> Welcome
> Our Mission & Values
> Community Involvement
> 30 Reasons You'll Love Sudsy's
> Address/Directions
> Contact Us
> Customer Survey
> Employment
> Environment
> Media Files

Dear Valued Team Member,

“Hi! Welcome to Sudsy’s.” As a team member at Sudsy’s Car Wash, these four words will become very familiar to you. It is our goal to greet every guest that graces our site with these words, but more importantly, to back them up with our actions.

The word “welcome” also embodies our team mission. Before a team member can authentically communicate that a guest is valued at Sudsy’s, they need to feel welcomed and valued themselves. We recognize that our absolute most important asset at Sudsy’s is our team. Our model for washing cars is built on a lot more than just a clean car. Our slogan, “Speed, Sparkle, Smile” is very purposeful. While most express exterior car washes claim a “fast”, “quality” wash, it is the “smile” that encompasses a greater experience for us. It is imperative that our team is built with individuals who understand the world does not revolve around a clean car, but around giving our guest’s the full Sudsy's experience!

Please read your handbook thoroughly to learn what to expect from Sudsy’s, what Sudsy’s expects from you, and how we can accomplish the “speed, sparkle, smile” that will make Sudsy’s Car Wash the premier car cleaning experience. Feel free to ask any questions along the way; we want you to feel comfortable your very first day.

Thanks for choosing us and we look forward to working together as we create an exciting experience for our guests and for you!

Speed, Sparkle, Smile,

SUDSY'S CAR WASH
TEAM MEMBER HANDBOOK

TABLE OF CONTENTS

1. Your Handbook
2. At-Will Employment
3. Equal Opportunity Employer
4. Our Mission
5. Our Values
6. Our Vision
7. Team Personality
8. The Sudsy's Culture
9. General Information
10. Team Appearance
11. Scheduling
12. Compensation
13. Expectations
14. Sudsy Duck
15. Communication
16. Safety
17. Integrity/Ethics
18. Substance Policy
19. Aggression in the Workplace

> back to top

YOUR HANDBOOK
Use this team member handbook as a guide to find out about your training, pay, schedule and time off, as well as company policies, guidelines and expectations, It will help you understand what It means to be a Sudsy’s team member.

> back to top

AT-WILL EMPLOYMENT
All Sudsy’s team members are employed "at-will," which means they can terminate the employment relationship at any time, for any or no reason; Sudsy’s reserves the same right. Therefore - except for the policy of at-will employment - policies, practices or procedures, including this handbook, do not constitute a contract, expressed or implied. Sudsy’s will not, and team members should not, interpret any verbal or written statement, policies, practices or procedures, including this handbook, as altering their at-will status.

Change is a fact of life, and as business demands change or there's a change in the law, the policies and procedures at Sudsy’s may change, too (with the exception of the policy of at-will employment). That's why we emphasize that this handbook is a guide, not a contract. It doesn't guarantee employment for any particular length of time or limit how that employment may end. If you have a question about your job, want to find out more about a policy or whether a policy has changed, ask your Sudsy’s Site Manager.

This handbook is a working document, and as such it is being regularly updated. For the very latest and most accurate handbook, visit www.sudsyscarwash.com/handbook.

> back to top

EQUAL OPPORTUNITY EMPLOYER
Sudsy’s is an equal opportunity employer. Employment practices at Sudsy’s will be implemented without regard to race, color, national origin, sex (including pregnancy), religious beliefs, age, disability, sexual orientation, citizenship status, military status, receipt of public assistance or any other class protected by federal, state or local fair employment practice laws. Sudsy’s prohibits retaliation against applicants or team members who:

• File discrimination charges with federal, state or local fair employment practice agencies
• File a lawsuit in federal or state court
• Participate in investigations of such charges
• Oppose unlawful employment practices

The Sudsy’s Equal Employment Opportunity Policy is an essential part of the company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. That's why Sudsy’s will make every effort to reasonably accommodate qualified applicants and team members with disabilities as well as the sincerely held religious beliefs of applicants and team members, provided that such accommodation doesn't result in undue hardship to Sudsy’s.

> back to top

OUR MISSION
“Speed. Sparkle. Smile.”
Our mission is to love & serve our guests, our community & our team; and, provide an exceptional car wash experience with
 speed, quality and stellar customer service.

