SIREN POLE DANCE LLC INDEPENDENT CONTRACTOR’S  HANDBOOK 

FOREWORD

Siren Pole Dance’s mission is to provide access to the inner power of the everyday person through pole fitness. This access provides stress relief, muscle building, flexibility, and the opportunity of expression through movement. We provide an environment that celebrates the community by offering lessons, workshops, and thaat platform to bond with other people through art form and fitness. 

We are confident that you will find our corporation a dynamic and rewarding place in which to work, and we look forward to a productive and successful association. We consider the contractors of Siren Pole Dance to be one of its most valuable resources. This handbook has been written to serve as the guide for the independent contractor/employer relationship. 

There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning a policy or practice, you should address your specific questions to the owner, Josh Gutier. Neither this handbook nor any other corporation document confers any contractual right, either express or implied. Nor does it guarantee any fixed terms and conditions of your contract. Your contract is not for any specific time and may be terminated at will with or without cause and without prior notice by the corporation, or you may resign for any reason at any time. No supervisor or other representative of the corporation (except the president) has the authority to enter into any agreement for employment for any specified period or to make any agreement contrary to the above. 

The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. 

This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except Siren Pole Dance LLC, contractors and others affiliated with Siren Pole Dance LLC whose knowledge of the information is required in the normal course of business. 

Some subjects described in this handbook are covered in detail in official policy documents. Refer to these documents for specific information because the handbook only briefly summarizes those guidelines and benefits.  

Employee Handbook Acknowledgment and Receipt 

I have received my copy of the Employee/Independent contractor’s Handbook. 

The employee handbook describes important information about Siren Pole Dance LLC and I understand that I should consult the president with any questions not answered in the handbook. I have entered an independent contract with Siren Pole Dance LLC voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Siren Pole Dance LLC can terminate the relationship at will, with or without cause, at any time, so long as there is not violation of applicable federal or state law. 

This handbook and the policies and procedures contained herein supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of my independent contract with Siren Pole Dance LLC. By distributing this handbook, the corporation expressly revokes any and all previous policies and procedures that are inconsistent with those contained herein. 

I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by Siren Pole Dance LLC and the corporation reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify or eliminate existing policies. Only the president of Siren Pole Dance LLC has the ability to adopt any revisions to the policies in this handbook. 

I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued independent contract at Siren Pole Dance, which may be terminated at the will of either Siren Pole Dance LLC or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I understand and agree that employment and compensation may be terminated with or without cause and with or without notice at any time by Siren Pole Dance LLC or myself. 

I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

DIVERSITY

Equal Employment Opportunity Statement

Siren Pole Dance LLC provides equal employment opportunities (EEO) to all contractors and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws.

Siren Pole Dance LLC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the corporation has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Siren Pole Dance LLC expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status.

Siren Pole Dance LLC Anti-harassment Policy and Complaint Procedure 

Siren Pole Dance LLC  is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Siren Pole Dance LLC expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. 

It is the policy of Siren Pole Dance LLC  to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. Siren Pole Dance LLC prohibits any such discrimination or harassment. 

Siren Pole Dance LLC encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Siren Pole Dance LLC to promptly and thoroughly investigate such reports.   

Siren Pole Dance LLC prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports. 

Definitions of Harassment 

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. 

Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature. 

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's employment opportunities. 

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on corporation time or using corporation equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means. 

Individuals and Conduct Covered 

These policies apply to all applicants and contractors, whether related to conduct engaged in by fellow contractors or someone not directly connected to Siren Pole Dance LLC 

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events. 

Complaint Process 

Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with management. 

When possible, Siren Pole Dance LLC encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Siren Pole Dance LLC recognizes, however, that an individual may prefer to pursue the matter through complaint procedures. 

Siren Pole Dance, LLC. encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. 

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. 

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. 

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. 

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. 

If a party to a complaint does not agree with its resolution, that party may appeal to Siren Pole Dance LLC. False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action. 

Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) 

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more contractors from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and contractors who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position. 

It is the policy of Siren Pole Dance LLC to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our corporation’s policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. 

The corporation will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Siren Pole Dance LLC 

EMPLOYMENT

Employee Classification Categories

All contractors are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help contractors/employees understand employment classifications and contractors’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Siren Pole Dance LLC. 

Nonexempt contractors are contractors whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime. 

Exempt contractors are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt contractors/employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. 

