COMPANY POLICIES

 

DEI STATEMENT
At JUICE HOUSE, diversity, equity, and inclusion are core to our values and our approach to the work. Our commitment to authentic storytelling highlights minority creators and portrays diverse perspectives. Building connections across marginalized communities and striving to improve for equitable workplaces.

The most valuable contribution we can make to the global collective is in the honoring of equity through celebrating and honoring diverse cultures. We believe that brands wouldn’t mean much without the people who choose to engage with them. We create work that commits to authentic storytelling highlighting minority creators and portraying diverse perspectives, giving audiences control of their experience. We build connections across marginalized communities and strive for improving equitable workplaces. This acts as the foundation for everything we do.

ENVIRONMENTAL SUSTAINABILITY
At JUICE HOUSE, we are committed to minimizing our environmental impact and promoting sustainable practices throughout our operations. As a fully remote company, we significantly reduce our carbon footprint by eliminating the need for daily commutes, which helps minimize gas emissions and traffic congestion. Our remote work model also allows us to conserve energy and resources that would otherwise be consumed in a traditional office setting.

We prioritize the use of digital tools and platforms to collaborate, communicate, and store files, reducing our reliance on paper and other consumable office supplies. When physical production materials are required, we strive to use eco-friendly and recycled options whenever possible.

We encourage our employees to adopt environmentally responsible behaviors in their home offices, such as conserving energy, reducing waste, and recycling. We provide resources and guidelines to help our team members create sustainable work environments and make informed choices that align with our commitment to environmental sustainability.

As a company, we continuously seek ways to improve our sustainability efforts and reduce our overall environmental impact. We regularly review our processes and practices to identify opportunities for further improvement and innovation in the realm of remote work and sustainable operations.

LABOR & HUMAN RIGHTS
JUICE HOUSE strictly prohibits any form of forced labor, child labor, human trafficking, excessive work hours, exploitative conditions, harassment, and retaliation against individuals who report perceived harassment, discrimination, fraud, or violations of applicable laws. We are committed to upholding the highest standards of labor and human rights in all aspects of our operations.

We ensure that all our employees are of legal working age and are employed of their own free will. We do not engage in or condone any form of modern slavery or human trafficking. Our employees are fairly compensated for their work and are not subjected to excessive work hours or exploitative conditions. We maintain accurate records of our employees' working hours and ensure that they are provided with adequate rest periods and time off in compliance with applicable labor laws.

JUICE HOUSE fosters a work environment that is free from harassment, discrimination, and retaliation. We have clear policies and reporting mechanisms in place to address any incidents of harassment or discrimination promptly and effectively. Employees are encouraged to report any perceived violations without fear of retaliation, and all reports are investigated thoroughly and impartially.

We extend our commitment to labor and human rights to our partners and suppliers. We conduct due diligence to ensure that the companies we work with share our values and adhere to the same high standards of ethical conduct. We regularly monitor and assess our supply chain to identify and address any potential risks or violations.

JUICE HOUSE provides regular training and resources to our employees to ensure they understand their rights, responsibilities, and the importance of maintaining a safe, respectful, and inclusive work environment. We are committed to continuous improvement and regularly review our policies and practices to ensure they remain effective in protecting the rights and well-being of our employees and stakeholders.

HARASSMENT & DISCRIMINATION
JUICE HOUSE maintains a zero-tolerance policy towards harassment and discrimination in any form, including but not limited to verbal, physical, or sexual harassment, as well as discrimination based on gender, race, national origin, age, disability, religion, pregnancy, ethnicity, gender identity, marital status, military status, or any other basis protected by law.

This anti-harassment and anti-discrimination policy clearly defines what constitutes harassment and discrimination, provides examples of prohibited conduct, and outlines the consequences for engaging in such behavior. These policies are outlined in the following section and are regularly communicated to all employees through training sessions and company-wide updates.

Definition of Harassment and Discrimination
Harassment is any unwelcome conduct that is based on a protected characteristic and creates an intimidating, hostile, or offensive work environment. Discrimination occurs when an individual is treated unfairly or denied opportunities based on a protected characteristic.

Examples of prohibited conduct include, but are not limited to:

  • Verbal harassment: derogatory comments, slurs, epithets, or jokes based on a protected characteristic

  • Physical harassment: unwanted touching, assault, or physical interference with normal work or movement

  • Visual harassment: offensive posters, cartoons, drawings, or gestures

  • Sexual harassment: unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature

  • Discrimination in employment decisions: hiring, firing, promotion, demotion, or any other employment action based on a protected characteristic

Reporting and Investigation
Employees who experience or witness harassment or discrimination are encouraged to report the incident to their immediate supervisor, the Human Resources department, or through our anonymous reporting hotline. All reports will be promptly and thoroughly investigated, and appropriate corrective action will be taken. Retaliation against an individual who reports harassment or discrimination or participates in an investigation is strictly prohibited and will not be tolerated.

