Joe Coffee’s values are the 4 Cs: Curiosity, Craft, Commitment, and Community. These guide how the team learns, works, serves customers, supports each other, and shows up in neighborhoods.

It means going beyond simply making the drink correctly. It is about how the experience feels. Team members are expected to greet customers, offer focus during transactions, build relationships, share knowledge, and help guests feel heard and welcomed.

Start with your supervisor or manager. If the question needs more support, reach out to Human Resources.

The standard work week for scheduling and payroll runs Monday at 12:00 am through Sunday at 11:59 pm.

Full-time employees are employees who are not temporary and work an average of at least 30 hours per week.

Part-time employees are employees who are not temporary and are regularly scheduled to work fewer than 30 hours per week on average.

You need manager approval first, then record the request in Paycom at least three weeks in advance. Do not confirm travel plans before your time off is approved.

Requests for unplanned days off or changes to a posted schedule should be made at least 48 hours in advance. If the absence is not covered by sick time, employees are responsible for securing coverage.

Notify your supervisor no later than your regular start time. Letting a supervisor know does not automatically excuse the lateness, but it helps the team plan.

Tell a supervisor immediately. Employees are expected to remain at work for the full scheduled shift unless a supervisor approves otherwise.

Two or more occurrences of unexcused absence or lateness in a 30-day period may result in disciplinary action.

Failing to report to work for an entire shift without notifying a supervisor is considered a “no call no show” and may result in termination.

Employees are expected to be available to work one of the following three holidays: Thanksgiving, Christmas Day, or New Year’s Day.

Hourly employees are paid weekly, and salaried employees are paid biweekly. Payday is Friday. If payday falls on a federal holiday, Joe Coffee makes every effort to pay before the holiday.

Nonexempt employees must complete accurate weekly time records showing all actual time worked. If there is a missed punch or inaccurate timestamp, request a correction before payroll is run.

If worked time is not entered accurately by the payroll deadline, retro pay will be paid in the following pay cycle. For tipped employees, retro pay may not include pooled tips that have already been distributed.

Nonexempt employees are paid overtime at one and one-half times their regular rate for hours worked over 40 in a single work week. Paid leave, sick time, holiday pay, and PTO do not count toward overtime.

Yes. Overtime must be approved in advance by a supervisor or manager.

Employees who work six or more hours in one work day are required to take a 30-minute uninterrupted, unpaid meal break.

If a nonexempt employee is required to work through a meal break, they will be paid for that time.

Review your pay stub every pay cycle. If something looks incorrect, contact Human Resources so it can be reviewed and corrected if needed.

All Joe Coffee employees are entitled to up to 56 hours of paid Safe and Sick Leave per calendar year.

No. Joe Coffee does not pay out unused sick time.

Most eligible employees receive front-loaded Paid Safe and Sick Leave based on hire month. Caterers accrue sick time at a rate of one hour for every 20 hours worked, up to 56 hours per year.

Generally, PTO should be requested at least 30 days in advance. Approval depends on manager discretion and business needs.

Salaried full-time employees receive PTO after their first 30 days. Certain hourly roles also qualify, including Café Supervisors, Assistant Managers, and Café Leads.

No. Unused PTO is not paid out at the end of the year or at termination.

Hourly café employees receive time-and-a-half when working Juneteenth, Thanksgiving Day, Christmas Day, and New Year’s Day.

The seven recognized paid holidays for HQ are New Year’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, and Christmas.

Employees who need time off for religious practices or holidays should speak with their supervisor. Joe Coffee will seek to reasonably accommodate religious observances.

Employees have the right to request up to two temporary schedule changes per year for qualifying personal events. Each request can be up to one business day, or one request can cover two business days.

Employees with more than 30 days of service may take up to three paid days for the death of an immediate family member. One paid day may be available for the death of an extended family member or close friend.

Present the summons to your supervisor as soon as possible. Joe Coffee pays up to three days of regular pay for jury duty service, with additional time handled according to state rules.

New York Paid Family Leave provides job-protected paid time off to bond with a new child, care for a close relative with a serious health condition, or assist with certain military family needs.

The Family and Medical Leave Act may provide eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family or medical reasons. Employees should contact HR to discuss options.

Benefits eligibility is earned when an employee consistently works an average of 30 hours per week for a six-month period.

Salaried full-time employees are eligible for insurance on the first of the month following 30 days of service.

Employees can contact Human Resources.

Yes. Joe Coffee offers commuter benefits through Edenred’s “My Commuter Check” program, allowing employees to use pre-tax dollars for eligible commuting and parking costs.

Yes. The EAP is a confidential counseling and referral service. It offers three visits per issue each year, a 24-hour hotline, and support for life, work, legal, and financial challenges.

Café employees may drink non-bottled beverages during a working shift. Bottled beverages are 50% off. Each employee receives one complimentary food item per shift, with additional food available at 50% off.

Employees may purchase beans, giftware, bottled beverages, food, and other retail items for 50% off, based on the handbook guidelines.

Friends and family may receive 25% off when accompanied by an active employee.

Joe Coffee has a casual but professional dress code. Clothing should support safety, hygiene, and a professional customer-facing environment.