> back to top

OUR VALUES
We accomplish our mission by doing everything in the context of our values:

1. Our success is determined first and foremost by God’s grace, secondly at the discretion of our guests and thirdly through the extraordinary efforts of our team.
2. Because our guests have honored us with the privilege of being a successful business, it is our responsibility to be civic minded, giving back to the community.
3. We have been entrusted with the care of the earth – it’s beauty and resources – and we desire to leave it in better condition than how we found it.
4. Using the latest technology and chemistry will enhance the quality, speed and environmental value of each guest’s car wash.
5. In the scheme of things, a car wash is not really all that important; but improving the quality of life for our guests is. When a car enters our tunnel, it exits cleaner; it is our goal when a guest enters our site, they exit happier.

> back to top

OUR VISION
We desire each and every guest encounter the unique Sudsy’s Experience – speed, sparkle, smile!

Speed – Our guests want convenience. Our culture is fast paced and people have come to expect immediacy in almost everything they do. We want each car washed in about 3-minutes. It is imperative that our stacking lanes move constantly to keep our commitment to speed.

Sparkle – While our reputation will be about stellar customer service, it will be built on the foundation of a quality car wash. We have invested in the best equipment and technology that money can buy to provide our guests with an excellent wash.

Smile – We have fulfilled our company’s mission when a guest leaves our site with a smile on their face and with the thought that Sudsy’s is more than just another car wash. This is what sets us apart from other car washes! We accomplish this by:

• Smiling. We believe that to get a smile, you give a smile! We expect each of our team members to greet each of our guests with a smile and a “Hi! Welcome to Sudsy’s.”

• Serving. We do whatever we can to give each guest a stellar experience while on-site – from our appearance – inside and out, our exemplary team, our fast, quality wash and our commitment to the community.

No matter what your position, you have a role to play in making Sudsy’s speed, sparkle and smile! Every team member is a Sudsy’s Brand Manager - an ambassador who always reflects the brand in a positive light, so people will love our brand and want to come back.

> back to top

TEAM PERSONALITY
A Sudsy’s team member has a unique combination of skills and personality traits:

• Likes to look people in the eyes when talking with them.
• Has a pleasant and happy disposition.
• Greets guests with a smile on their face.
• Can get around a computer without too much trouble.
  
• Can work well with a team and works well alone.
  
• Loves working indoors and out.
  
• Gets the job done right in the most efficient possible way.
  
• Respects other people's time.
  
• Fun and enthusiastic.
  
• Quick to laugh
  
• Makes daily routines enjoyable for themselves and others.
  
• Enjoys helping people by lending a hand, talking through a problem or offering to listen while letting their own personality shine through.
  
• Sense of urgency and can drive change quickly.
  
• Has a passion for their job
  
• Recognizes others who do a good job.
  
• Can prioritize tasks and keep an eye on what's really important.
  
• Challenges themselves every day to be their best, do their best work and do their part to give Sudsy’s guests the best possible experience.

> back to top

THE SUDSY’S CULTURE
Always remember... Sudsy’s is not just a car wash – it's an experience. When we lose the commitment of our team to the Sudsy’s culture, we revert back to becoming just a car wash!

At Sudsy’s we don’t have customers - we are hosting guests. We recognize that a guest is visiting and can choose to leave and come back at their sole discretion. They may or may not return if they just get a car wash, but if they encounter the Sudsy’s Experience, they will come back again and again.

We don't just hang our mission on the wall; every team member must live it every day. The most important measure of how well we're delivering on our experience is feedback from our Sudsy’s guests.

> back to top

GENERAL INFORMATION
Contact Info
Please keep your address, phone number and emergency contact changes up-to-date with the Site Manager.

Personal Belongings
To keep your valuable belongings safe, it's best not to bring them to work. Of course, you may have to bring some items to work, like a coat, backpack, lunches, bag or a purse. The manager will show you where to store your personal belongings. Remember, Sudsy’s is not responsible for these items if they're lost or stolen.

Visitors
Please don't ask your friends or family to visit you while you're working. Only Sudsy’s team members and authorized personnel are allowed in nonpublic areas of the site, such as the tunnel or equipment room.

Information Security
Information is a vital company asset. It sets us apart from our competition and drives our daily activities and decisions. If you use or have access to confidential information, you need to safeguard it and use it appropriately. You play a role in protecting our confidential information by controlling how you use it, store it and communicate it.

All Sudsy’s information that is not public must be treated as confidential. Here are some examples of confidential information:

Non-public company information, including:

• Financial information (for example, sales information and wash volume)
  
• Strategic plans (for example, expansions and new markets)
  
• Vendor Information (for example, pricing and capabilities)
  
• Marketing plans (for example, ad campaigns, etc.)
  
• Guest information, including guest credit information

Team member information, including:

• Compensation
  
• Benefits
  
• Other personnel information

If you have access to confidential information, it is your job to prevent its unauthorized disclosure, both outside of Sudsy’s and to team members at Sudsy’s who do not need the information to perform their job. Individual compensation and benefits are not to be discussed or disclosed between team members.