Siren Pole Dance LLC has established the following categories for both non-exempt and exempt contractors: 

Regular, full time: Contractors/employees who are not in a temporary status and who are regularly scheduled to work the corporation’s full-time schedule of 37.5 hours per week. Generally, these contractors are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program (Is not applicable to Siren Pole Dance LLC) 

 Regular, part time: Contractors/employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time contractors are eligible for some of the benefits offered by the corporation subject to the terms, conditions and limitations of each benefits program (Is not applicable to Siren Pole Dance LLC) 

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Temporary, full time: Contractors who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the corporation’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status (Is not applicable to Siren Pole Dance LLC) 

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Temporary, part time: Contractors who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the corporation’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status (Is not applicable to Siren Pole Dance LLC) 

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Temporary workers are not eligible for corporation benefits unless specifically stated otherwise in corporation policy or are deemed eligible according to plan documents (Is not applicable to Siren Pole Dance LLC) 

Siren Pole Dance LLC conducts business with independent contractors only and do not have employees. A separate contract the entails the details of the relationship with corporation and contractor (s) is available and replaces the content in this section of the handbook. 

Background and Reference Checks

To ensure that individuals who join Inc. are well qualified and to ensure that Siren Pole Dance LLC maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form. 

All offers of employment are conditioned on receipt of a background check report that is acceptable to Siren Pole Dance LLC All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process. 

If information obtained in a background check would lead Siren Pole Dance LLC to deny employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment. 

Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job related. 

Siren Pole Dance Inc also reserves the right to conduct a background check for current contractors to determine eligibility for promotion or reassignment in the same manner as described above.

Nepotism, Employment of Relatives and Personal Relationships

Siren Pole Dance LLC wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins and domestic partner relatives. 

If contractors begin a dating relationship or become relatives, partners or members of the same household and if one party is in a supervisory position, that person is required to inform management and of the relationship. 

Siren Pole Dance LLC reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between contractors, even if there is no direct-reporting relationship or authority involved. 

Progressive Discipline

Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Contractors also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. 

Siren Pole Dance LLC supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws. 

Outlined below are the steps of our progressive discipline policy and procedure. Siren Pole Dance Inc reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the contractor’s work record; and the impact the conduct and performance issues have on our organization. 

The following outlines Siren Pole Dance LLC's progressive discipline process: 

·Verbal warning: A supervisor verbally counsels an employee/contractor about an issue of concern, and a written record of the discussion is placed in the contractor’s file for future reference. 

·Written warning: Written warnings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an contractor’s personnel file. Contractors should recognize the grave nature of the written warning. 

·Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he/she/they has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or placed on a performance improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur. 

Siren Pole Dance LLC reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge. 

Separation of Employment

Separation of employment within an organization can occur for several different reasons. 

·Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause contractors to voluntarily resign employment. Resigning contractors are encouraged to provide two weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. Management reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs warrant such action. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given. 

·Job abandonment: Contractors who fail to report to work or contact their supervisor for three (3) consecutive work days shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. At the expiration of the third workday, initiation of  the paperwork to terminate the employee will commence. Contractors who are separated due to job abandonment are ineligible for rehire. 

·Termination: Contractors of Siren Pole Dance LLC are employed on an at-will basis, and the corporation retains the right to terminate an employee at any time. 

Return of Corporation Property 

The separating employee/contractor must return all corporation property at the time of separation, including keys. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck. 

Rehire 

Former contractors who left Siren Pole Dance LLC in good standing and were classified as eligible for rehire may be considered for reemployment.  An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire. 

WORKPLACE SAFETY

Drug-Free Workplace

Siren Pole Dance LLC has a longstanding commitment to provide a safe and productive environment for contractors and clients. Alcohol and drug abuse pose a threat to the health and safety of contractors and clients. For these reasons, Corporation is committed to the elimination of drug and/or alcohol use and abuse in the workplace. 

Siren Pole Dance LLC reserves the right to require drug and/or alcohol testing in the situations to avoid legal liability. If an intoxicated employee harms someone on the job, the employer could be legally liable for those injuries. Workplace drug and alcohol use may also violate OSHA and state occupational safety laws. 

Siren Pole Dance LLC may also require a drug test. If an initial screening test shows the presence of alcohol, prescription drugs or illegal drugs, or the presence of an adulterant (a product intended to disrupt the efficacy of the drug testing process), the sample will be re-tested through a confirming test at the Corporation’s expense.   

