Policies & Procedures
This page outlines the essential policies and standard operating procedures that guide our workplace behavior, operations, and compliance responsibilities
Last Updated May 29, 2025
Workplace Policies
Workplace Conduct
LOJO Group, LLCendeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.
Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the Company's sole discretion. The following are examples of some, but not all, conduct which can be considered unacceptable:
1.Obtaining employment on the basis of false or misleading information.
2.Stealing, removing or defacing Company property or a co-worker's property.
3.Disclosure of confidential information.
4.Completing another employee's time records.
5.Dishonesty.
6.Violation of safety rules and policies.
7.Violation of LOJO Group, LLC's Drug and Alcohol-Free Workplace Policy.
8.Fighting, threatening or disrupting the work of others or other violations of LOJO Group, LLC's Workplace Violence Policy.
9.Insubordination or disobedience of a lawful management directive.
10.Use of foul or inappropriate language.
11.Loitering or loafingduring work time, or leaving a work area without the permission of management.
12.Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual lateness or unexcused absences.
13.Gambling on Company property.
14.Stopping work prior to the end of any shift without management's permission.
15.Willful or careless destruction or damage to Company assets or to the equipment or possessions of another employee.
16.Wasting work materials.
17.Performing work of a personal nature during working time.
18.Violation of the Solicitation and Distribution Policy.
19.Violation of LOJO Group, LLC's Harassment or Equal Employment Opportunity Policies.
20.Violation of the Communication and Computer Systems Policy.
21.Unsatisfactory job performance.
22.Any other violation of Company policy.
Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and LOJO Group, LLCreserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Company will deal with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, LOJO Group, LLCwill endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate an employee at any time for any reason. The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.
Anti-Discrimination & Harassment
It is LOJO Group, LLC's policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, race, color, national origin, disability, religion, marital status, sexual orientation or age. The purpose of this policy is not to regulate our employees' personal morality, but to ensure that in the workplace, no one harasses another individual.
If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to the Human Resources Department. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the President. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.
Work Hours and Attendance
LOJO Group, LLC normally is open for business from 8:00 am to 5:00pm PST, Monday through Friday. You will be assigned a work schedule and you will be expected to begin and end work according to the schedule. To accommodate the needs of our business, at some point we may need to change individual work schedules on either a short-term or long-term basis.
Full time employees are entitled to two (2) 15 minute rest breaks each day. You will be paid for these rest breaks. Normally one rest break will be scheduled in the morning and one in the afternoon. You are expected to return to work promptly at the end of any break.
If you work longer than five (5) hours in a workday, you will be given an unpaid meal period of at least one (1) hour, which must commence no later than the end of your fifth hour of work. You must not perform any work during your meal period.
Remote Work Policy
LOJO Group, LLC is fully remote and thus we aim to hire responsible adults who do not need micromanaging and who are honest.
Due to previous workplace experiences, we now require every employee to install and run Hubstaff on their computer during work hours. If you want to learn more about Hubstaff you can go here.
Since we work remote, work hours are flexible. You are however, expected to attend all client meetings that are scheduled between LOJO's open hours.
Dress Code
Since we work remote, there is no specific dress code. You are however, required to be camera ready and dressed accordingly for any client meetings.
Conflict of Interest Policy
It is LOJO Group, LLC's policy that all employees avoid any conflict between their personal interests and those of the Company. The purpose of this policy is to ensure that the Company's honesty and integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the Company.
It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations that would constitute a conflict in most cases include but are not limited to:
1. Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do, business with the Company, by any employee who is in a position to directly or indirectly influence either the Company's decision to do business or the terms upon which business would be done with such organization.
2. Holding any interest in an organization that competes with the Company.
3. Being employed by,(including as a consultant),or serving on the board of any organization which does, or is seeking to do, business with the Company or which competes with the Company.
4. Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any organization seeking to do business with the Company.
A conflict of interest would also exist when a member of an employee's immediate family is involved in situations such as those above.
This policy is not intended to prohibit the acceptance of modest courtesies openly given and accepted as part of the usual business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.
It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family) and the Company.
Time Off & Leave Policies
Paid Time Off (PTO)
LOJO offers the ability to accrue up to 10 paid time off days throughout the year. This amount is roughly 3.33 hours per pay period.
Each team member is allowed to roll-over up to five full days (40 hours) of paid time off each year, the remaining balance will be paid out on the January 5th pay period.
You will start accumulating PTO after your 3-month probationary period.
Technology and Security Policies
Acceptable Use Policy
LOJO expects employees to provide their own machine for work.
All work communications with clients and inside the company are expected to happen within your work provided email ONLY.
Password Policy
All password the employee sets should be complex enough that they are not easy to guess. This is for the safety of your own accounts as well as any company accounts.
Data Protection & Privacy
LOJO employees are expected to keep client and internal information private.
Do not share access to our Dropbox to anyone outside of our organization and only provide clients share URLs to their material.
Software Usage Guidelines
LOJO Employees are expected to use company accounts for any work. For example, you may have a premium account for Canva, still, you are expected to use the company's Canva account for any client or internal related work.
Compensation and Workplace Guidelines
Payroll Practices
Payroll is done twice a month, on the 5th and on the 20th.
The pay period for the 20th is from 1st to 15th of the month.
The pay period for the 5th is from the 16th to the end of the month.
Your times will be pulled from the "time sheet" area inside of Hubstaff.
Expense Reimbursement
Items reimbursable include: Health Benefits, Internet Expenses and other work related purchases made with the approval of management.
To view limits on reimbursement amounts, please view your offer letter.
Performance Reviews
Performance reviews are done twice a month and are at the discretion of your manager.
Promotion & Raise Policy
Promotions and raises depend on performance reviews and on how the company is doing. Promotions and raises during performance reviews are not guaranteed.
Compliance and Legal
Document Retention Policy
Documents should be stored in the company dropbox, within the correct area.
Any documents inside of Google Drive should be shared with the entire LOJO team.
Intellectual Property Policy
Employees are prohibited from any unauthorized use of the Company's intellectual property, such as audio and video tapes, print materials and software.
Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including discharge.