off with pay when necessary to comply withstate and federal wage and hour laws.Bereavement LeaveFull-time employees who have completed their introductory period are eligible for threepaid days for the death of an immediate family member. Members of the immediatefamily include spouses, domestic partners, parents, brothers, sisters, children, children ofdomestic partners, grandchildren, grandparents, parents-in-law and parents of domesticpartners.Full-time employees who have completed their introductory period are eligible for onepaid day to attend the funeral of aunts, uncles, nieces and nephews.Requests for bereavement leave should be made to your manager as soon as possible.Leave of AbsenceLast modified 05-31-2017
Under special circumstances, full-time employees who have completed one year ofemployment may be granted a leave of absence without pay. The granting of this type ofleave is normally for compelling reasons and is dependent upon the written approval ofyour manager.Leaves may not exceed 30 days.To the extent allowed by the insurance contract, we will continue to provide medicalinsurance and dental insurance coverage for employees on an authorized leave ofabsence, for the full length of the leave. During this time, you will be responsible forpaying your portion of the monthly premium(s).We will make reasonable efforts to return you to the same or similar job you held priorto the leave of absence, subject to our staffing and business requirements.Medical InsuranceThe company offers a health and dental plan for eligible employees. Eligible full-timeemployees may enroll in a single or a family contract after ninety days of employment.Eligibility may be defined by state law and/or by the insurance contract.Information and enrollment forms may be obtained from the Human ResourcesDepartment.To assist you with the cost of this insurance, our company pays a portion of a single or afamily contract. You are responsible for paying the balance through a pre-tax payrolldeduction.Refer to the actual plan document and summary plan description if you have specificquestions regarding this benefit plan. Those documents are controlling.Upon discharge, you may be entitled to continuation or conversion of the group medicalinsurance plan in accordance with the terms of the policy and/or applicable state andfederal law. For more information, contact the Human Resources Department.Dental & Vision InsuranceEligible full-time employees may enroll in a single or a family contract after ninety days ofemployment.Information and enrollment forms may be obtained from the Human ResourcesDepartment.Last modified 05-31-2017
To assist you with the cost of this insurance, our company pays a portion of a single or afamily contract. You are responsible for paying the balance through a pre-tax payrolldeduction.Refer to the actual plan document and summary plan description if you have specificquestions regarding this benefit plan. Those documents are controlling.Upon discharge, you may be entitled to c
Welcome to Brass Ring Spirit Brands, LLC! Starting a new job is exciting, but at times can be overwhelming. This Employee Handbook has been developed to help you become acquainted with our company and answer many of your initial questions. Brass Ring Spirit Brands, LLC seeks out and acquires only the finest, award -winning .