Employee Assistance and Drug-Free Awareness 

Contractors should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit contractors from the lawful use and possession of prescribed medications. Contractors must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Contractors should not, however, disclose underlying medical conditions unless directed to do so. 

Work Rules 

The following work rules apply to all contractors: 

·Whenever contractors are working, are present on studio premises, or are conducting related work off-site, they are prohibited from: 

oUsing, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia). 

oBeing under the influence of alcohol or an illegal drug as defined in this policy. 

·The presence of any detectable amount of any illegal drug or illegal controlled substance in a contractor’s body while conducting corporation business or while in a corporation facility is prohibited. 

·Siren Pole Dance LLC will not allow any contractor to perform their duties while taking prescribed drugs that are adversely affecting the contractor’s ability to safely and effectively perform their job duties. Contractors taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked. 

·Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution. 

·If contractor is found to be under the influence or in possession of illegal drugs/drug paraphernalia, corporation has right to immediately dismiss contractor from working or representing company at off-site events. 

Consequences 

Contractors who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. 

Crimes Involving Drugs 

Siren Pole Dance Inc prohibits all contractors from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on corporation premises or while conducting corporation business. Contractors are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected. 

Violence in the Workplace

All contractors, customers, vendors and business associates must be treated with courtesy and respect at all times. Contractors are expected to refrain from conduct that may be dangerous to others.  Conduct that threatens, intimidates or coerces another employee, customer, vendor or business associate will not be tolerated.  Siren Pole Dance LLC resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. 

Siren Pole Dance LLC will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible.  Siren Pole Dance LLC will not retaliate against contractors making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, Siren Pole Dance LLC may suspend contractors suspected of workplace violence or threats of violence, either with or without pay, pending investigation. 

Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment. 

Siren Pole Dance LLC encourages contractors to bring their disputes to the attention of management before the situation escalates.  Corporation will not discipline contractors for raising such concerns.

Safety

It is the responsibility of each employee/independent contractor to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client. 

Safe Pole Fitness 

Body Preparation 

Instructors and students should not use lotions or oils on their skin when participation in a pole fitness class. Instructors should remind students to participate in pole fitness with clean skin to avoid injury. 

Individual Fitness Levels 

Instructors should remind students to work at their individual fitness levels.  The instructor should provide level options so each student can vary the technique based on their skill and fitness level. 

Cleaning of the Pole 

Poles can become slick with sweat or oils so it may be necessary to wipe the pole down frequently. It should be cleaned after each participant with a clean towel and rubbing alcohol. 

Late Students 

Students who miss the proper warm-up should NOT be permitted to participate in the class after 15 minutes for safety reasons. Please remind students that the warm-up is an essential portion of the class and prepares the body for various pole techniques.  Not participating in a proper warm-up can increase the risk of injury. 

Grip Aids 

Grip aids can be helpful with particular pole moves. When applicable, remind students to use grip to prevent injury. 

Spacing 

As instructors, please remind students to be mindful of the space between moves when they are performing techniques.  Some moves require a body length of clearance.  If there are multiple people sharing a pole, it is important to stand clear of the workout space. 

Floor Mats 

Exercise mats should be used for the warmup as well as placed on the floor around the pole when attempting new moves for safety.  It is important that they do not become an obstacle when not needed and should be removed and placed far from the pole, so they are not a hazard.  New moves should be performed closer to the floor for safety reasons.  As the students become more skilled in pole fitness techniques, the moves can be performed farther away from the floor. 

Shoes 

Instructors should advise students to participate in pole fitness with shoes that have a rubber sole to prevent sliding and injury. 

Clothing 

Instructors should recommend comfortable, form fitting shorts and a tank top or bra top so the skin can grip the pole.  This is to prevent sliding and injury on the pole. 

Physical Spotting 

It is important to spot students when pole fitness techniques are first executed.  It is important that the instructor used proper techniques when spotting students.  Always have your knees slightly bent and your abdominal muscles engaged to support the lower back when assisting with any lifts.  When communicating through touch, be aware of where your hands are being placed.  Before touching any participant, always ask the student, “May I touch you?”  Instructors are there to guide students in a safe and supportive manner. 

Emergency procedures 

Before starting a pole fitness class, a pre-class check should be performed.  Instructors should arrive 10 minutes early to perform the check and become familiar with the class set up.  Instructors should be aware of the building fire exits and the location of the first aid kit /AED.  The pre-class check should also include an assessment of the teaching area and equipment to ensure proper set up and safety. 

• If emergency services need to be called, the instructor should remain with the injured member and designate an individual to call and report back to the instructor with an estimated time. 

