Handbook

OUR HISTORY 

In 2009, Emma Arzate, alongside her mother, embarked on a journey as the original founders of Detail Cleaning Services, driven by the mission to support her mother's work opportunities. As the demand for dependable service grew, Emma wholeheartedly embraced the venture, transitioning into a full-time commitment, and transforming it into her lifelong career. In 2012, after completing his service in the Army, Emma's brother Ino joined as a co-owner, infusing the family-owned business with his expertise and further enhancing its offerings.

The team's bonds strengthened as Joanna, already involved since her teenage years, officially joined in 2013, contributing her dedication and skills to the company's continued success. In 2016, Detail Cleaning Services welcomed Lety, whose talents and unwavering commitment enriched the team even further. United by their shared values and unwavering commitment to excellence, this close-knit team turned the company into a reputable and thriving enterprise, making a lasting impression on their satisfied clientele. Through their collective efforts, they not only built a successful business but also upheld their ethos of making a positive impact on the lives of others.

What We offer:

• Residential Maintenance Cleaning: Weekly, Biweekly, Monthly recurring cleaning services
• Residential Top To Bottom Cleanings (TTB): One time or Occasional service for a thorough deep cleaning
• Residential Move In / Move Out Cleaning: Specialized cleaning of an empty home 
• Make Ready Cleanings: Prepare rental properties efficiently for new tenants
• Commercial Cleaning: Tailored services for small buildings, attorneys' offices, accountant offices, boutiques, etc.
• Free cleaning services: We provide complimentary cleaning services to Cancer patients & Families impacted by Autism

Handbook

Welcome!

Much thought, experience, consulting, and wisdom have been put into this project to address most of our workplace management policies and make Detail Cleaning Services DBA Detail Maid Services a productive, interesting, and enjoyable place to work!

You are responsible for reading and understanding this Employee Handbook.

Your signature on the "Receipt and Acknowledgment of the Detail Cleaning Services Employee Manual DBA Detail Maid Services" confirms that a copy of the Detail Cleaning Services Employee Manual has been provided to you on the date noted, and that you are responsible for reading, understanding, and complying with its contents. No policy manual can cover every situation, so consult your Manager for clarification when a question arises. These policies supersede all previous policies.

Nothing in this Employee Handbook constitutes an expressed or implied contract of employment or warranty of any benefits. Regardless of anything which may appear in this Handbook or any other Company publication, policy, statement, or practice, you have the right to terminate your employment relationship without notice for any reason, with or without cause, at any time, and our Company reserves the right to do the same. No one has the authority to bind our Company to any agreement contrary to the foregoing, except for our President, which must be done in writing.

I believe you will find that our policies at Detail Cleaning Services DBA Detail Maid Services are fair and treat everyone with respect and dignity. We greatly appreciate your presence and contribution to Detail Cleaning Services DBA Detail Maid Services.

MISSION STATEMENT

Our Mission is to enhance lives one cleaning at a time

Our goal is to improve the well-being of everyone we touch. To achieve this, we strive to provide our employees with a livable wage and a work environment they can be proud of. We aim to enhance the lives of our customers through the high-quality services we offer. Moreover, we are committed to giving back to our community by providing complimentary cleaning services to cancer patients and families with children on the autism spectrum. As a Veteran owned company we show our appreciation for our local veterans by offering them free cleanings as well.

VISION STATEMENT

Our vision is to be recognized as one of the industry leaders and to bring about positive changes in people's lives through our work. We strive to provide exceptional service to our customers with a commitment to detail and trust. We believe that by serving others with care, we can make a difference in the world.

CORE VALUES

1. Trust - We act with integrity to establish meaningful and long lasting connections.
2. Commitment –  We practice reliability and determination.
3. Caring – Caring for others is our driving force.
4. Positive – We strive to be enthusiastic with our tasks and optimistic with our daily challenges.

Please read the following statements, sign below, and return to your manager.

AT-WILL EMPLOYMENT

VOLUNTARY EMPLOYMENT

I understand that my employment is voluntary, and neither I nor Detail Cleaning Services have created a contract regarding the duration of my employment. My employment is at-will, meaning I am free to terminate my employment with Detail Cleaning Services at any time, with or without notice or reason. Likewise, Detail Cleaning Services has the right to terminate my employment at any time, with or without reason or notice, at the discretion of Detail Cleaning Services.

COMPENSATION

PAYCHECKS

At Detail Cleaning Services, employees will receive their paychecks on a weekly basis, distributed on Fridays. In case a payday coincides with a Company holiday, checks will be distributed on the next business day. Your paycheck will encompass all hours or commissions worked during the previous period, including any applicable overtime. If you suspect any discrepancies on your paycheck, promptly discuss it with your supervisor for immediate correction, if necessary.

Please note that early release of paychecks is not allowed, and if you authorize someone else to collect your check, a written authorization is required.

FEDERAL TAXES

Federal income tax and Social Security tax (FICA) are typically withheld from all employees' pay as per federal regulations. Every employee, regardless of citizenship status, is required to complete a Form W-4, employee's Withholding Allowance Certificate. However, if you are a citizen of a foreign country on a visa status, you may be exempt from federal withholding based on applicable tax treaties between your country and the United States.

OTHER PAY PROVISIONS

By federal and state law, Detail Cleaning Services is obligated to withhold money from your paycheck for child support, unpaid student loans, or unpaid federal, state, local municipality, or school taxes as directed by the respective governing authorities. Please be aware that your paycheck may not be garnished for the collection of any other unpaid debts.

In the unfortunate event of a lost or stolen paycheck, immediately notify your supervisor for appropriate action.

CONFIDENTIAL INFORMATION

I am aware that, during the course of my employment, confidential information will be available to me; for example, advertising strategies, customer lists, pricing policies and other related information. I understand that this information is unique and critical to the success of Detail Cleaning Services and should not be released or used outside of Detail Cleaning Services facilities with non-Detail Cleaning Services employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to use or exploit this information with any other person or company.

OPEN COMMUNICATION

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Detail Cleaning Services encourages employees to express themselves freely and responsibly. In return, we expect everyone to be treated with dignity and respect.

Open communication, when used appropriately, fosters a productive work environment where everyone has the opportunity to learn, participate, and excel.

Employees: What to do

Talk to your manager if you have questions, comments, or concerns.

If you are not comfortable raising a particular issue with your manager, please speak with the next level of management.

CONFIDENTIAL PROPRIETARY  AND COMMERCIAL SECRET INFORMATION

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Protect the confidential, proprietary and trade secret information of Detail Cleaning Services and that of third parties. This information constitutes our competitive advantage in the market.

Violation of this policy is grounds for disciplinary action, up to and including termination of employment. Civil and / or criminal penalties may also be imposed.

Protect sensitive information from Detail Cleaning Services

No Company employee may disclose Detail Cleaning Services confidential information to an outside party unless a written agreement or license has been previously signed and approved by the owner of the company.

Detail Cleaning Services identifies, classifies and protects all your valuable business information from intentional or inadvertent disclosure, loss, modification, destruction and copying. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

PROTECT CONFIDENTIAL INFORMATION OF THIRD PARTIES

 Detail Cleaning Services respects the confidential information of others.

No employee of Detail Cleaning Services may use or disclose such third party information unless the employee is authorized by the third party to do so and until the employee has signed a confidentiality agreement with Detail Cleaning Services.

CONFLICT AND EXTERNAL BUSINESS ACTIVITIES

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Detail Cleaning Services will not permit an employee to engage in any other employment, occupation, consulting or other business activities or engagements directly related to Detail Cleaning Services business or products or to its actual or demonstrably anticipated research or development.

Additionally, Detail Cleaning Services will not allow employees to engage in other activities that conflict with their job duties with Detail Cleaning Services.

DEFINITION OF CONFLICT OF INTEREST

A conflict of interest is any activity that is inconsistent with what is contrary to the interests of Detail Cleaning Services or that gives the appearance of such impropriety.

Employees: What to do

Discuss your proposed business activity with your manager.

If your activity is not in conflict with the Detail Cleaning Services policy, your proposal must be approved by the business owner before starting work on your business.

DIVERSITY IN THE WORKPLACE

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Detail Cleaning Services recognizes that each Detail Cleaning Services employee brings a wealth of different perspectives to our environment. We not only respect those differences, but also turn them into additional values that we incorporate into the way we treat each other and approach our customers.

