Académique Documents
Professionnel Documents
Culture Documents
A
Work
In
Progress
Austin
Blain
&
Miranda
Maisto
Mission
To provide a healthy and economical mode of transportation for leisure and recreation as well as
to assist in relieving the local community of the struggle of the daily commute.
Vision
Spokes encourages a simpler way of transportation to help shape a more sustainable future.
Values
Knowledge
Experience
Local/sustainability
adventure/exploration
fun
safety
WEAKNESS
Because small operation, limited
service can be offered
Because we cater to new bikers as well,
it may send experienced bikes away
THREAT
Large amount of competition in region
selected
Weather limits biking activity in Winter
months
Competitive analysis
There are five main bicycle sales channels. These are mass merchants, full-line sporting good
stores, outdoor specialty stores, other (a combination of online sales), and finally specialty
retailers (http://www.sbdcnet.org/small-business-research-reports/bike-shop-2012) . Spokes will
fall into the specialty retailers channel and this will prove to be difficult. Entering the market will
be hard because about 4,000 specialty bicycle retailers controlled 15% of the unit sales in 2013.
This is a small number considering that mass merchants like Target and Walmart are able to
maintain costs through buying and selling in bulk. Also, it will be difficult to enter the market
because these mass merchants have the benefit of name recognition. Locally, in Salt Lake City,
there are 20 major specialty bike retailers. These 20 will be our main competition. Most of these
shops in Salt Lake City are small and family owned making customers more conscious in their
decisions of where to repair or purchase a bike. We must have our own culture that stands out to
the competition while maintaining a high level of satisfaction.
Employee Handbook
Spokes Bike Shop, LLC.
Welcome
Welcome to Spokes!
Dear Employee:
Congratulations on joining our team. We are excited to learn more about you as we work
together to build the Spokes brand in the community.
This handbook will be your guide to any questions you may have during your employment. If
you cannot find an answer in this handbook, do not hesitate to talk to any member of
management. Austin Blain and Miranda Maisto are here to assist you on your journey to
discovering what Spokes really means.
We hope you enjoy our shop as much as we do!
Again, welcome!
Austin Blain & Miranda Maisto
adventure/exploration
fun
safety
Confidentiality Agreement
Information that pertains to Spokes 's business, including all nonpublic information concerning
the Company, its vendors and suppliers, is strictly confidential and must not be given to people
who are not employed by Spokes .
Please help protect confidential information - which may include, for example, customer lists
and company financial information - by taking the following precautionary measures:
Discuss work matters only with other Spokes employees who have a specific business
reason to know or have access to such information.
Do not discuss work matters outside of our property.
Monitor and supervise visitors to Spokes to insure that they do not have access to
company information or restricted areas.
Destroy hard copies of documents containing confidential information that is not filed
or archived.
Provide all confidential information to managers for proper storage or disposal.
Your cooperation is particularly important because of our obligation to protect the security of our
clients' and our own confidential information. Use your own sound judgment and good common
sense, but if at any time you are uncertain as to whether you can properly divulge information or
answer questions, please consult the manager on duty.
Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or appear to
conflict with the best interests of Spokes. You must avoid any situation in which your loyalty
may be divided and promptly disclose any situation where an actual or potential conflict may
exist.
Examples of potential conflict situations include:
Anyone with a conflict of interest must disclose it to management and remove themselves from
negotiations, deliberations or votes involving the conflict. You may, however, state your position
and answer questions when your knowledge may be of assistance to Spokes.
Overtime
General
Because of the nature of work, employees may be asked to work overtime on weekends or
holidays or additional hours during the regular workday and are expected to comply with such
requests.
Overtime compensation is paid to all nonexempt employees at one and one-half times their
straight time rate for all hours worked in excess of 40 hours per week.
If you are nonexempt, you must receive authorization from your manager before working
overtime. And after you have worked overtime, you must verify with management.
Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as
time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation
leave, personal leave, or any leave of absence will not be factored in as hours worked when
calculating overtime.
Pay Schedule
Employees will be paid bi-weekly on Friday. If the regular payday falls on a holiday, payday will
be the last regular workday before the holiday.
Leave
Family Medical Leave (FMLA)
General
Family and Medical Leave
You are eligible for family and medical leave if you have worked for Spokes for at least 6
months and have put in at least 600 hours during the 6 month period before the leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:
It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and
terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for
restorative surgery or for a condition which would likely make you incapable of working for
more than three days if not treated, such as chemotherapy or radiation treatments for cancer.