• The instructor should make sure that other students are not in close proximity of the scene of injury. 

• All class injuries shall be documented on an incident report form and be filed in a safe place. 

• A third party (when possible) should sign as a witness on the incident report form 

• All instructors MUST have first aid training prior to teaching classes at Siren Pole Dance LLC 

Smoke-Free Workplace

It is the policy of Siren Pole Dance LLC to prohibit smoking on all corporation premises in order to provide and maintain a safe and healthy work environment for all contractors and clients. The law defines smoking as the "act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind." 

The smoke-free workplace policy applies to: 

·         All areas of the studio. 

·         All corporation-sponsored off-site conferences and meetings. 

·         All visitors (customers and vendors) to studio premises. 

·         All contractors and consultants working on the corporation premises. 

Smoking is permitted in parking lots only. 

Contractors who violate the smoking policy will be subject to disciplinary action up to and including immediate discharge. 

WORKPLACE EXPECTATIONS

Confidentiality

Our clients and other parties with whom we do business entrust the corporation with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to contractors without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor. 

This policy is intended to alert contractors to the need for discretion at all times and is not intended to inhibit normal business communications. 

All inquiries from the media must be referred to Siren Pole Dance LLC.

Conflicts of Interest

Contractors must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of Siren Pole Dance LLC may conflict with the contractor’s own personal interests. Corporation property, information or business opportunities may not be used for personal gain. 

Conflicts of interest could arise in the following circumstances: 

·Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while employed with Siren Pole Dance LLC 

·Hiring or supervising family members or closely related persons. 

·Serving as a board member for an outside commercial corporation or organization. 

·Owning or having a substantial interest in a competitor, supplier or contractor. 

·Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all corporation contractors. 

Contractors with a conflict-of-interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, contractors must seek review from the management of Siren Pole Dance LLC 

Outside Employment

Contractors are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below: 

Contractors are cautioned to carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If Siren Pole Dance LLC determines that a contractor’s outside work interferes with performance, the employee may be asked to choose to terminate the outside employment or resign from Siren Pole Dance LLC.

Attendance and Punctuality

Not reporting to work and not calling to report the absence is a no-call/no-show and is a serious matter. The first instance of a no call/no show will result in a final written warning. The second separate offense may result in termination of employment with no additional disciplinary steps. A no call/no show lasting three days may be considered job abandonment and may be deemed an contractor’s voluntary resignation of employment. 

Attire and Grooming

It is important for all contractors to project a professional image while at work by being appropriately attired. Siren Pole Dance LLC contractors are expected to be neat, clean and well groomed while on the job. Clothing must be consistent with the standards for a business environment and must be appropriate to the type of work being performed. 

Siren Pole Dance LLC is confident that contractors will use their best judgment regarding attire and appearance. Management reserves the right to determine appropriateness. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to change clothes. Continued disregard of this policy may be cause for disciplinary action, which may result in termination.

Electronic Communication and Internet Use

The following guidelines have been established for using the Internet, corporation-provided cell phones and e-mail in an appropriate, ethical and professional manner: 

·Internet, corporation-provided equipment (e.g., cell phone, laptops, computers) and services may not be used for transmitting, retrieving or storing any communications of a defamatory, discriminatory, harassing or pornographic nature. 

·The following actions are forbidden: using disparaging, abusive, profane or offensive language; creating, viewing or displaying materials that might adversely or negatively reflect upon Siren Pole Dance LLC or be contrary to Siren Pole Dance LLC’s best interests; and engaging in any illegal activities, including piracy, cracking, extortion, blackmail, copyright infringement, and unauthorized access of any computers and corporation-provided equipment such as cell phones and laptops. 

·Contractors may not copy, retrieve, modify or forward copyrighted materials, except with permission or as a single copy to reference only. 

·Contractors must not use the system in a way that disrupts its use by others. Contractors must not send or receive large files that could be saved/transferred via thumb drives. Contractors are prohibited from sending or receiving files that are not related to work. 

·Contractors should not open suspicious e-mails, pop-ups or downloads. Contact IT with any questions or concerns to reduce the release of viruses or to contain viruses immediately. 

·Internal and external e-mails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending e-mail within and outside the corporation. 

Right to Monitor 

All corporation-supplied technology and corporation-related work records belong to the corporation and not to the contractor. Siren Pole Dance LLC  routinely monitors use of corporation-supplied technology. Inappropriate or illegal use or communications may be subject to disciplinary action up to and including termination of employment. 