A multicultural work environment must consider "difference" in the broadest sense. Culture is often defined in terms of race, gender, and national origin. Furthermore, culture also implies values ​​derived from age, marital status, religion, sexual orientation and disability.

As an employee of Detail Cleaning Services you are responsible for understanding and following the Detail Cleaning Services policy on diversity. Additionally, you are expected to be respectful of the diverse backgrounds of all Detail Cleaning Services employees, independent contractors, customers, and vendors.

EQUAL EMPLOYMENT OPPORTUNITIES & HARASSMENT/DISCRIMINATION PREVENTION

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Detail Cleaning Services is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, sexual orientation, gender identity, disability, veteran status, or any other legally protected status (protected status) in recruiting, hiring, training, and promotion.

HARASSMENT/DISCRIMINATION PREVENTION

It is the responsibility of every employee to ensure that their conduct does not include or imply protected status harassment or discrimination in any form. Any employee found to have violated this policy is subject to disciplinary action, up to and including termination of employment. This policy applies to all employees, supervisors, agents, and non-employees who have contact with employees during working hours.

Employees: What to do

Any employee who believes that harassment or discrimination has taken place, or suspects such behavior, should promptly contact their manager and/or the owner of Detail Cleaning Services. Each complaint will be thoroughly investigated, and a determination of the facts will be made on a case-by-case basis. Appropriate action, up to and including discharge, may then be taken if warranted.

It is essential to recognize that not all conduct violating the policy warrants termination or severe disciplinary action against the offender. There may be circumstances where it is challenging to determine precisely what happened, which might limit the extent of disciplinary actions. The results of the investigation will be treated with utmost confidentiality by the Company and disclosed only on a need-to-know basis to employees directly involved.

Detail Cleaning Services will not tolerate harassment or any form of retaliation against an employee who has either instigated or cooperated in an investigation of alleged

harassment. Violation of this provision may result in discharge.

However, it is important to note that false accusations are considered a serious matter and will result in disciplinary action, up to and including termination of employment. This policy is not intended to prevent or discourage employees from engaging in legally protected activities granted by state or federal law, such as discussing wages, benefits, terms and conditions of employment, and other rights.

Pregnancy Accommodations Policy

Purpose:

Detail Cleaning Services dedicated to fostering a supportive and inclusive work environment for all employees. As part of our commitment to employee well-being, this policy outlines procedures for requesting and providing reasonable accommodations to employees during pregnancy.

Scope:

This policy applies to all employees of Detail Cleaning Services

Accommodations:

• Flexible Work Schedule:
• Adjustments to work hours or schedules to accommodate medical appointments or other needs related to pregnancy.
• Leave:
• Employees are entitled to leave as provided by Detail Cleaning Services existing policies, including maternity leave, parental leave, and any other applicable leave policies.

Requesting Accommodations:

Employees seeking accommodations due to pregnancy should follow these steps:

• Notify their supervisor as soon as possible about the need for accommodations.
• Provide relevant medical documentation, if applicable, to support the request.
• Engage in an interactive process with Human Resources to determine suitable accommodations.

Confidentiality:

Information related to pregnancy accommodations will be treated confidentially, and disclosure will only occur on a need-to-know basis.

Non-Retaliation:

Detail Cleaning Services prohibits retaliation against employees for requesting pregnancy accommodations or asserting their rights under this policy.

Review and Update:

This policy will be reviewed periodically to ensure its effectiveness and may be updated as necessary.

PROHIBITED BEHAVIOR

Harassment/Discrimination, as used in this policy, is defined as any annoying or persistent act or actions that single out an employee to their objection or detriment because of race, sex, sexual orientation, gender identity, age, religion, genetic information, national origin, disability, veteran status, or any other legally protected status. This policy strictly prohibits unlawful harassment of any kind, including sexual harassment, and name-calling or jokes based on any protected class.

Detail Cleaning Services prohibits any form of sexual harassment in the workplace. Conduct prohibited under the Detail Cleaning Services policy includes, but is not limited to:

1. Interference with an employee’s work. This includes physical contact such as assault, blocking normal movement, or interference with work directed at an individual because of his/her sex or other protected status.
2. Displaying or distributing offensive materials based upon protected status. This includes, but not limited to derogatory posters, cartoons, drawings, or gestures.

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• unwanted sexual advances
• requests for sexual favors
• other verbal, visual or physical acts of a sexual nature
• conduct that unreasonably interferes with an employee's job performance
• Conduct that creates an intimidating, hostile, or offensive work environment.

Any employee who has been determined, after an investigation, to have violated this policy will be subject to disciplinary action up to and including termination of employment.

EXAMPLES OF PROHIBITED CONDUCT

Verbal comments or physical actions of a nature that may or may not constitute harassment are unacceptable in a work-related environment whether welcome or unwelcome. Examples of prohibited conduct include:

VERBAL

Sexual innuendo

• sexually suggestive comments
• jokes of a sexual nature, or that of reference race, ethnic origin, gender, national origin, sexual orientation or medical condition
• unwanted, implicit or explicit sexual advances or propositions
• offers of job benefits or favorable terms of employment in exchange for sexual favors
• threatened or actual retaliation after rejection of sexual advances
• graphic comments about a person's body

NON VERBAL

 Obscene gestures

• sexually suggestive objects or pictures, cartoons or posters
• suggestive or insulting sounds
• suggestive or obscene notes, letters, or electronic communications
• notes, letters, or email communications that make inappropriate reference to race, ethnicity, sex, national origin, sexual orientation, or medical condition

Physical

• Unwanted physical contact of a sexual nature, including
• hinder or block movements

Employees: What to do

Report Harassment Incidents to field manager or office manager

If you feel that you have been harassed, or have witnessed such harassment, report such incidents to any member of the executive management team.

Reports are confidential

To the extent possible, every effort will be made to maintain confidentiality.

Retaliation is not tolerated

Detail Cleaning Services will not retaliate against any employee for filing a complaint or participating in the investigation of a complaint and will not tolerate retaliation from management, employees or co-workers.

PERSONAL INFORMATION

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Detail Cleaning Services collects, uses, and retains necessary personal information for business or legal purposes. Detail Cleaning Services makes all reasonable and appropriate efforts to protect the security and confidentiality of such information in written and electronic form.

Any employee who mishandles employee or client personal information is subject to disciplinary action and may be terminated. Civil and/or criminal penalties may also be imposed.

With respect to employee information, employees are responsible for notifying Detail Cleaning of any changes to their personal information, such as address and other contact details.

Employees: What to do.

Keep this information up to date with the General Manager or owner of Detail Cleaning Services.

Managers: What You Need To Do

Ensure confidentiality

Maintain the confidentiality of all personal information in its possession or control.

Take appropriate steps to limit access to any information stored on electronic media to those with a legitimate need to know.

Make sure any of your employees handling such information are aware of Detail Cleaning Services' policy and practices regarding the protection of employee personal information.

DISCLOSURE OF PERSONAL INFORMATION

Detail Cleaning Services limits the availability of personal information to those with a legitimate business need to know. Generally, personal information is not disclosed to outside sources without the employee's written approval. However, the company will disclose the information to satisfy legal requirements, respond to requests from government agencies, and verify employment.

PERSONNEL FILES

The Detail Cleaning Services main office maintains and stores employees in closed files or secure storage rooms.

 SOCIAL MEDIA

Detail Cleaning Services does not object to your decision to start or maintain a blog or participate in other social media activities. However, inappropriate behavior on such sites has the potential to cause damage to Detail Cleaning, as well as to our employees, clients, business partners, and suppliers. The Detail Cleaning Services social media policy includes rules and guidelines for company authorized social media and personal/private social media. The policy applies to all employees.

The same principles and guidelines found in the Company’s policies apply to your activities online.  Ultimately, you are solely responsible for what you post online.  Before creating online content, consider some of the risks and rewards that are involved.  Keep in mind that any of your conduct that adversely affects employees, customers, suppliers, or people who work on behalf of the Company or the Company’s legitimate protectable business interests (Confidential Information) may result in disciplinary action up to and including termination. Nothing in this section is intended to preclude or dissuade associates from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

Carefully read these guidelines, the Confidential Information Policy, the EEO and Harassment Prevention Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, unlawful disclosure of confidential information, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Always be fair and courteous to clients, business partners, and suppliers. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers or management than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, threatening, or intimidating, that disparage clients, business partners, or suppliers, or that might constitute harassment. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of protected status. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

POSTING CONTENT

Maintain the confidentiality of Company trade secrets and proprietary or confidential business information.  Trade secrets may include information regarding the development of systems, processes, products, know-how and technology.  Do not post internal reports, policies, procedures or other internal business-related confidential communications or proprietary information.