Sometimes Sudsy’s receives confidential information from a third party, such as a vendor, you must also keep that information confidential. You have a legal duty to keep our confidential information confidential. Sudsy’s also prohibits the use of confidential information for your own personal gain or misuse in any other way. Accessing confidential information for non-business reasons is a violation of company policy.

Help keep information secure by doing the following:

• Secure Information - Store confidential information in areas that are not accessible by people who don't have a need to know the information to do their job.
  
• Lock It Up - Don't leave confidential information on a counter, desk or other open area. Lock it up in a drawer or cabinet.
  
• Shred It - Shred confidential information. Don't store it in a recycle bin or throw it away.

You also need to protect confidential information when you communicate it.
Here are some examples of rules you need to follow:

• Make sure someone needs to know. You should never share confidential information with another team member unless they have a need to know the information to do their job. If you need to share confidential information with someone outside the company, confirm there is proper authorization to do so. If you are unsure, talk to the Site Manager or Ownership.
  
• Develop a healthy suspicion. Don't let anyone trick you into disclosing confidential information. Be suspicious if asked to ignore identification procedures.
  
• Watch what you say. Don't have conversations regarding confidential information at work, in the break room or in any other open area. Never discuss confidential information at home or in public areas.

A violation of Sudsy’s policies regarding confidential information will result in corrective action, up to and including termination. You also may be subject to legal action, including criminal prosecution. The company also reserves the right to take any other action it believes is appropriate.

> back to top

TEAM APPEARANCE
The Sudsy Experience has a great deal to do with the appearance of our team. To our guests, you ARE Sudsy’s! It is our goal to have a fresh and consistent look at all times. Please use discretion and common sense if an appearance issue is not addressed below.

Grooming

• All long hair extending over the ears or below the collar must be safely and neatly secured so as not to pose a danger around the moving equipment.
  
• All facial hair must be well trimmed and neat in appearance.
  
• No dangling or loose jewelry and no visible piercings other than a single set of non-dangling, matching earrings in the earlobe.
  
• Any visiable tattoos must be tasteful and non-offensive.
• Nails must be clean and closely trimmed.

Apparel

• Team members are responsible for all clothes being clean, unwrinkled and relaxed/comfortable.
  
• NO holes/tears, faded, oversized, baggy or skin tight clothing. No sheer or revealing clothing (e.g. bare midriffs, short miniskirts, etc.)
  
• No open top or open toe shoes are allowed. Socks must be worn at all times. No “beat-up” or “worn-out” shoes allowed.
  
• Employees are responsible for khaki shorts or pants (khaki = tan, very light brown or light green drab.) Shorts must extend below the fingertips of team member standing in normal relaxed position.
  
• Sudsy's will provide 2 -3 Sudsy's polo shirts and white long sleeve shirts to each team member depending on how many hours they work, plus one cap and one jacket during cold weather months. Team member is responsible for keeping all apparel clean and wrinkle free. All apparel must be returned to Sudsy's upon completion or termination of employment or Sudsy's may withhold the cost of the apparel from team member's final paycheck.
• No buttons, patches or logos on your clothing other than approved by Sudsy’s.

> back to top

SCHEDULING
We want you to enjoy working at Sudsy’s. That's why we'll do our best to arrange the shift schedule to fit the hours and days you can work. Please remember, the hours we need you to work may vary depending on how busy we are, the time of year, the number of people we need and your availability. All team members will be required to work regular weekends and holidays.

Schedules
Schedules are posted each Thursday by noon, 10-days before the first day on the schedule (Monday.) Specific work schedule requests are to be made to the Site Manager no later than noon on each Tuesday prior to the schedule being posted. We'll make every effort to tell you about any changes to the posted schedule at least 24 hours in advance.

If you need to change the hours that you're scheduled to work after the schedule has been posted, talk with the Site Manager. We will make reasonable efforts to accommodate your request, but cannot guarantee changes until approved by the Site Manager.

Late or Absent
We realize there may be times when you won't be able to come in because of an illness or an emergency. If that happens, call the Site Manager as soon as you can. Keep in mind that you could lose your job if you're frequently late or absent without prior approval or excuse. If you are absent three scheduled days in a row without calling, you will be considered to have voluntarily terminated your employment with Sudsy’s.

Remember: Being late or absent makes work harder for your fellow team members!

Clocking In/Out
The time clock keeps track of the hours you work. You will receive training on the clock-in, clock-out procedures on your first day.