Substituting Paid Leave
You must substitute accrued vacation or personal leave time for family and medical leave. And if
the request for leave is due to your own serious health condition, you must first exhaust all
accrued sick leave time. Any accrued vacation or personal leave time will then be used. Your
total FMLA leave time, which may include paid vacation and sick time, may not exceed 12
weeks. The Company has the right to designate such leaves as running concurrently with FMLA
leave.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care must be
taken in one continuous 12-week segment and must be taken within 12 months of the birth or
placement of the child. You may take leave due to your own or a family members serious health
condition in:
Notice of Leave
If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do
not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to schedule the
treatment so as not to unduly disrupt the work of your department. If your need for leave is not
foreseeable, you must request it as soon as practicable, no later than two business days after the
need for leave arises.
Medical Certification
If leave is requested due to your own or a family member's serious health condition, you must
provide medical certification from an appropriate health care provider, if requested by you
Bereavement Leave
Full-time employees who have worked at Spokes for at least 180 days (6 months) are permitted
up to 3 consecutive days without pay to attend the funeral of an immediate family member,
which includes a spouse, child, brother, sister, parent or grandparent.
Eligible employees may be permitted 2 days without pay for the death of a relative who is not an
immediate member-including an aunt, uncle, nephew, niece, brother-in-law, sister-in-law or
parent-in-law.
Military Leave
General
Pursuant to the Uniformed Services Employment and Reemployment Rights Act (USERRA),
Spokes prohibits discrimination against persons because of their service in the Armed Forces, the
Army National Guard and the Air Force National Guard when engaged in active duty for
training, inactive duty training, or full-time National Guard duty, the commissioned corps of the
Public Health Service, and any other category of persons designated by the President in time of
war or emergency.
Jury Duty
General
Spokes supports employees in fulfilling their civic responsibilities by serving jury duty when
required and fully compensates them for up to 8 hours of time they are required to serve.
However, you must inform your supervisor as soon as possible after receiving a jury summons so
that arrangements can be made to accommodate your absence. And you will be expected to
report for work during your jury service whenever the court schedule permits.
Insurance benefits will ordinarily remain in effect and unchanged for the full term of your jury
duty absence.
General Employment
Employee Classifications
Employees at Spokes are either full-time or part-time. The Company may on occasion hire
temporary or seasonal employees, who will not generally be eligible for benefits.
Part-time employees work fewer than 32 hours per week. Unless specifically stated, part-time
employees are not afforded any benefits other than wages; for example, they do not accrue
benefits such as sick days, vacation days, and health insurance.
All other employees are full-time.
Your supervisor will verify whether you are a full-time or part-time employee, and also whether
you are exempt or non-exempt. Exempt employees are not entitled to overtime under the Fair
Labor Standards Act, while non-exempt employees can qualify for this pay.
Employee Records
General
An employee's personnel file consists of the employee's employment application, withholding
forms, reference checks, emergency information and any performance appraisals, benefits data or
other appropriate employment-related documents.
It is the employee's responsibility to notify the Payroll Department or Human Resources of any
changes in name, address, telephone number, marital status, number of dependents, military
service status, beneficiaries or person to notify in case of an accident.
Misrepresentation of any fact which you have provided information for on your application, in
Are a full-time employee who has worked at least 180 days (6 months) at the Company,
and
Have worked the full day before and the full day after the holiday, unless time off has
been approved in advance as vacation or personal days.
Holidays that fall on a weekend will be observed either on a Friday or Monday. To avoid
confusion, all holidays will be announced in advance.
Due to business needs, some employees may be required to work on company holidays. Your
supervisor or manager will notify you if this may apply to you.
Personal Days/Sick Days
Spokes provides full-time employees who have completed any mandatory Introductory Period up
to 5 paid personal/sick days or 40 paid personal/sick hours a year, which can be used for any
reason.
You must use personal/sick days by December 31 of each year, as unused personal/sick days
may not be carried over to the next calendar year. Employees will not be paid for accrued unused
personal/sick days on termination.
Spokes reserves the right not to approve paid personal days requested if it will interfere with
Company operations or adversely affect coverage of job and staff requirements. Whenever
possible, employees' requests for personal days will be accommodated, but where scheduling
conflicts arise, seniority will prevail.
To be eligible for a sick day, you must call in each day to your supervisor no later than 15
minutes after your usual start time for work. If you do not call in, the absence will be considered
unexcused and you will not be paid for it.