Do not create a link from your blog, website, or other social networking site to a Company website without identifying yourself as a Company employee.

Never represent yourself as a spokesperson for the Company.  If you do publish a blog or post online related to the work you do or subjects associated with the Company, make it clear that you are not speaking on behalf of the Company.  Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

USING SOCIAL MEDIA AT WORK:

Refrain from using social media while on working time or operating equipment provided by the Company unless it is work-related as authorized by your manager.  Do not use Company email addresses to register on social networks, blogs or other online tools utilized for personal use.

Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits or terms and conditions of employment and other rights.

• Participation in any social media groups, such as WhatsApp, outside of work created by company management is optional. 

RETALIATION IS PROHIBITED

The Company prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation.  Any employee who retaliates against another employee for reporting a possible deviation from this policy, or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

MEDIA CONTACTS

Events may occur at job sites or on Company property that draw attention from the news media. It is imperative that one person speaks on behalf of the Company to deliver an appropriate message and avoid giving any misinformation in any media inquiry. Employees should avoid speaking to the media on the Company’s behalf; being photographed for a newspaper; or filmed for a news program on the Company’s behalf without contacting the Owners.  All media inquiries asking for a response on behalf of the Company should be directed to the Owner.

If you have questions or need further guidance, please contact your direct supervisor. 

The above list of reasons is not intended to be all-inclusive and there may be other circumstances, which could result in disciplinary action including immediate termination, for any violation. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

PROFESSIONAL USE OF SOCIAL MEDIA - RULES AND GUIDES:

The following rules and guidelines apply to social media when authorized by Detail Cleaning and conducted during company hours for business purposes. The rules and guidelines apply to all Company-related blogs and social media posts.

Only authorized employees can prepare and modify the content of the Detail Cleaning Services blog located on Facebook and/or any other social media site. The content must be relevant, add value, and be in the best interests of Detail Cleaning. Further, the employee will usually be given specific objectives or purposes to accomplish when posting on social media for business purposes, so the employee should fulfill at least one of the specified objectives or purposes developed by Detail Cleaning Services. Nothing in this policy is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

This Policy applies to any employee who contributes to or performs duties such as:

Maintaining a profile page for Detail Cleaning on any social or business networking site, including, but not limited to LinkedIn, Facebook, MySpace, Bebo, Friendster, and Twitter;

Making comments on such networking sites for and on behalf of Detail Cleaning;

Writing or contributing to a blog or commenting on other people’s or business’ blog posts for and on behalf of Detail Cleaning; or,

Posting comments for and on behalf of Detail Cleaning on any public or private web-based forums or message boards or other internet sites.

Employees performing the above duties must not communicate any:

Financial, confidential, sensitive, or proprietary information relating to Detail Cleaning or its employees, clients, business partners, or suppliers;

Material that violates the privacy or publicity rights of another party, such as materials protected by copyright laws; or,

Information, regardless of whether it is confidential or public knowledge about clients, business partners, or suppliers of Detail Cleaning without their prior authorization or approval to do so.

The office manager is responsible for ensuring that all blogging and social media information complies with the written policies of Detail Cleaning Services. The Company reserves the right to remove any posted content without notice.

HARDWARE / COMPUTER SOFTWARE AND EMAIL

Detail Cleaning E-mail/Internet systems and computers are to be used for business purposes. Limited personal use of Company email and internet is also acceptable as long as it does not interfere with normal work duties and is not for purposes prohibited elsewhere in this policy and is performed during non-working time. Employees may not use them for personal purposes during working time.  All E-mail/Internet records are considered records of Detail Cleaning and are subject to inspection and disclosure to law enforcement or government officials or to other third parties through subpoena or other process.

Employees should not have an expectation of privacy in e-mail/internet records or usage and should not consider these records as private or confidential.  even when a record is erased, it is still possible to retrieve the record.  Detail Cleaning has the right and ability to track, review, audit, or disclose any records originating from and/or accessed by its employees.

EMAIL ASSIGNED BY THE COMPANY:

Sharing or the email password assigned to you by Detail Cleaning Services is prohibited. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

SOLICITATION

Persons who are not employed by the Company are not permitted to distribute material or solicit on Company property or in work areas at any time. 

There shall be no solicitation of any kind, including solicitation for memberships or subscriptions or the distribution of literature or printed material of any kind, the publication of notices, signs or writings /of/by employees during their working time or in work areas in such a way as to interfere with the work of other employees or services to customers. Any such activity should be limited to non-work time and in non-work areas. 

Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights. 

GOLD RULES

GOLD RULE # 1

Absolutely, positively never use the client's computer for any reason. Never use anything in a client's house, charge your phone, microwave to heat food, refrigerator, etc. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

GOLD RULE #2

You should report unlawful actions/conduct observed by any other employee to the office manager. There is no excuse to "look the other way" in the name of friendship regarding serious matters such as theft.

GOLD RULE #3

Don't ask the customer for favors.. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

GOLD RULE #4

As you are performing work in someone’s house and personal space, you should not take photos unless a photo is needed to report an unsafe condition to the Company or pre-existing damage to the property and/or personal items. If any such photos are taken, they should not be shared outside of Company Management as it would violate the customer’s privacy and trust in us as professional service providers.  

GOLD RULE #5

Except in emergencies, employees should not use their phones for personal use in the client's home. Extended personal cell phone use undermines the professional level of services being provided and can result in customer complaints. If you need to use your phone for personal matters, you are to go outside of the residence and keep it as brief as possible. It is a lack of professionalism and respect for the client.

 GOLD RULE #6

Keep communications with clients professional and related to the services being provided to that client.

 GOLD RULE #7

Remember to follow the companies confidentiality, non-compete and non circumvention agreements. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

OTHER RULES IN THE CLIENT'S HOUSE

• In order to make sure of client notification and client privacy concerns, never return to a client's home without notifying the office first. In case you forget something in a house you have to report it to the office before making the decision to return the forgotten object.·        
• To ensure employees are compensated for all hours worked, employees should not give a client their personal cell phone number and should not accept a client’s personal cell phone number.
• Communications with clients regarding the services provided by Detail Cleaning and/or employees should be handled by the Office and not the employee to ensure consistent messaging to client and scheduling of services. If the client requests to contact you or contacts you directly regarding the services provided by Detail Cleaning, you must direct it to the office who will contact the client. 
•  Employees can accept cash tips, but for payroll purposes and record keeping purposes, employees are not to accept bank transfers from customers or Zelle transfers in lieu of cash tips.
• It is forbidden to have a client on any social media account, facebook, instagram, snapchat, whatsapp, etc. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.
• Only one earphone is allowed to listen to music. The employee cannot have two headphones on for safety reasons and to ensure he or she is  fully aware of his or her surroundings. Playing music out loud (on speaker) in a client’s home  is strictly prohibited.
• Please read each client's notes before starting their work day at the first job site. Not reading the notes is considered unsatisfactory work performance. Not following an instruction specified in a customer's notes is considered a complaint and demonstrates performance issues.
•  Knocking on a customer's door before 7:50 AM is prohibited.
• Breakages / Damages: Careless and rough handling of the client's property may lead to disciplinary action, up to and including termination. Rough and careless treatment includes but is not limited to: sliding furniture across a wooden floor, moving objects across wooden furniture instead of lifting objects. Never hit furniture, woodwork, baseboards, or walls with vacuums and mops. If for any reason or accidents, more than 3 objects or belongings of the clients are damaged or broken in 1 month, this may be a reason to terminate employment.
• Remember that you should NEVER bring anyone other than a Detail Cleaning Services employee to your clients' home or have them sit outside in the car. Anyone who brings a non-employee to a client's home will be fired on the spot. Our customers are very important to us and trust us when we tell them that only employees  will enter their homes, this also includes sharing clients' addresses with non-employees. Nothing in this section is intended to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.
• Check-in: If you do not have a house on the schedule, you must check in the morning at 8 AM central time to see if we have filled that place and have not been able to contact you.  
• Check-in / check-out at work: You must check in at each home on time and leave each home. On time arrival to and departure from the client's home is a job requirement and a condition for employment.