Clock in when you begin work and/or return from a meal period. Clock out when you leave work and/or leave for a meal period.

Time Clock Rules

• Never clock in or out for another team member.
  
• Don't clock in more than five minutes before you start work.
  
• Clock out for meal periods, but not for breaks.
  
• If you forget to clock in, let the manager know right away. He or she will help you correct the mistake.
  
• You should never for any reason perform any work off the clock. This means that you must be clocked in to perform any work on behalf of Sudsy’s (including helping guests).

Rest Breaks/Meals
Rest breaks and meal periods are important to the success of the entire team. Sudsy’s wants to make sure team members get enough rest to focus on their responsibilities in an effective, positive way.

Rest Breaks

• Rest breaks last 15 minutes.
  
• Rest breaks are paid, so don't clock in and out.
  
• Stay on Sudsy’s property during your break.
  
• Do not combine breaks.
  
• Breaks cannot be saved up in order to leave early.
  
• If you work >4 hours and <7 hours, you should receive one break.
  
• If you work >7 hours and <11 hours, you should receive two breaks.
  
• If you work >11 hours, you should receive three breaks.
  
• Rest breaks should be given as near to the middle of a four-hour time period as is practical.

Meal Breaks

• You must clock in and out during meal periods, as they are unpaid.
  
• Meal breaks are 30-minutes.
  
• Meal breaks should only be taken if you are working >6 hours.

Holiday/Sick Leave
Sudsy’s is closed on Thanksgiving, Christmas, New Year’s Day and Easter. These holidays are considered paid holidays for salaried team members. We will also close 2-hours early on Thanksgiving Eve, Christmas Eve and New Year’s Eve.

Salaried team members will receive one week (five days) paid vacation on their six-month anniversary of hire. On the one-year anniversary of hire, member will receive an additional one week (five days) paid vacation and will begin earning one-half paid vacation day each month following. Member may accumulate no more than two weeks (ten days) of paid vacation at any given time. At team member’s three-year anniversary date of hire, team member will recieve two weeks (ten days) paid vacation and can begin to accumulate up to three weeks (fifteen days) of paid vacation.

Salaried team members receive five paid personal/sick days per calendar year. Personal/sick days over five will be taken from vacation days; if there are no vacations days remaining, the personal/sick days over five will be non-paid. Team member’s sick days will be pro-rated their first year of hire.

Site Manager will be required to work a minimum of 40 hours per week and five (5) days per week. Additional hours are worked at the discretion of the team member. Site Manager must work Fridays and Saturdays.

Hourly team member’s vacation and personal/sick days are at the discretion of the Site Manager and are unpaid.

> back to top

COMPENSATION
We believe in hiring great team members and paying them competitively. We also believe in performance-based compensation committed to growth and development.

Paychecks
You get paid every other Friday for the hours you worked during the previous two weeks. You can pick-up your paycheck at Sudsy’s anytime after noon on respective payday Fridays during regular business hours. Direct deposit is also available at no cost to each team member - ask site manager for details.

Overtime
You may be asked to work overtime (more than 40 hours per week.) If you do, you'll be paid overtime as required by law. The Site Manager must approve overtime hours in advance. It is important to try and be flexible. If your schedule changes, the Site Manager will try to give you advance notice. With workload changes and guest demands, your schedule may change.

Performance Reviews/Pay Increase
Formal written annual reviews will be given each January regardless of hire date. Team members are eligible for a pay increase in January each year at the time of your performance review. Pay increases are based on your individual overall performance and company performance. The company may also choose to give pay increases or bonuses at their discretion throughout the year.

Sudsy’s Secret Shopper Program
In addition to a salary or hourly pay for team members, we also pay bonuses based on guest’s feedback. This feedback is collected from our Sudsy’s Secret Shopper Surveys.

Sudsy’s distributes a minimum of 10 (and up to 30) Secret Shopper Surveys to random potential guests each month. The survey includes a cover letter inviting the individual to become a secret shopper, a voucher for a free Express Wash, a Secret Shopper Survey with approximately 20 questions and a pre-addressed stamped return envelope. The ‘secret shopper’ guest will come to Sudsy’s and rate their experience through the survey. The results from all surveys received in a calendar month are input into a Secret Shopper Score Card. The scorecard calculates an overall score that can range from 0-103 points and team members are bonused based on the score (see individual compensation agreement for bonus details.)

When a portion of a team member’s paycheck is tied to the quality of the Sudsy’s Experience, we see an increased commitment to the details that set us apart.

Leaving Your Job
We hope you'll stay with us for a long time, but if you decide to leave for any reason, please tell the General Manager a minimum of two weeks before your last day. This gives us time to find someone to handle your duties.