Social Media—Acceptable Use

Below are guidelines for social media use. 

Contractors may not post financial, confidential, sensitive or proprietary information about the corporation, clients, contractors or applicants. 

Contractors may not post obscenities, slurs or personal attacks that can damage the reputation of the corporation, clients, contractors or applicants. 

When posting on social media sites, contractors must use the following disclaimer when discussing job-related matters, “The opinions expressed on this site are my own and do not necessarily represent the views of Siren Pole Dance LLC.” 

Siren Pole Dance LLC may monitor content out on the Internet. Policy violations may result in discipline up to and including termination of employment.

Solicitations, Distributions and Posting of Materials

Siren Pole Dance LLC prohibits the solicitation, distribution and posting of materials on or at corporation property by any employee/contractor, or non-employee, except as may be permitted by this policy. The sole exceptions to this policy are charitable and community activities supported by Siren Pole Dance LLC management and corporation-sponsored programs related to Siren Pole Dance LLC’s products and services. 

Provisions: 

·Non-contractors may not solicit contractors or distribute literature of any kind on corporation premises at any time. 

·Contractors may only admit non-contractors to work areas with management approval or as part of a corporation-sponsored program. Former contractors are not permitted onto corporation property except for official corporation business. 

·Contractors may not solicit other contractors during work times, except in connection with a corporation-approved or sponsored event. 

·Contractors may not distribute literature of any kind during work times or in any work area at any time, except in connection with a corporation-sponsored event 

·The posting of materials or electronic announcements are permitted with approval from management. 

Violations of this policy should be reported to management. 

Employee Personnel Files

Employee/Contractors files are maintained by management and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. 

A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with anti-discrimination laws. 

Personnel file access by current contractors and former contractors upon request will generally be permitted within three days of the request unless otherwise required under state law. Personnel files may not be taken outside the department. 

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. 

[Note: Please be advised that corporation policy may be subject to state requirements, including potential requirements to provide copies of personnel files]

COMPENSATION

Performance Review 

Siren Pole Dance LLC reserves the right to conduct performance appraisals on an as needed basis. The performance appraisals will be discussed, and both the contractor and manager will sign the form to ensure that the strengths, areas for improvement and job goals have been clearly communicated. Performance evaluation forms will be retained in the contractor’s personnel file.

Payment of Wages

Salary payment is made bi-weekly for base salary due up to the pay date. 

Paydays are usually bi-weekly on the 1st and 15th.

PLEASE SUBMIT INVOICES FOR YOUR HOURS BEFORE PAYOUT CLOSURE.

It is the corporation's policy that contractor's payment be made electronically via direct pay.

Each contractor will be required to provide banking information to receive payment of services.

No salary advances will be made.

Time Reporting

A work hour is any hour of the day that is worked and should be recorded to the nearest tenth of an hour. The workday is defined as the 24-hour period starting at 12:00 a.m. and ending at 11:59 p.m. The workweek covers seven consecutive days beginning on Sunday and ending on Saturday. The usual work week period is 40 hours. 

Contractors will submit their time record by signing in electronically before each shift. As directed Each employee is required to sign in electronically on a daily basis. The corporation will use the time signed in to maintain an accurate daily record of hours worked. All absences from work schedules should be appropriately recorded. Each contractor should notify management if he/she forgets to sign in so the time may be adjusted appropriately.

Instructor’s Insurance

In order to protect instructors from liability, Siren Pole Dance LLC requires each instructor to carry Professional Liability insurance. This is mandatory and necessary to protect you as an independent contractor from misconduct, negligence, injuries, etc.

Please reach out to Josh if you'd like to purchase on studio insurance for a discounted rate.

Low Class Enrollment

Siren Pole Dance LLC reserve the right to cancel classes due to low or no student enrollment. The instructor will be notified at least two hours before class time.

Contractor’s Benefits

At Siren Pole Dance LLC we appreciate your service and offer perks to you as a courtesy. However, we reserve the right to change our policies concerning benefits at any time. This includes: 

• Studio to practice, contingent classes/parties/rentals are not in session (owner needs to be notified) 

• Instructors may take other instructors’ classes when space allows, but student attendance takes priority. 

• Discounts on apparel 

• Booking parties at the studio - only pay cleaning fee (Instructor must work their own party) 

• Only pay studio rental rate for private sessions 

• 50% off stage rentals – price determined by management 

• First offers on all paid gig connections, showcase performance, etc.