TIME REPORTING

Employees are responsible for completing their own timecard, including the correct job number, and time spent on each job. Employees are to review their hours each week to ensure those hours are accurate. Employees clock in when they arrive at the office, or if they travel from their house to the client’s home instead of coming to the office first, they clock in when they arrive at the client’s home. While employees report the time spent for each assigned house through Maid Central, employees are not to clock out for travel between homes. Employees should not clock in for their shift more than 15 minutes before the start of their shift. For instance, if the employee has an assigned house to do between 8:00 – 12:00 PM, the employee should not be clocked in before 7:45, unless the employee was required to report to the office before traveling to the client’s house.

Employees are to clock out after the last assigned house unless they are required to come to the office. If required to come to the office before heading home, then the employee would not clock out until their assignment at the office is complete. The Company will monitor reported working hours to ensure employees are accurately reporting their time. If the Company observes that an employee is not correctly reporting his or her time, such as not clocking in before they start working, clocking in too early, working off the clock, or not clocking out after their last work assignment, the employee will be paid for all hours worked but will be subject to disciplinary action, up to and including termination of employment. Any questions concerning the information to be provided on your timecard should be directed to your supervisor.

Timecards must be reviewed and approved by the employee at the end of the last shift for the week in order to allow the payroll department time to process pay.

Falsifying time entries is strictly prohibited. Immediately report to your supervisor or other management any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

Employees will receive a paycheck by direct deposit on Friday for work performed the previous week, unless that day happens to be a holiday. In such a case, you will receive your paycheck on the last day worked preceding the holiday. Employees are provided a pay stub the same day they receive their pay.

• Communication is very important, please always have your phone on hand during business hours to ensure we can reach you. In addition, review group announcements during clock-in hours.
• When the client pays by check or cash you have to keep it in your folder and in a safe place and notify the office. It is also mandatory to register it in the application if the client paid check or cash. 
• Materials must be brought in every day in your vehicle during working hours and when you come to the office to check them and pick up what you 
• You are responsible for washing towels and maintaining the vacuum cleaner every week.
• Using a product in a customer's home that is not approved by administration is prohibited. The use of a material or chemical that is not part of our cleaning equipment is considered negligent and disciplinary action or even immediate termination of employment will be taken if damage is caused by a product that we do not use. The employee can be held financially responsible for damaging something in a customer's home with a product that is not part of our cleaning kit.
• If  you're late to a house you  have to notify an hour before the time that the house is scheduled. For example, if the second house is from 11 AM to 3 PM and they are going to arrive after 3 PM they have to notify by 1 PM that they will be late.
• If it is determined that there was theft in the client's home, the following process will be implemented:
• A claim will be made with the “Bond” insurance company.
• The police will be called in to assist with the investigation.
• If it is determined that there was theft of a client's property by an employee, the administration will file a police report.
• Termination of employment will be immediate. 
• If you fall or injure yourself in a client's home you must immediately notify the office.
• Failure to timely report injuries could result in a delay in workers’ compensation coverage.
• If something is broken or damaged in the client's home, notify the office immediately. Never hide it or wait until the end of the day to report it. If it is determined that a worker tried to hide a damage caused by herself in the property, the following will occur:
• Termination of employment will be immediate.

CELL PHONE USE

This document sets out Detail Cleaning Services' policies on the use of cell phones and applies to all Company employees. For the purposes of this policy, the term "cell phone" is defined as any portable electronic device with the ability to receive and / or transmit voice, text, or data messages without a cable connection (including, but not limited to, cell phones, digital cordless phones, radio telephones / walkie-talkies, telephone pagers, PDAs (personal digital assistants with wireless communication capabilities), or RIM ("research in motion") wireless devices.

Anything that distracts you or hinders you from carrying out your duties safely and to the highest standards, should not be used during working time. Personal use of cell phones should only be observed during breaks, lunch periods or during non-working time to enhance safe working conditions.

Nothing in this section is intended to prohibit employee activities during designated break/rest periods, nor to preclude or dissuade employees from engaging in legally protected activities protected by state or federal law, such as discussing wages, benefits, or terms and conditions of employment and other rights.

Using a telephone while driving: The use of hand-held electronic devices while operating a company vehicle or while operating a personal vehicle on company business is strictly prohibited. If an employee needs to use his or her hand-held electronic device while driving, he or she must stop the vehicle in a safe place, put the vehicle in park, and turn off the engine before such use.

Having an up-to-date and working cell phone is a job requirement. All customer information is sent to a work application that will not work if you do not have a smartphone or if it is an old phone.

VACUUM POLICY

After finishing the training you will be assigned a cleaning kit at no initial cost. Including the vacuum cleaner. You will be responsible for the maintenance and repairs of the vacuum cleaner. In the event that you need to completely replace your Hoover vacuum, you will need to ask your manager to order one for you. You will be put on a payment plan to discount the cost of the vacuum cleaner. It is not allowed to buy any other type of vacuum cleaner.

ALCOHOL

Detail Cleaning Services prohibits the consumption of alcohol during working hours whether on or off Company premises. No Detail Cleaning Services employee is authorized to work while under the influence of alcohol.

Alcohol and Detail Cleaning Services Workers

This policy applies to all Detail Cleaning Services employees.  Report suspected alcohol use and/or an employee working under the influence to your manager.

DRUGS

Detail Cleaning Services recognizes that drug abuse is a significant problem in our communities and its use poses serious health and safety risks. Because drug use is detrimental and adversely affects the quality and performance of work, we have established a policy regarding its use.

Any employee who violates this policy will be subject to disciplinary action and may be terminated.

Employees are not to work under the influence of any illegal drugs or possess any illegal drugs on company premises and client premises. 

Employees are prohibited from manufacturing, distributing, dispensing, possessing, using, or being under the influence of illegal drugs, or misusing/abusing legal/prescriptions drugs 

Report drug misuse

Report suspected  drug use and working under the influence of drugs to your manager.

PERSONAL RELATIONSHIPS

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Detail Cleaning Services employees must not have a contractual or employment relationship with any member of their family, any other relative or anyone with whom they have an employment relationship. Significant personal relationships include, but are not limited to, domestic partners, dating relationships, and business alliances outside of Detail Cleaning Services.

Personal relationships in the workplace can result in real or perceived loyalties that could be detrimental to Detail Cleaning Services. Accordingly, Detail Cleaning Services has established the following policy regarding personal relationships in the workplace.

Any employee who violates this policy may be subject to disciplinary action, up to and including termination.

PERSONAL RELATIONSHIPS WITH APPLICANTS

Detail Cleaning Services goal is to hire the best person for each job opening. Job applicants who are immediate family members, relatives, or individuals who have significant personal relationships with Detail Cleaning Services employees are evaluated on their own merits, just like all other applicants.

PERSONAL RELATIONS WITH EMPLOYEES

While Detail Cleaning Services encourages a collegial and supportive atmosphere at work for its employees, interpersonal relationships between employees may become a concern if they have the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile working environment for any employee; disrupting the smooth and orderly flow of work within the office; or harming the goodwill and reputation of the company among its customers or in the community at large. For this reason, Detail Cleaning Services reminds its employees that the following guidelines apply in their relations with other employees, both on and off duty:

A supervisor should not engage in any form of relationship with a subordinate employee that could potentially have the appearance of creating or promoting favoritism or special treatment for the subordinate employee. In the event of such a relationship, the employees involved will be given the opportunity to choose which of them will be reassigned to an alternative position where favoritism or special treatment will not be an issue, or one or both employees may be subject to dismissal, depending upon the nature of the situation. All employees, especially managers, are reminded that the qualities of good judgment, discretion, and compliance with guidelines are all taken into account when considering future advancement opportunities and salary increases.

If a relationship or social activity between two or more employees:

Has the potential or effect of involving the employees, their coworkers, or the company in any kind of dispute or conflict with other employees or third parties;

Interferes with the work of any employee;

Creates a harassing, demeaning, or hostile working environment for any employee;

Disrupts the smooth and orderly flow of work within the office, or the delivery of services to the company's clients or customers;

Harms the goodwill and reputation of the company among its customers or in the community at large; or

Tends to place in doubt the reliability, trustworthiness, or sound judgment of the persons involved in the relationship,

the employee(s) responsible for such problems will be subject to counseling and/or disciplinary action, up to and potentially including termination of employment, depending upon the circumstances.