Team Member Car Washes
As a Sudsy’s team member we want you to drive a clean car! Any day you work a minimum of four hours you may wash your car (no more than one car wash per workday.) The car you wash must be your primary mode of transportation. See Shift Manager for your free wash. You may wash your car immediately prior to your shift (not to overlap the start of your shift) or immediately following your shift. Please use discretion when washing your car and give paying guests preferential treatment.

> back to top

EXPECTATIONS
As a new team member, you need to know what Sudsy’s expects. We can't list all of them, but here are a few expectations.

• Never steal or be dishonest. This Includes:
  - Stealing merchandise, property or money from Sudsy’s
  - Falsifying information about the hours you or someone else worked
  - Falsifying any document relied on by the company, including employment applications, leave of absence forms or other medical documentation
  - Not giving information asked for or giving untrue information
  - Giving unauthorized price changes, discounts or comp washes
  - Manipulating or improperly using your wash privilege
• Never damage any Sudsy’s property on purpose.
• Never have firearms, other weapons or explosives on Sudsy’s property.
• Never harass a guest or team member and never fight or use threatening behavior:
  - You must not physically or verbally abuse or harass anyone, even in a joking manner.
  - You must not swear or use obscene language.
• Never gamble on Sudsy’s premises.
• Never perform any unsafe acts.
  
• Never smoke or use tobacco on Sudsy’s property.
  
• Never use or be under the influence of any illegal drug or alcohol, or have drugs on Sudsy’s premises.
  
• Never exhibit or display personal behavior that damages your relationship with other team members or reflects badly on Sudsy’s. While at work, you must perform your duties in a positive, respectful manner. Regardless of your overall performance, conduct that disrupts business and/or negatively impacts guest service/teamwork will not be tolerated.
  
• Don't break or refuse to obey instructions or store/company rules and policies.
  
• Don't be absent from work without notifying your supervisor in advance of your start time or have excessive unexcused absences. If you are absent without notifying your supervisor for three consecutive days, you've abandoned your job. So if you're going to be gone, be sure to call in. Also, you must not be absent or late too many times. Let your supervisor know if you'll be late or absent.
  
• Don't solicit your team members during work hours. This includes asking your team members to join organizations or pools, or to make gifts to charities.
  
• Don't distribute flyers, pamphlets or other information to team members or guests (unless authorized by Sudsy’s.)

Remember, these are not the only rules at Sudsy’s, but they are some examples of what not to do. If you're unsure about something, please ask the Site Manager.

*Sudsy’s premises include all the buildings, grounds, vehicles and parking areas Sudsy’s owns or uses to conduct its business.

Just as important as what not to do, here are some examples of thing TO do:

• Report to work on time when scheduled.
  
• Please call the Site Manager as soon as you know if you are going to be late or in the case of emergency or sick absences.
  
• Team members should generally make their own phone calls to report absences. Only in extreme emergencies should family members or other individuals make phone calls on your behalf.
  
• If you arrive late, report directly to the Site Manager or Shift Manager.
  
• If you need to leave work early, you must speak directly with the Site Manager or Shift Manager as soon as possible.

> back to top

SUDSY DUCK
Sudsy’s Car Wash has made a significant investment in branding our car wash experience. A big part of that branding is our mascot, Sudsy Duck. Sudsy will spread goodwill and ultimately increase our business. You may from time to time be asked to wear the mascot costume. Here are the guidelines for Sudsy Duck:

It is imperative that Sudsy be kept clean, fresh & presentable and that the person wearing your costume be friendly & professional at all times. The following suggestions should help you to maintain these guidelines.

Wearing Sudsy

• Recommended Wearer Height is 5’6”- 5’9” - but you can be a little taller to wear.
  
• Make sure that you have all parts assembled in a clean, dry area, and that you have someone else there to assist you.
  
• Please wear a clean, dry tee shirt and shorts every time you wear the costume.
  
• Try on the head and make sure it comfortable before putting on the costume, Then put these articles on this order...
  1 - Put on tights.
  2 - Step into body and pull up to waist.
  3 - Put on feet.
  4 - Put on hands.
  5 - Finish putting on body and zip up.
  6 - Put on life vest, zip up, and buckle belt straps.
  7 - Put on head.

Being Sudsy

• Sudsy must ALWAYS – without exception - be escorted in public.
  
• NEVER remove any portion of the Sudsy costume while in public, including and especially the head. This destroys the mystique.
  
• If Sudsy’s feet are too large and loose on your feet, use a pair of deck shoes into them before putting your feet in. Do not drag your feet.
  