Closed-toed, slip-resistant shoes are required for safety.

Avoid stained, ripped, frayed, or soiled clothing; offensive graphics or wording; sweatpants; tank tops; crop tops; sleeveless clothing; and shirts with graphics or lettering.

Long hair must be pulled back when working on bar or around food and beverage preparation.

Employees with nail polish or acrylic nails must wear gloves while working on bar.

Employees cannot eat or drink in food preparation areas or any area where food, equipment, or utensils could be exposed to contamination. Beverages must be in closed containers.

Personal mobile devices must stay locked, silent, and out of sight unless checking the time or accessing a Joe-provided resource such as The Benchmark, Paycom, or 7Shifts.

No. Employees are not permitted to send or receive text messages using personal mobile devices while working.

If you cannot report to work, call the manager rather than sending a text message.

Employees may post on their own time, but posts should not interfere with work, disclose confidential information, identify customers/vendors without permission, or violate harassment, discrimination, copyright, or trademark rules.

Only if the social media activity is work-related, approved by a manager, and does not interfere with normal duties or hospitality.

Music should be thoughtful and appropriate for a diverse customer base. Avoid explicit music, profanity, or lyrics that could offend customers or team members. Volume should not interfere with normal conversation.

Call 911

Use 311 or the local police station nearest to the café, depending on the situation.

Notify your supervisor and Human Resources immediately. A supervisor will complete an injury report with input from the employee, and HR will file the claim with the insurance company.

Yes. Workers’ compensation covers eligible medical and rehabilitation expenses and a portion of lost wages for employees who are injured or become ill because of employment.

Threats, intimidation, hostile behavior, physical violence, stalking, and other aggressive behavior are not tolerated. Employees should report violent or potentially violent behavior to a supervisor, manager, or HR.

No. Weapons are prohibited on Joe Coffee property, in company vehicles, during company-sponsored events, and while on duty.

Report it immediately. Employees are responsible for the proper use and care of company assets assigned to them.

No. Company assets should be used for business purposes only.

Leaders such as the Head of Operations, District Managers, and department heads may decide to close a location. A General Manager may not make that decision independently and should contact their supervisor for direction.

Yes. Educational opportunities are offered throughout the year for Joeys who want to grow their craft and develop within Joe Coffee.

Some educational opportunities are paid trainings. Employees are paid minimum wage for those classes.

Let the facilitator know as soon as possible. If canceling the day of class, email and text the instructor in addition to canceling online.

If an employee is 15 minutes late, the class will not count for their Ed Op. Depending on the lateness and class length, the employee may not be admitted.

Yes. Joe Coffee loves to promote from within. Employees should watch for job postings and talk with their supervisor about career goals before applying.

Employees who are not in good standing, meaning on a written or final disciplinary notice, do not qualify to apply for job openings until eligibility is revisited after a reasonable period of time.

Performance discussions are meant to provide feedback, review what is working, identify what needs improvement, and create a path for growth. A performance review may or may not result in a pay increase.

Employees are encouraged to ask questions and seek support. Typically, start with an immediate supervisor. If the issue is not resolved, reach out to the manager’s supervisor or Human Resources.

Joe Coffee provides equal employment opportunities and prohibits harassment or discrimination based on protected characteristics including race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, genetic testing results, or military service.

Employees who may need a reasonable accommodation should contact Human Resources.

Report the concern to Human Resources, a supervisor, or a manager. Managers and supervisors who receive information about suspected sexual harassment are required to report it to the VP of Human Resources.

Yes. Complaints or information about sexual harassment will be investigated whether reported verbally or in writing. Investigations are handled as promptly, thoroughly, and confidentially as possible.

No. Joe Coffee does not tolerate retaliation against employees who file complaints, support another person’s complaint, or participate in an investigation.

Employees are encouraged to try resolving concerns with a supervisor or HR first. If that is not comfortable or does not resolve the concern, a grievance may be submitted to the Grievance Committee.

Examples include unfair terms or conditions of employment, health or safety concerns, poor supervisor or management behavior, policy violations, or being negatively affected by another community member’s actions.

Yes. Grievances can be submitted anonymously, though anonymous complaints may be harder to investigate fully.

Questions about the grievance procedure can be directed to GrievanceCommittee@joecoffeecompany.com.

Yes, as long as they do not work in a direct supervisory relationship and the situation does not create issues for supervision, safety, security, or morale.

Joe Coffee does not prevent friendships or romantic relationships, but employees must maintain appropriate boundaries at work and avoid behavior that interferes with the work environment.

Yes. Any supervisor, manager, executive, or company official in a sensitive or influential position must disclose a romantic or sexual relationship with another Joe Coffee employee.

Joe Coffee will review the situation and may separate the parties, transfer someone, or remove them from shared projects. Refusal to accept a reasonable solution may be treated as a voluntary resignation.

Employees are asked to give written notice at least 10 working days before their last day.

No. The notice period must be actual working days. Holidays and PTO do not count.

No. PTO may not be taken during the notice period.

No. Accrued and unused vacation time or sick time is not paid out to terminating employees.

Employees who provide the requested amount of notice are generally considered to have resigned in good standing and may be eligible for rehire.