No employee may use company equipment or facilities for the furtherance of non-work-related activities or relationships without the express advance permission of [designated member of management].

Employees who conduct themselves in such a way that their actions and relationships with each other become the object of gossip among others in the office or cause unfavorable publicity in the community should be concerned that their conduct may be inconsistent with one or more of the above guidelines. In such a situation, the employees involved should request guidance from [designated member of management] to discuss the possibility of a resolution that would avoid such problems. Depending upon the circumstances, failure to seek such guidance may be considered evidence of intent to conceal a violation of the policy and to hinder an investigation into the matter.

Friendships and social contacts between employees are not a matter of concern as long as they are consistent with the above guidelines. Employees may address any questions on this policy to their direct manager. 

UNIFORM AND PERSONAL APPEARANCE

FIELD TECHNICIANS

Detail Cleaning Services employees must wear the shirts provided. You must bring a uniform every day including a shirt with our logo, black pants or jeans, apron / apron and closed shoes. Pants must be black. Pants cannot be styled with rips or a neon color. The apron / apron is part of the uniform and must be worn on each client. Employees must wear a clean, stable and comfortable closed shoe to work. Shorts / shorts are not allowed. The employee must always dress and look presentable because contact with customers is daily.

PERSONAL APPEARANCE:

Employees are expected to maintain an appropriate appearance that is formal, neat and clean, as determined by the work area manager..

Clothing: You must always wear clean and appropriate uniform clothing while on the job . A complete list of inappropriate attire would be impossible to write; however, the following are some examples of NOT dressing:

• Tattered jeans or jeans with holes.
• Clothing that displays vulgar language or images.
• Clothes that reveal the stomach. Any revealing or provocative clothing such as shorts.

Hair must be clean, combed, and well-trimmed or groomed. This also applies to sideburns, mustaches and beards. Tousled hair is not allowed.

Staff must maintain good personal hygiene habits.

Hygiene: Detail Cleaning Services expects all employees to follow these guidelines.

OFFICE EMPLOYEES

Your office worker's wardrobe is Casual. Please note that, on occasion, you will have contact with clients, so please dress appropriately for the occasion and presentable.

VEHICLE POLICY

Whenever you drive to clean houses on behalf of Detail Cleaning Services, the following rules apply:

• Your vehicle must be in safe driving condition at all times.
• You will wear a seat belt at all times
• You will not text or use social media while driving. I understand that if I cause an accident by driving or being on social media it is considered a crime in Texas. If you text or use the phone when driving and have an accident, you will be responsible for the damages caused.
•  Obey all traffic laws, keep a proper distance between cars, etc. Under no circumstances do you try to keep a specific arrival time promise by breaking traffic laws, or driving unsafely. If following posted limits will make you late for a house, stop somewhere and call the office and ask someone to call the customer to let them know you're late.
•  Do not drive defensively or get into an altercation with someone while driving to a client's home.
•  Inform your immediate manager if you are driving a vehicle other than the one the company has registered in your employee profile.
• Do not pick up anyone (no lift) or allow an unauthorized person to be a passenger in your vehicle while driving to a customer's home.
•  I agree to maintain a six-month insurance policy. I understand that an insurance policy is not allowed from month to month. Your name must be on the vehicle policy as the driver.
• I agree to provide the company with a copy of the declarations page of your auto insurance policy each time the policy is renewed. I understand that if I do not provide current proof of insurance I may be placed on hold without payment until I provide one.
•  I understand that I must always keep an up-to-date copy of my insurance policy on my vehicle.
• I understand that I am responsible for paying tolls during business hours. I understand that the compensation for tolls is already included in my payment. I understand that I am not obligated to use any toll roads to arrive at my designated jobs.
• Detail Cleaning Services is not responsible for paying traffic tickets you receive while driving to a client's home. I understand that I will be responsible for paying a fine for parking where it is prohibited.
• Do not drive while intoxicated, fatigued, or on medications that affect your ability to drive.
•  I understand that during working hours my travel must be work related.
•  I understand that I must report any traffic accident to my supervisor if I am driving to a client's home.
• I understand that I cannot leave, customer payment, or any other company assign  materials in the vehicle. I understand that I am responsible for the cleaning kit the company assigned while  in my vehicle.

SMOKE-FREE ENVIRONMENT

Detail Cleaning Services prohibits smoking within all Detail Cleaning Services facilities and sites, including Detail Cleaning Services and / or its supplier locations, and within Detail Cleaning Services. Employees are not allowed to smoke at client’s houses or in the presence of clients.  

PRIVACY IN THE WORKPLACE

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Detail Cleaning Services strives to provide a safe environment for all employees and protect company assets and technology.

PRIVACY IN THE WORKPLACE.

Detail Cleaning Services attempts to balance employees' expectations for privacy in the workplace and the business needs of the company.

All Detail Cleaning Services facilities, buildings, offices, furniture, equipment and supplies are owned by the company and will be used to conduct the business of the company. From time to time, and as described in more detail below, Detail Cleaning Services may search for company property, as well as third party property on Detail Cleaning Services, or use physical or electronic surveillance. These investigative measures may be necessary when it is necessary to protect company information, property or assets, or to maintain a safe work environment, or to ensure compliance with Detail Cleaning Services policies. For employees, this means that managers can review and monitor email messages, phone use logs, and the contents of an employee's computers, filing cabinets, desks, and offices (even if they are locked).

SEARCHES IN THE WORKPLACE

A search or surveillance within the work environment will be approved when circumstances are potentially detrimental to Detail Cleaning Services or an employee.

For example, approval may be granted to continue an investigation on:

• Theft of property (intellectual property and tangible assets);
• A possible serious violation of the Detail Cleaning Services policy; or
• The possible commission of a crime.

Before initiating a search or surveillance, managers must obtain approval from Detail Cleaning Services. Exceptions can be made if a manager believes there is an immediate risk of loss or damage to person, property, or the company.

Managers may ask an employee to allow a search of personal property at the Detail Cleaning Services premises. All of these searches must comply with the standards described below. The need for such a search will be determined on a case-by-case basis.

If an employee refuses to allow a search of personal property, the employee may be removed from the premises, disciplined, or terminated for refusing to cooperate in an investigation.

In the course of business, Detail Cleaning Services employees may visit the premises of current or potential clients, customers or vendors who have their own policies regarding searches. Detail Cleaning Services employees are expected to comply with those policies. If a Detail Cleaning Services employee refuses to cooperate, that employee may be subject to disciplinary action, up to and including termination.

DISCLOSURE OF INFORMATION

If, during an investigation or search, Detail Cleaning Services discovers information that indicates the possible commission of a crime or other unlawful behavior, Detail Cleaning Services may disclose that information to law enforcement authorities or / or other appropriate persons.

EMPLOYEE RESPONSIBILITIES

As an employee of Detail Cleaning Services, you are responsible for protecting the valuable assets of the company, as well as the confidential and proprietary assets of Detail Cleaning Services

MANAGER RESPONSIBILITY

As administrator of Detail Cleaning Services, you are also responsible for:

• Comply with the hiring guidelines and standards of Detail Cleaning Services;
• Understand the actual or potential value of the company's assets, in relation to the Detail Cleaning Services business;
• Inform employees of their responsibilities to help protect Detail Cleaning Services assets;
• Assess employee compliance with established safety guidelines and standards;
• Comply with Detail Cleaning Services guidelines and standards for all disciplinary actions and terminations of employment.