• Before going out in public for the first time, try the costume on and become familiar with all its features and limitations.
  
• No smoking, eating or drinking in or around Sudsy.
  
• Keep the costume parts away from heat/open flames.
  
• Shake people’s hands and/or give them hugs – do not pick up children
  
• Because Sudsy is so large, you must exaggerate your movements and use enthusiasm when in the costume. Practice animated moves and get input from others who have worn the costume.

Storing and Caring for Sudsy
After each appearance:

• Brush all fur parts of costume with provided brush
  
• Spray Fabreeze in all costume parts, including feet
  
• Store in predetermined area
  
• Washing Instructions
  - Never Dry Clean Any Part Of Your Costume!
  - Never Wash Your Costume In Hot Water!
  - Never Place Your Costume In A Dryer!

Sudsy can be washed in a regular home-style washing machine or a commercial machine on the gentle cycle in COLD WATER ONLY! Use a high quality laundry detergent (like Tide) AND ALWAYS USE A LIQUID SOFTENER such as Downy.

1. Remove any rings from body before laundering.
   
2. Do not place the characters head in a washing machine; hand washing only.
   
3. After washing, brush any fur parts thoroughly while still damp, using a metal dog brush or comb.
   
4. Hang dry costume & parts on a line, and use a fan to speed drying if necessary.
   
5. Inside of feet & heads can be sprayed with a hospital quality spray disinfectant to kills germs & odors.

Sudsy’s is to be returned to Scollon Productions (803-345-3922) - its manufacturer - periodically (once a year or as needed) for a more thorough cleaning and/or complete refurbishment.

> back to top

COMMUNICATION
Good communication creates a fun and stress free work place and we are committed to keeping all lines of communication open. We also believe team member’s ideas, suggestions and insights are a crucial part of improving the Sudsy’s Experience. That's why Sudsy’s has an Open Door Policy. You can go to any Manager or Ownership with your thoughts or concerns. That's one of the quickest ways to put your ideas into action.

Postings
Directly inside the equipment room door leading from the office area, you will find all state and federally regulated postings regarding employment, etc.

Work schedules will be posted in the Daily Operations Book.

Please check the white board in the manager’s office before beginning your shift. We will place any special notes or information you need to know regarding Sudsy’s on the white board.

Computer Policies/Standards
All email and computer use is reserved for work related communication and work only. There is to be no personal emails, web surfing or computer use. Keep in mind that e-mail is the property of Sudsy’s and is subject to review, retention and monitoring; so do not consider it to be private. Information you create, access and use at work is company property. Don't assume that any information stored on your computer, voice mail, electronic mail systems or any other communication technology will be private. Don't use company systems for something you wouldn't want someone else to see. In addition, sexually explicit, lewd or obscene messages, graphics, data or other information on company-owned systems or equipment simply do not belong in the workplace and can be grounds for serious corrective action, including termination.

You may not illegally copy material protected under copyright law or make that material available to others for copying. This includes file-sharing/peer-to-peer programs. You are responsible for complying with copyright law and licenses that may apply to software, graphics files, documents, messages and other material you wish to download or copy. You may not agree to license or download any material for which a registration fee is charged without first obtaining the expressed written permission. Never give Sudsy’s owned software to anyone outside Sudsy’s. Using software owned or licensed by Sudsy’s for personal use or benefit is against company policy. Pirating software is also a crime and could get you in serious trouble with companies that sell the software.

Computer viruses can result in lost data, repair costs, loss of productivity and more. The majority of viruses are spread by e-mail attachments, so it’s important to know who sent the message before you open it. Delete suspicious e-malls immediately and if your system has a virus, contact the manager ASAP.

A chain letter is an e-mail letter that is sent to several people with an offer of luck or money if it is passed on to additional people. Passing along chain letters can clog our mail server, which severely degrades our e-mail and network performance. If you receive an e-mail chain letter, delete it and do not pass it along to anyone else.

All business email and documents must be kept organized, labeled and purged appropriately.

Any team member who fails to comply with the computer policies and standards may be subject to legal action, including criminal prosecution, and corrective action up to and including termination.

Telephone
Please do not use the onsite phoneline for personal calls. Be sure that your friends and family know not to call you while you're working. If you bring a cell phone to work, it can only be used (including texts) during breaks.

> back to top

SAFETY

• Clean up all spills or clutter on the floor. This will help prevent slips and falls.
• Keep all inventory, tools and supplies stored in their appropriate locations.
• Stack supplies and inventory carefully; this will prevent objects from falling.
• Ask for help with any heavy lifting or moving. This will help prevent strains and sprains. Be sure to use proper lifting techniques do not use your back.)
• Share any safety ideas with team members and leadership.
• Do not try to repair or maintain equipment while it is running!
• Never enter the wash tunnel unless all equipment is off.

