Company Policies

Workplace Overview #

At 2 Guys with Knives we love to joke around and have a good time but we also bring the hustle factor to work every day.

Even though we like to have fun, we take our work very seriously. A few basic rules must be followed in order to build a lawful and pleasant workplace where you can thrive.

 

 

 

 

 

 

 

Confidentiality and data protection #

It is imperative that private information regarding our clients, employees or products is well-protected. Examples of confidential information are:

• Employee records
• Unpublished financial information
• Data of customers/partners/vendors
• Customer lists (existing and prospective)
• Unpublished goals, forecasts and initiatives marked as confidential
• Supplier’s contact information
• Ingredients and recipes

As part of our hiring process, you will be asked to sign an employee agreement which contains a non-disclosure agreement (NDA) and we expect you to act responsibly when handling confidential information.

You must:

• Lock or secure confidential information at all times.
• Shred confidential documents when they’re no longer needed.
• Make sure you view confidential information on secure devices only.
• Only disclose information to other employees when it’s necessary and authorized.
• Keep confidential documents inside our company’s premises unless it’s absolutely necessary to move them and if so, authorization must be granted prior to doing so.

You must not:

• Use confidential information for your personal benefit or profit.
• Disclose confidential information to anyone outside of our company.
• Replicate confidential documents and files and store them on insecure devices.
• This policy is important for our company’s legality and reputation. We will terminate any employee who breaches our confidentiality guidelines for personal profit.
• We may also discipline any unintentional breach of this policy depending on its frequency and seriousness. We will terminate employees who repeatedly disregard this policy, even when they do so unintentionally.

 

 

 

 

Punctuality & Timelines #

We operate in an organized and fast paced environment which requires all team members to be self motivated within time management.

• It is your responsibility to ensure you arrive on time and ready to work at your scheduled start time.
• If you are unable to attend your shift due to illness or any other authorized reasoning you must contact your manager prior to your start time to inform them.
• Tardiness, failing to communicate and no shows will not be tolerated and will result in corrective & disciplinary action.
• Due to the nature of our production schedule you may frequently receive tasks with specific timelines attached. Completion must be executed within the timelines given. If for any reason you anticipate not being able to complete within the timeline given you must notify your manager prior to allow for additional delegation to be executed.
• Projects which are handed in past the due date without any communication prior to the timeline deadline will result in corrective & disciplinary actions

 

 

 

 

Communication #

Communication is the key to a harmonious work environment and an efficient response structure must be of top priority.

• All internal slacks, emails etc. must be acknowledged and responded to as efficiently as possible
• All client communications via phone voicemail or email must be responded to immediately
• If you are scheduled as “on call” you must be available to be reached via phone or email and available to come in to work if needed

 

 

 

 

 

Harassment and Violence #

To build a happy and productive workplace, you are expected to treat others well and help them feel safe. Each of us has a responsibility to do our part to prevent harassment and workplace violence.

We have a zero-tolerance policy for all forms of harassment and violence.

Harassment is a broad term and may include seemingly harmless actions, like gossip. Some examples of harassment are:

• Sabotaging someone’s work on purpose.
• Engaging in frequent or unwanted advances of any nature.
• Commenting derogatorily on a person’s ethnic heritage or religious beliefs.
• Starting or spreading rumors about a person’s personal life.
• Ridiculing someone in front of others

Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.

If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:

• Offenders. If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.
• Your immediate manager. If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and take appropriate actions.
• Head of HR or Upper management. Feel free to reach out to the person in charge of HR or any of the owners in any case of harassment no matter how minor it may seem. For your safety, contact them as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.

Violence in our workplace is a serious form of harassment. It includes physical and sexual assault, destruction of property, threats to harm a person or property, and verbal and psychological abuse. We want to avoid those incidents altogether, but we also want to be ready to respond if needed.

For this reason, we ask you to:

• Report to your manager or the head of HR if you suspect or know that someone is being violent. Your report will be confidential and we will investigate the situation with discretion.
• Call 911 if you witness incidents of severe physical violence (e.g. ones that involve a lethal weapon). For your safety, avoid getting involved.

We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee and possibly press criminal charges. Employees who damage property deliberately will be solely responsible for paying for it.

 

 

 

 

 

 

Drug free workplace #

2 Guys With Knives is a drug-free workplace. Whether you are an employee, contractor or visitor, you must not bring, use, give away or sell any drugs on company premises. If you are caught with illegal drugs, or show that you are under the influence of substances, you will face disciplinary action up to and including termination.