SAFETY

• NEVER CARRY ITEMS USING BOTH HANDS WHEN CLIMBING THE STAIRS. One hand must be always free to allow proper balance.
• NEVER GO HIGHER THAN TWO STEPS ON A LADDER. And if a customer has a tall shower ONLY clean as high as possible WITHOUT GOING UP IN THE SHOWER.
•   TO AVOID AN UNPLEASANT SPILL, be sure to close the cap on any chemicals before storing. Also place a towel outside the shower or tub door, this will help prevent slipping. If you do spill chemicals, be sure to wipe it up quickly or use a towel to soak up the spill from the carpet and blot it up several times.
• DO NOT ATTEMPT TO CROSS A WET FLOOR. Neither with bare feet or socks, wet floors are treacherous. If time is of the essence and you must step on the floor, use some rags under your shoes.
• DO NOT COMBINE CLOROX WITH ANY OTHER CLEANER. Any cleaner like Windex, soap, or vinegar can create a toxic chemical to breathe in. DO NOT MIX THE TWO!
• DO NOT APPROACH AN AGGRESSIVE PET. If the work order says it is friendly, but it does not appear that way, IT IS NOT MANDATORY TO STAY AND CLEAN. Don't risk being bitten, go out, call the office so they can contact the customer and reschedule cleaning.
• IF YOU ARE NOT COMFORTABLE WITH PEOPLE IN THE HOME, call the office and leave the home. If the client's teens are at home or have friends and their behavior and appearance are threatening, and/or gives you a concern at all, leave the home and call the office to report the situation. If they are doing something that may be illegal, it is also okay to leave. The same applies to adults in the home. If you ever experience harassment or any situation that makes you uncomfortable, leave the home, and call the office to report the situation.
• NEVER PUT YOUR HANDS WHERE YOU CAN'T SEE OR CRUSH THE GARBAGE IN THE CAN WITH YOUR HANDS! Because you run the risk of injury and illness, don't risk being caught by a needle, or cut by any broken or sharp material in the trash. Never look for things in the customer's trash.
• DO NOT TEXT OR ATTEMPT TO READ THE WORK ORDER AND DRIVE! Be sure to read the work order while the car is parked and the engine is off. Reading and driving is asking for an accident.
• DO NOT OPERATE ELECTRICAL EQUIPMENT ON A WET FLOOR. Vacuum cleaners, electric brooms, etc. are prone to electric shock if used on wet floors.

VIOLENCE IN THE WORKPLACE

Detail Cleaning Services is strongly committed to preserving the health and safety of its employees.

Reasons for immediate termination

Employees can be terminated immediately for exhibiting certain behaviors, including, but not limited to:

• Any act of violence, including:
• The use of threatening language for an unlawful purpose 
• Fighting or assault on a coworker, customer, or visitor for an unlawful purpose 
• Threatening or intimidating coworkers, customers, vendors.
• Unlawful threats or acts of violence against Detail Cleaning Services employees, temporary workers, independent contractors, or other persons and property
• Any act that violates safety regulations or could endanger the safety or life of others
• Possession of firearms(except as permitted under Texas law), explosives or weapons of any kind at Detail Cleaning Services premises or at Detail Cleaning Services sponsored events.

Response to violence

Responding to a threat or act of violence against Detail Cleaning Services employees, temporary workers, independent contractors or other persons and property should be given the highest priority over all other Detail Cleaning Services policies, practices and procedures.

Immediate potential or actual threat or act

Call 911 immediately.

When it is safe for the employee at risk to do so, notify the owner immediately.

COMMUNICATION

Good communication is a fundamental part of our corporate culture. We place the highest value on positive exchange and open communication channels between you, your supervisors, and your managers. Good communication contributes to our ability to work as a team and provide quality products to our customers.

OPEN DOOR POLICY

If you have a problem that affects your employment at Detail Cleaning Services, we recommend that you use the following procedure to ensure that you receive prompt and fair treatment:

STEP ONE: Discuss the problem with your supervisor. A sincere effort will be made to help with any situation that arises.

STEP TWO: If the conversation with your supervisor does not resolve the situation, you can present your complaint, orally or in writing, to the next higher level of management (or founder).

Arrangements will be made to meet and discuss the situation with you.

EMPLOYMENT VERIFICATION AND REFERENCES

Detail Cleaning Services may receive calls for verification of employment or employee references. The office manager is the only employee authorized to respond to these inquiries. Employees receiving calls of this nature should be referred to the office manager.

PERSONAL PROPERTY

Detail Cleaning Services is not responsible for the loss, theft or damage of personal property on the premises of the company or the client. Store all personal property on a desk or in a locked vehicle. If you believe that you have personal property that has been stolen from the Detail Cleaning Services facility, you should contact the police department and file a police report.

ATTENDANCE

At Detail Cleaning Services, we highly value your commitment to excellence and individual dedication to your job. Your regular attendance is essential to maintaining even workloads for all employees and ensuring maximum productivity in your area. Your daily contribution plays a crucial role in the overall success of the company. Throughout the calendar year, eligible employees are provided with time off for holidays, vacations, personal time off, and necessary leaves of absence. We encourage all employees to communicate and adhere to the attendance policies to foster a productive and successful work environment.

• The work is from Monday to Friday and as agreed at the beginning it is mandatory to be available from 8:00 A.M to 5:00 P.M although they usually always leave before 5:00 P.M. 
• It is mandatory to come to the office once a week before or  after your last home to refill chemicals or replace any material that is necessary. It is not optional, you have to come every week. If there is a circumstance or special request, you have to speak with the Field Manager to see what can be done. 
• In case of having to suspend services due to bad weather in the morning, it may be mandatory to enter at noon to clean a house. Please reach out to management if something prevents you from returning to work because of bad weather. 
• If a client cancels you at the last minute, you can't refuse to clean another house. Please remember that it is mandatory to be available from 8 AM to 5 PM. If you refuse to clean a house after a cancellation, it can result in immediate termination of employment.

Employees: What to do

Schedule rest time in advance 7 days by using your employee portal. 

State a reason for your free time

When notifying your manager of your need for time off, you must state a reason for the request. If there is any other reason for the request, please state the reason (e.g. car trouble, non-medical family emergency, fell asleep etc ...)

I have the option of cleaning a house in the morning or in the afternoon if I only need half a day. If I show up to clean a house, I understand that it will not be counted as an occurrence if the day off was not requested in advance. 

IF YOU WILL NEED MORE TIME THAN ONE DAY

If your absence lasts for more than one day, you must maintain daily contact with your manager and provide a way to be contacted, unless other arrangements have been made with the approval of management.

EXCESSIVE ABSENTEEISM AND TARDINESS

This policy applies to all employees.

Employees covered by this policy must be at work at the beginning of their scheduled work day and remain at work until the end of their scheduled work day. Employees who are unable to report to work or report to work on time are responsible for calling the company phone number 832-483-5721 before 6:30 AM that day, not after work has started. Calling is mandatory, you can't only text if you have an emergency. After calling the employee is responsible for submitting an emergency request through their employee portal. 

PAY ABSENCES:

• Unpaid absences will not be allowed if vacations are available.
• Employees cannot use vacation time for unpaid suspension time.

OCCURRENCES: 

Exceeding 8 days of NON-approved absences 5 business days requests in advance in a 12-month period will result in immediate termination. Exceeding 4 unapproved absences during your first 6 months of employment will result in immediate termination.

• Arriving at your first home after 8:30 AM is considered tardy if no notification was given to the company office team. Two tardies equal one absence. You must call and inform the office if you will be late.

DEFINITIONS:

• Excused absence - is any absence of a work day scheduled 5 business days in advance and that was previously approved by a supervisor, manager or higher authority. An absence that is covered by pre-approved vacation, jury duty, military service
• Unexcused Absence - is any absence from a scheduled work day that has NOT been previously approved by a supervisor, manager, or higher authority.

GUIDES:

• All employees are responsible for good attendance and punctuality. This means reporting to work each scheduled work day, unless illness or other unavoidable circumstance makes it impossible, or the supervisor has granted prior leave of absence. Failure to comply with this requirement may lead to corrective action, which may include termination.

PROVISIONS:

• Every absence that is not covered by pre-approved vacation, jury duty, military service is considered an occurance of absence. Consecutive days absent for the same reason are considered the same occurrence provided the employee notifies the supervisor prior to the start of each work day. The employee does not have to call at the beginning of each work day if the employee is on pre-approved vacation, jury duty, military service, bereavement leave, or any other pre-approved leave.
• If the employee does not call the notification before the start of each business day, each missed business day will be considered as a separate event.
• If an employee voluntarily commits to work on an unscheduled workday, it becomes part of their adjusted workweek and will be considered an occurrence if the employee does not report for work.

NOTIFICATION

• Each employee is responsible for their supervisor being notified of an absence or tardy. Employees are responsible for contacting and speaking personally with their supervisor.

• Failure to notify your supervisor can lead to disciplinary action, up to and including termination.

TIME FRAME

For disciplinary action purposes, absences during the twelve month period following a verbal warning will be considered. Any occurrence during that twelve month period will lead to one of the four disciplinary action steps outlined below:

DISCIPLINE

First two occurrences (in three months time period) ................................... Verbal warning (documented).

Next three events (over a twelve-month period after the first documented warning) ................................... Written warning *

Next three events (over a twelve-month period after the first documented warning)............................. Day (s) of suspension without pay.