Safety/Accident Incidents
Tell the Site Manager immediately about every accident or injury that occurs. It doesn't matter how minor it seems. We want you to have immediate medical attention if needed, and we want to prevent a similar incident by identifying its cause. The only way we can do this is by team members reporting the incident immediately.

When a guest or non-Sudsy’s team member (contractor, vendor, etc.) has an accident on our premises, remain calm and stay with them until help arrives. Please do not discuss the cause or liability of the accident with the non-Sudsy’s team member.

Sudsy’s uses a lot of chemicals, ranging from household cleaners to car cleaning chemicals. You may be asked to use chemicals in the course of your job. Please use extreme caution in handling any chemical and do not use any chemical that you do not have appropriate training or knowledge of.

Site Organization/Cleanliness
One of the great contributors to the Sudsy’s Experience is the cleanliness of our site – inside and out. That means:

• Follow proper cleaning and sanitizing procedures, schedules and checklists
  
• Maintain a sanitary, pest-free environment inside and outside the building
  
• Pick up any and all refuse you see anywhere on the property
  
• Keep a neat, organized and visually pleasing lobby, and property
  

> back to top

INTEGRITY/ETHICS
As a team member, your everyday actions make a big impact on the Sudsy’s brand and reputation. A casual remark or seemingly harmless action, no matter how innocent, can quickly break down your credibility and the relationships you have built with a guest, a fellow team member or the community. Therefore, every action you take must reflect the highest ethical standards. As you face decisions, ask yourself:

• Is it legal?
  
• Is it right for the business?
  
• Will I feel proud?

Generally, when your actions are in accordance with laws and policies and reflect what is best for our guests, teams, and community, you will be on good ethical footing. Remember, integrity means doing the right thing, even if no one else will ever know. So, always consider, if your actions were made public, would your family, friends and team be proud of you?

Remember, ethical behavior and integrity is just a natural and essential part of the way Sudsy’s team members work.

> back to top

SUBSTANCE POLICY
Sudsy’s chooses to maintain a work environment that is drug-, alcohol- and tobacco-free. The following types of activity are grounds for corrective action, up to and including immediate termination, if performed during working hours (including breaks and overtime) and/or on company premises (including parking lots, company vehicles) or while on company business off-site.

• Use, consumption or possession of non-prescribed mood-altering, legal or Illegal chemicals or drugs.
  
• Misuse of non-prescribed legal drugs or misuse of drugs prescribed by a physician.
  
• Buying, selling, offering or receiving illegal drugs.
  
• Reporting to work or working while impaired by alcohol or drugs.
  
• Tobacco use in any form. Team members who wish to smoke or use tobacco in any form must do so while not on company time or on company premises.
  
• The use, consumption or possession of alcohol (including beer and wine) on company premises is prohibited.

Sudsy’s reserves the right to:

• Inspect packages or containers of any kind (including shopping bags, purses and briefcases) that are on company premises.
  
• Conduct drug/alcohol testing.
  
• Require team members to report to a company-designated licensed health care provider for physical examination (which may include breath, urine and/or blood testing for chemical substances). Team members who fail to comply with the referral and/or recommendations/treatment of the physician will be subject to corrective action, up to and including termination.

> back to top

AGGRESSION IN THE WORKPLACE
Violence-Free Workplace
Sudsy’s does not tolerate workplace violence. We define workplace violence to include actions or words that endanger or harm an individual or Sudsy’s property. It also includes actions or words that result in a reasonable belief by others that either they or other individuals are in danger, or that their property is in danger.

Sudsy’s has a Zero Tolerance Violence-Free Workplace Policy to emphasize its commitment to provide a safe and secure environment. Under this policy, any acts or threats that Sudsy’s considers to be related to violence, including but not limited to, intimidation, bullying, stalking, verbal or physical aggression or harassment, and/or coercion, will not be tolerated in any form. This behavior is absolutely prohibited with regard to anyone connected to Sudsy’s, including team members, guests and vendors. Violation of this policy will result in prompt and appropriate corrective action up to and including immediate termination and possible criminal prosecution. Any team member who experiences or witnesses any of the prohibited behavior, including by team members, guests or vendors, should immediately report the behavior.

In addition, if you are concerned about a potentially violent situation from outside of work spilling over into the workplace, please let us know so we can help keep you safe at work.

