Clients
Our “clients” are why we all have this job. These clients include our patrons, sponsors, vendors, volunteers, performers, etc. If you are not sure if somebody is a client, please assume they are and treat them with the utmost respect, fore without them, we don’t have jobs.
Cell Phones
Phone usage in any capacity should be limited. Our clients are our number one priority, and we don’t want them to see us ignoring them. Phones can be used to assist clients via maps, rules and general event info.
Cleanliness
Keep yourself and your work areas CLEAN, CLEAN, CLEAN always. If you see trash or
debris, please throw it away. If there is an area that can be straightened please clean it up.
Employee Meals
It is your responsibility to feed yourself before your scheduled shift or wait until after your shift to eat on your own time.
If you are working a long enough shift to grant a meal break, please be prepared and either bring your own meal or money to buy yourself a meal. Your immediate supervisor will notify you of your meal break.
Smoking
If you smoke or vape, please communicate with your supervisor or team lead and do so OUT of any client’s sight.
Drug and Alcohol Policy
The welfare and success of this company depends on the physical and psychological
health of its employees. The abuse of drugs and/ or alcohol poses a serious threat to both
the company and its employees. Any employee who engages in the sale of or is found
under the influence of habit forming or illicit drugs or alcohol which impair judgment,
performance, or behavior while at work, will be subject to discipline or grounds for
termination. 
Payroll
Employee should report to lead upon arrival to clock in. Lead will handle the time clock system. 
If breaks are required, check in with the lead to coordinate and clock out and back in.
Employee needs to check in with lead when their shift is over to clock out.
**Employee is responsible for clocking in/out in order to receive their pay.
Paychecks
Employee will receive their paycheck via direct deposit the Friday after the event has occurred. 
Late/Tardiness
Come to work on time! Tardiness will not be tolerated. Excessive tardiness will result in forfeiture of shifts, suspension, or grounds for termination. “LATE” is defined as anything past your scheduled report time. Contact your supervisor if you are going to be late.
Call Offs
We understand that emergencies do happen. We do, however expect you to contact us as soon as possible if you are going to miss a scheduled shift. We may ask for proof of said emergency. Failure to produce such proof could result in suspension of future shifts,
or grounds for termination.
No Call No Show (NCNS)
Wiynn has a zero tolerance for NCNS’s. If you are scheduled for a shift and you cannot make that shift due to an emergency, we need to know prior to that shift. If you fail to show to a scheduled shift and do not contact us prior, we will take that as your official resignation.
Safety Policies
Employee safety and health can be affected at work in two ways; on-the-job injuries and/or illnesses due to a condition(s) of the work environment. Occupational safety and health, for obvious reasons, constitute a legitimate area of interest and concern for both employers and employees. Likewise, government attention has been focused on this area. For example, it was the intent of the U.S. Congress to create a safer work environment that led to the passage of the Occupational Safety and Health Act (OSHA) in 1970. Employee safety and well-being are matters of constant concern to us. Therefore, we will fully support, assist and cooperate with clients in the formulation and implementation of workplace safety rules governing employee conduct and safety programs, which are designed to:
• Foster and promote safe and healthy work habits and practices; and
• Reduce the frequency of accidents, injuries and losses in the workplace.
Employee Injury
Care first, then alert supervisor...
Firearms/Weapons
Firearms or weapons of any kind are not permitted on event grounds under any circumstance.
Harassment
We will not allow any form of sexual harassment within the work environment.
Sexual harassment interferes with work performance, creates an intimidating, hostile, or offensive work environment, influences or tends to affect the career, salary, working conditions, responsibilities, duties, or other aspects of career development of an employee or prospective employee, or creates an explicit or implicit term of condition of an individual’s employment. Therefore, IT WILL NOT BE TOLERATED.
It is the established policy of ours that sexual harassment by and of its employees is unacceptable and will not be tolerated. “Sexual harassment” includes but is not limited to:
a. All unwelcome sexual advances or requests for sexual favors;
b. Verbal or physical conduct of a sexual nature;
c. Making submission to or rejection of such conduct the basis for any employment related decisions affecting the employee; and
d. Creating a hostile, offensive working environment by such conduct.
This policy refers not only to supervisor-subordinated actions but also applies to actions between employees and other non-employees. Any employee who believes he or she has been the subject of sexual harassment should report the alleged act immediately to his or her supervisor. If the claim involves the supervisor, the employee should report it to one of the owners.
The employee must make a written statement of the complaint. A confidential investigation of any complaint will be undertaken. Generally, personnel will conduct such an investigation; however, there may be times that investigations will be conducted by personnel outside of us. If the complaint is deemed to be valid, the offender will be subject to appropriate sanctions, depending on the circumstances, up to and including discharge.
Special note: This policy may also be used by an employee who feels they are the victim of racial, religious, ancestry, national origin, age, gender or disability.
CAUSES FOR DISMISSAL
Wiynn operates under a high standard of ethics and personal conduct. As employees of Wiynn, you are expected to adhere to all guidelines presented in this rules statement. These causes for dismissal and wage adjustment exist for the protection and safety of all persons connected with Wiynn.
1. Absence without cause
2. Tardiness
3. Insubordination
4. Smoking without permission
5. Violating the cell phone policy
6. Dishonesty
7. Being under the influence of alcohol or drugs while at work
8. Discourtesy to customers
9. Improper dress (grooming and cleanliness)
10. Inability to comply with schedule of hours
11. Incompetence
12. Eating without permission
13. Quarreling with other employees
14. Use of indecent language
15. Defacing of property
16. Failure to report an incident of dishonesty or theft
17. Excessive fraternizing with event patrons while working
18. Theft of money or property
19. Obvious disciplinary problems outside of the event
20. Failure to follow safety regulations and procedures
21. Failure to wear your uniform