Next appearance (over a twelve month period after the first documented warning) ................................... Termination *

Unless extraordinary conditions exist that lead to senior management approval, an employee who has received a written warning within the past sixty days will not be eligible for a salary increase, job promotion or transfer, or other employee awards. .

A supervisor may consider issues such as length of service and past performance when considering suspension or termination.

The company has the right to request a document from any employee who is absent regarding the reason for any absence. The company reserves the right to skip steps in the disciplinary process.

LEAVES OF ABSENCE

Detail Cleaning Services understands that circumstances may arise where employees require leaves of absence without pay to address unusual or unavoidable situations that require prolonged absence. The approval of such leaves, including the length and nature of the absence, will be determined according to the prevailing Buckets & Bows Maid Service, Inc. policy at the time of the request. However, failure to return from leave on or before the scheduled date may be considered a voluntary termination for job abandonment.

Absences exceeding 14 calendar days will be considered a formal leave of absence, except for situations of extended illness, accidents, or personal reasons that anticipate longer absence. In such cases, the leave of absence will begin on the first day of absence. All employees requesting any type of leave must seek prior approval from their supervisor or manager, whenever possible.

While on leave of absence, employees will not be eligible for vacation accrual, merit reviews, or pay rate increases. However, if an employee on leave returns to work within a 30-day period, they will receive a performance and merit review upon resumption of work. Employees on leave of absence must provide bi-weekly updates on their status to the company.

For disability or medical disability leaves of absence, reinstatement to the active payroll will require the employee to return to work when a physician or a company-appointed physician confirms their ability to resume normal duties. Extending leave beyond this point will necessitate an application for a Personal Leave of Absence.

Types of Leaves of Absence include:

Personal Leave: In cases of personal necessity, emergency, or compelling personal reasons, employees may be granted a Personal Leave of Absence without pay. Approval is subject to the needs of the business and individual circumstances, with the leave not exceeding ninety (90) days. Reinstatement to a position after a Personal Leave of Absence is not guaranteed.

Bereavement Leave: Employees are granted up to eight (8) working hours of funeral leave when there is a death in the employee's or spouse's family (spouse, child, parent, grandparent, grandchild, brother, or sister). Additional time off may be taken using vacation or unpaid time off, with possible requirement of presenting proof of the death.

Jury Duty: Employees serving on jury duty will receive unpaid time off, and they must present documentation confirming jury duty to their supervisor for appropriate work arrangements. Employees are expected to report to work during non-required jury hours, and upon returning to work, they must provide the court statement showing the dates and hours served.

Military Leave: Employees called to service in the uniformed services will be granted appropriate military leaves of absence, benefits, and reinstatements as per state and federal laws. Further details and obligations regarding military leave should be discussed with the Office Manager. Military leave documentation will be required. 

At Detail Cleaning Services, we recognize the importance of providing leaves of absence to address various personal circumstances while adhering to the applicable regulations and company policies.

NO CALL, NO PRESENCE

If you do not report to work or contact your manager for two consecutive scheduled shifts , your employment may be terminated due to job abandonment.

JOB ABANDONMENT

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Teamwork is a key element in the success of Detail Cleaning Services. Because all employees depend on each other's performance and support to achieve company goals, employees are expected to be on the job unless they provide their manager with proper notification.

An unreported or unexplained absence of two consecutive days from an employee's work schedule is considered abandonment of work. Abandonment of work is a form of voluntary termination.

If you do not report to work or contact your manager for one or more consecutive days Detail Cleaning Services will conclude that you have left your position and voluntarily quit your job.

Employees: What to do

Notify your manager by phone of any unscheduled absences by 6:30 AM on that scheduled work day. 

Never leave or threaten to leave the client's home without first finishing without notifying the office of the cause for leaving before finishing. If the Company finds that no cause existed for you leaving the house without completing the work, you will be subject to disciplinary action, such as suspension from work or termination of employment.

OLUNTARY TERMINATION

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You can terminate your employment with Detail Cleaning Services at any time by notifying your manager that you intend to resign. It is customary to notify two weeks in advance

Employees: What to do

Give your manager written or verbal notice, although written notice is preferable. Talk to your manager to set clear expectations for the work you will do during your notice period. 

Your effective termination date will be the last day you work. If the last day of your two-week notice period falls on a holiday, that day will be the employee's end date.

BREAK FOR LUNCH AND BREAKS

• Employees are entitled to an unpaid break of 30 minutes each working day. Employees must clock out while on break and cannot perform any work while on break and clocked out. Employees are not to use this break time to travel between houses, employees must stay clocked in for all travel between homes. They can use it after cleaning the first assigned house, or at any time of the day except scheduled cleaning hours and before the first assigned house.
• Administrative and management staff should coordinate their breaks with each other for times that work for the team. Any employee having trouble determining when to take their lunch break should notify management immediately for assistance.
• Breaks should be taken between houses, not during cleaning unless the house is longer than 5 hours. Some cleaners may not take breaks or are used to working directly, which is fine, but remember that your health is very important, even if you just need to take a brain break. If you take a break between houses:
• Find a good parking lot
• Park under a tree
• Bring easy foods to take for a break: granola bars or foods that don't need to be microwaved

Disciplinary Action

The Company supports the use of progressive discipline to address issues such as poor work performance or behavior. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of issues with behavior and/or performance. The Company reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. In other words, employees are not entitled to progressive discipline in lieu of immediate termination of employment. At all times, the Company reserves the right to determine appropriate discipline in its sole discretion. 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 employee’s work record; and the impact the conduct and performance issues have on the Company.

Outlined below are the steps of our progressive discipline policy and procedure. At all times, the Company reserves the right to determine appropriate discipline in its sole discretion. This progressive discipline policy does not alter or limit the at-will employment relationship discussed in the Employee Handbook. The Company may terminate any employee’s employment, at any time, for any lawful reason, with or without notice.

• Training
• Verbal Warning
• Written Warning 
• Performance Improvement Plan  which can include only cleaning one job a day
• Penalties

Suspension from work with or without pay. The suspension can last anywhere from one day to one week, or longer.

• Termination of Employment

Note: Verbal cautions and verbal warnings are documented and put in the employee’s personnel file.

Examples that could lead an employee to be placed probation are:

An employee receives 2 or more  complaints in a one-month period. Complaints:

• Items were missed from the cleaning checklist.
• A TTB "new home" deep cleaning was treated as a maintenance cleaning.
• The employee did not follow the job notes' instructions.
• Additional services were not completed as listed on the job notes.
• The employee arrived late to the job and did not notify the office.
• The client reported unprofessional behavior during the service. The employee manual has examples of unprofessional behavior.

An employee fails 2 or more quality assurance checks during a probation period.

An employee has an unexcused absence without notifying the office prior to their shift.

The above are provided as examples and are not the only things that would lead to an employee being put on probation.

Excessive negligence in handling company equipment, supplies, customer keys, communication devices or other items issued.

Serious or repeated violation of any company policy or practice.

Probation or probation requirements will be determined at the time of assignment, but may include additional supervision, retraining, a change in assigned workplaces, additional administrative requirements, and other training, measures, and controls necessary to bring the employee's job performance back to the meeting. rules. If a probationary employee is unable to rectify the violation and complete their work to meet company standards, they may be fired.

An employee may be subject to any level of disciplinary action, up to and including termination, depending on the severity of the situation and the nature of the employee's job.

Warnings are used to provide clear, objective, and direct evaluations of employee performance issues. In many cases, only warnings can correct behavior without further disciplinary action.

A verbal or written warning may be appropriate when the problem may be a one-time event or for performance problems that have not improved after training.

What happens if there is a complaint? 

In the event of a customer complaint, the following process will be implemented:

The client will be offered a redo for no additional charge. If the employee with the complaint is near the client that same day or next day they will be asked to complete the job by re-cleaning the missed areas. 

If another technician is assigned to address the complaint:

In this scenario, the job will be handled as if teams of two techs had cleaned it.  A route rate adjustment will be made to compensate the other tech that went to re-clean the missed areas.  

If the client prefers a refund and does not want another team to return:

• The technician will only receive the fee split rate with the discount applied to the client. 

For new clients who complain about the technician's work:

• If this is deemed as a valid complaint by management, the technician will only receive the fee split rate with the discount applied to the client. 