Examples of prohibited conduct (including, but not limited to):

• Striking or shoving another individual
  
• Threatening in any way, directly or indirectly, to harm another individual, his/her family, friends, property or Sudsy’s property
  
• Any threatening or bullying words or actions, even If said or done in a joking manner, which could be perceived as threatening to an individual's safety or to Sudsy’s property.
  
• Intentionally destroying or vandalizing another's property or property belonging to Sudsy’s
  
• Any form or act of harassing surveillance or stalking, including the repeated following of another individual
  
• Any act of verbal or physical sexual aggression, sexual violence or sexually motivated threats
  
• Harassing or threatening telephone calls, letters, e-mails or other forms of written or electronic communications
  
• Intimidating or attempting to coerce another individual to do wrongful acts
  
• Possession or use of any firearms, weapons, explosives or any other dangerous devices on Sudsy’s property

Harassment-Free Workplace
Sudsy’s strictly prohibits unlawful harassment on the basis of race, color, sex, gender, national origin, citizenship status, religion, age, disability, sexual orientation or any other protected characteristic. Sudsy’s is also committed to a workplace that is free of intimidating or threatening remarks or behavior, stalking, violence or the threat of violence. Sudsy’s team members are the most important partners in achieving this goal. Any team member who experiences any of the kinds of behavior described here must report the behavior.

Types of conduct prohibited:

• Inappropriate conduct based on someone’s race, color, sex, gender, national origin, citizenship status, religion, age, disability, sexual orientation or any other protected characteristic
  
• Inappropriate conduct by or toward anyone, including a team leader, manager, co-worker, vendor or guest
  
• Inappropriate conduct, such as threats of harm to Sudsy’s or anyone connected with Sudsy’s, intimidating behavior or remarks, violence or the threat of violence or stalking
  
• Inappropriate conduct via any form of communication, including voice mail, e-mail or computer communications, etc., and/or using any company-owned equipment or systems

Here are some examples of the types of behaviors that may be considered violations of this policy:

• Making sexual advances, asking for sexual favors, making sexually suggestive comments or offering employment benefits in exchange for sexual favors
  
• Making sexual comments or jokes, or using graphic or sexually degrading language to describe someone
  
• Using foul or obscene gestures
  
• Passing around or displaying sexually suggestive or obscene printed materials, pictures or objects
  
• Making unwanted physical contact, like patting, pinching, grabbing or fondling
  
• Violations of this policy also can occur if someone threatens or suggests that part of your job (like work assignments, promotions, review scores or wages) will suffer if you object to advances or behavior. Likewise, violations of this policy may occur if the conduct unreasonably interferes with your work or makes your work environment intimidating, hostile or offensive.
  
• Using derogatory "slang" names to refer to members of an entire group or race
  
• Teasing, jokes or derogatory remarks about another's age, race, sexual orientation or any of the other protected characteristic
  
• Imitating or making fun of the physical or mental limits imposed upon another team member by a disability
  
• Contributing to an atmosphere that makes the workplace intimidating, hostile or offensive for another team member due to that team member's race, sex, gender or one of the other characteristics listed above

Intimidating or threatening behavior or remarks, violence or threat of violence are also unacceptable and can result in corrective action, up to and including termination.

Some examples include:

• Challenging another person to a fight
  
• Threatening to physically harm someone
  
• Striking, punching, slapping or assaulting another person

If you believe you have been subject to or witnessed conduct that violates Sudsy’s policies, it is important to speak out right away. If you are comfortable doing so, talk to the person whose behavior is bothering you and ask the person to stop. If you are not comfortable talking to that person, or if doing so doesn't work, talk to the Site Manager or Ownership.

Sudsy’s investigates all complaints under this policy as thoroughly and promptly as possible. Sudsy’s also strives to keep the information gathered in the complaint and investigation process as confidential as possible. If an investigation shows a violation of this policy has occurred, Sudsy’s will take prompt and appropriate corrective action, up to and including termination.

Sudsy’s prohibits retaliation against anyone who has reported conduct believed to violate this policy or who has assisted in investigating such a complaint. If you feel you have experienced retaliation, please inform the Site Manager or Ownership. If it is determined this no-retaliation policy has been violated, or if Sudsy’s investigation is otherwise interfered with, this may result in corrective action, up to and including termination of the individual involved in the inappropriate conduct.

Sudsy’s prohibits the use of the complaint procedure contained in this policy for improper, malicious or ill-intended purposes, Accordingly, Sudsy’s will take corrective action, up to and including termination, against any team member who abuses Sudsy’s complaint procedure by knowingly lodging a false complaint or by knowingly giving false information during the course of an internal investigation.

> back to top