Please note that if a complaint is deemed unfair by management because of an unreasonable client this does not impact the technician’s original fee split rate.

It is also important to note that technicians cannot refuse to perform a Redo and must fulfill the company's redo report after the service has been completed. 

PERFORMANCE RELATED TERMINATION

Employment at Detail Cleaning Services is done at will. Therefore, an employee can be terminated at any time for any reason, and can end employment at any time for any reason.

Unsatisfactory performance, including failure to adhere to Detail Cleaning Services standards for job and interpersonal performance, may warrant termination.

ERROR CORRECTING PERFORMANCE

An employee may be fired for failing to correct an unsatisfactory job or interpersonal performance to a satisfactory level.

Examples of unsatisfactory job performance include, but are not limited to:

• A scorecard rating below 90%
• More than 3 complaints in a quarter
• Irregular attendance
• Unprofessional behavior

 Examples of unsatisfactory interpersonal performance include, but are not limited to:

• Repeated customer complaints

IMMEDIATE TERMINATIONS

An employee may be terminated immediately for performance-related reasons without the benefit of a Corrective Action Plan, if business reasons justify such actions. Immediate completion requires owner approval.

Detail Cleaning Services aims to constructively address employee conduct in the workplace and correct problems where possible. Each situation will be considered in light of a variety of facts including: the severity of the situation, the employee's past conduct, the length of service, the nature of the employee's past performance, and / or incidents involving the employee. Corrective action steps may include, but are not limited to, oral or written warnings, probation, suspension without pay, or immediate termination.

Immediate terminations may be appropriate when the employee has:

• Continued poor performance after PIP plan
• Stealing from customers. This includes small items, such as food, candy, or items that are thrown away.
• Stealing from co-workers. This includes stealing tips from other employees.
• Business Theft - This includes supplies, equipment, money, or any business property.
• Insubordination or not following the legitimate instructions of your manager or team leader.
• Failure to follow the attendance and tardiness policy.
• Indecent conduct, including but not limited to, vulgarity, excessive use of profane language in furtherance of an otherwise unlawful purpose and indecent exposure.
• Physical threats or intimidation of coworkers and customers.
• Violation of the Harassment Prevention policy.
• Being under the influence of drugs or alcohol.
• Working for another house cleaning company or cleaning houses on the side. Employment with any company in direct competition with Detail Cleaning Services
• Intentionally hiding and / or failing to report damage to customer property.
• Employment at Detail Cleaning Services is done at will; therefore, an employee can be terminated at any time for any reason.
• When Detail Cleaning Services believes that an employee has engaged in misconduct, the company will conduct a prompt and thorough investigation of the matter. Detail Cleaning Services will make an employment decision based on the facts gathered during the investigation.
• Employees found by Detail Cleaning Services to have engaged in acts of misconduct may be subject to discipline, up to and including immediate termination
• Conduct that may result in immediate termination.
• Conduct that can warrant immediate termination includes, but is not limited to:
• Severy policy violations
• Violation of confidentiality, property and trade secrets obligations
• Competition with the company for personal gain, which includes (a) use of a Company products for non-employees, (b) selling of Company products to non-employees for extra income, or (c) use of company materials and/or equipment to perform side work.
• Theft, misuse, misappropriation or destruction of company records, property or equipment, and/or dishonesty, or any attempt thereof.
•  Violation of the Detail Cleaning Services Harassment Prevention policy.
• Security breaches
• Committing any act of violence, participating in or encouraging a fight, or making threats at work or at work-related functions.
• Committing any act that violates safety regulations or that could endanger the safety or life of others.
• Possessing firearms, explosives or weapons of any kind on the Detail Cleaning Services premises or in a home of a Detail Cleaning Services client (except as permitted under Texas law).
• Tips / Bonus at Christmas: During the holidays, customers may give tips or bonuses. If a client provides an envelope with someone's name on it, please bring it to the office so we can deliver it to the intended employee. Leaving the bonus envelope with someone else's name is considered theft and will result in immediate termination of employment.
• Conviction of any felony of any crime involving violence

• CRIMINAL ACTS

  Manufacture, distribution, dispensation, possession or use of illegal or controlled substances at Detail Cleaning Services facilities or at any off-site location where the Detail Cleaning Services business is conducted or sponsored by Detail Cleaning Services.

  Forgery or misrepresentation

  
  
  • Falsification of company records, such as applications, time cards, or other Company records or documents.
  • Make false statements or misrepresentations at the time of hiring, promotion or during the course of an investigation.
  
  

  Other Violations

  
  
  • Commit any other violation of Detail Cleaning Services policies or guidelines

PAYROLL DEDUCTION AUTHORIZATION

I understand and agree that my employer, Detail Cleaning Services, may deduct money from my pay from time to time for reasons that fall into the following categories:

I understand that if the work has been abandoned, the materials must be returned, washed, cleaned and repaired. The law only requires that the equipment be returned in good working order, and allows for regular wear and tear.

Installment payments of loans or salary advances that have been delivered to me by the Company, and if there is a balance remaining when leaving the Company, the balance of such loans or advances;

If I receive an overpayment of wages for any reason, reimbursement to the Company of such overpayments (the deduction for such reimbursement will be equal to the full amount of the overpayment, unless the Company and I agree in writing to a series of smaller deductions in specified amounts);

The cost of repairing or replacing any material, equipment, money, or other Company property that I may damage (other than normal wear and tear), lose, not return, or take without proper authorization from the Company during my employment. I understand that there will be a deduction for each item that is not returned during my exit interview. These are the prices of each cleaning product:

The cost of the Company's uniforms and cleaning of the uniforms if they are not returned clean.

Administrative fees related to court-ordered garnishments or legally required salary attachments to my pay, limited in extent to the amount or amounts allowed under applicable law.

I understand that if I do not return all of the uniform, all 5 shirts, and the apron, $20 will be deducted for each shirt and $30 for the apron. These policies are designed to comply with applicable employment laws and promote fair and transparent practices for all employees. For any questions or clarifications, please consult your immediate supervisor. 

The last paycheck will be processed by direct deposit if the employee has returned the company assigned cleaning kit. If the cleaning kit has not been returned, the check with item deductions will be mailed to the last known address.

I agree that the Company may deduct money from my pay under the circumstances mentioned above, and as permitted by applicable law. Furthermore, I understand that the Company has declared its intention to comply with all applicable federal wage and hour and Tax laws.

Overpayment / Underpayment Policy

The Company takes all reasonable steps to ensure that employees receive the correct amount of pay on each paycheck and that employees are paid on time on scheduled paydays.

In the unlikely event that there is an error in the pay amount, the employee should bring the discrepancy to the attention of the General Manager or the Payroll Manager so that corrections can be made as quickly as possible. If the employee has been underpaid, the Company will pay the employee the difference as soon as possible. If the employee has been paid in excess of what he or she has earned, the employee will have to repay the overpayment to the Company as soon as possible. If an overpayment of wages occurs, the overpayment will be considered an advance of future wages payable and will be deducted in whole or in part from the next available paychecks until the overpaid amount has been fully paid. Each employee is expected to sign a wage deduction authorization agreement authorizing such a deduction.

We ask that employees realize that payment errors are unintentional and that employees understand if such an event occurs.

I have received and read a copy of the Detail Cleaning Services DBA Detail Maid Services Employee Manual. As an employee of Detail Cleaning Services, I agree to abide by all of its terms and conditions. I also understand that the policies and benefits described therein are subject to change at Detail Cleaning Services' discretion at any time.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur. I understand that revised information may supersede, modify, or eliminate existing policies, and that I will generally be given notice of these changes. The Company has the ability to adopt any revisions to the policies in this Handbook, as it deems appropriate, in its sole and absolute discretion. The President has the discretion to change or revise policies and benefits.

I understand that this Handbook does not create, or is not intended to create, a promise or representation of continued employment, and that employment at the Company is employment-at-will. I acknowledge that I have entered into my employment relationship with the Company voluntarily and that there is no specified length of employment. Accordingly, the employment relationship is at will, and either the Company or I can terminate the relationship, with or without cause or reason, at any time, and without advance notice. I understand that no employee or member of management, except the President of the Company, has any authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the at-will relationship. This Handbook supersedes any previous manual or policy statements, whether written or oral, issued by Detail Cleaning Services.

I acknowledge that this Handbook is neither a contract of employment nor a legal document. 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. If I have any questions, I will contact The field manager.