Consequences for Violations
Any employee who is found to have engaged in harassment or discrimination will be subject to disciplinary action, up to and including termination of employment. The severity of the disciplinary action will depend on the nature and gravity of the offense and any prior history of misconduct.

Employee Acknowledgment
All employees are required to read, understand, and comply with this anti-harassment and anti-discrimination policy. Employees will be asked to sign an acknowledgment form confirming their receipt and understanding of this policy.

To ensure that any incidents of harassment or discrimination are addressed promptly and effectively, we have established clear reporting mechanisms. Employees and/or contractors who experience or witness harassment, discrimination, or retaliation are encouraged to report the incident to their immediate supervisor, the Human Resources department, or through our anonymous reporting hotline. All reports are treated with the utmost confidentiality and are promptly investigated by trained professionals.

JUICE HOUSE periodically reviews and updates these policies to ensure they remain effective and aligned with best practices and legal requirements. We are committed to maintaining a work environment that is safe, respectful, and inclusive for all our employees, and we take all necessary steps to prevent and address any violations of our harassment, discrimination, and retaliation policies.

HEALTH & SAFETY
At JUICE HOUSE, the health and safety of our employees are our top priorities. We are committed to providing a safe and healthy working environment for all our team members, regardless of their role or location. To achieve this, we maintain a comprehensive health and safety policy that encompasses the following key elements:

Risk Assessment and Hazard Prevention

  • We regularly conduct risk assessments to identify potential hazards in our work environments, including home offices for remote employees.

  • We take proactive measures to eliminate or minimize identified risks through appropriate controls, such as ergonomic equipment, proper lighting, and safe electrical setups.

  • We encourage employees to report any health and safety concerns they may have, and we promptly address these concerns to prevent accidents and injuries.

Training and Education

  • We provide comprehensive health and safety training to all employees, covering topics such as ergonomics, fire safety, electrical safety, and emergency preparedness.

  • We offer specialized training for employees working with specific equipment or in unique environments to ensure they have the knowledge and skills necessary to work safely.

  • We regularly update and refresh our training programs to keep employees informed of the latest health and safety best practices and regulations.

Equipment and Resources

  • We provide our employees with the necessary protective equipment, such as ergonomic chairs, computer monitors, and other tools to minimize the risk of work-related injuries and illnesses.

  • We ensure that all equipment is properly maintained, and we replace equipment as needed to ensure it remains safe and effective.

  • We provide resources, such as guidelines and checklists, to help employees set up their home offices in a safe and ergonomic manner.

Emergency Preparedness

  • We have established emergency response plans and procedures to ensure the safety of our employees in the event of an emergency, such as a fire, natural disaster, or
    medical crisis.

  • We regularly review and update our emergency response plans to ensure they remain effective and aligned with best practices and regulations.

  • We provide employees with information and resources to help them prepare for emergencies and respond appropriately if an incident occurs.

Compliance with Regulations

  • We stay up to date with all applicable health and safety regulations, including OSHA standards and local, state, and federal laws.

  • We regularly review our policies and practices to ensure they comply with these regulations and make any necessary updates or improvements.

  • We maintain accurate records of all health and safety incidents, inspections, and training to demonstrate our compliance with regulations.

A strong commitment to health and safety is essential for the well-being of our employees and the success of our company. We encourage open communication and collaboration on health and safety matters and actively seek feedback from our employees to continuously improve our policies and practices. By prioritizing the health and safety of our team members, we create a work environment that supports productivity, creativity, and overall job satisfaction.

COMPENSATION & BENEFITS
At JUICE HOUSE, we are committed to providing competitive compensation and benefits packages that comply with all applicable laws and regulations. We believe in fair and equitable pay practices and ensuring that our employees are adequately compensated for their work.

All compensation amounts and terms are outlined in a prior written agreement between JUICE HOUSE and the employee and/or contractor. This agreement clearly states the terms of employment, including salary, bonuses, incentives, and any other forms of compensation. The payment terms, including the frequency and method of payment, are also detailed in the agreement.

We conduct regular market research and benchmarking studies to ensure that our compensation terms remain competitive within our industry and local market. This helps us attract and retain top talent while maintaining internal equity among our employees.

We review our compensation and benefits programs annually to ensure they remain aligned with our business objectives and industry standards. Any changes to these programs are communicated to employees in a timely and transparent manner.

At JUICE HOUSE, we prioritize open communication and feedback regarding compensation and benefits. Employees are encouraged to discuss any concerns or questions they may have with their supervisor or the human resources department. We are committed to addressing any issues promptly and fairly.

By providing competitive compensation and benefits packages and maintaining open lines of communication, we aim to create a positive and supportive work environment that values our employees' contributions and promotes their well-being.

PROFESSIONAL DEVELOPMENT & TRAINING
At JUICE HOUSE, we believe that the continuous growth and development of our employees is essential to our success as a company. We are committed to providing our team members with the knowledge, skills, and resources they need to excel in their roles, advance their careers, and contribute to the overall success of the organization.

Every intern and their supervising employee works to create a quarterly Individual Development Plan (IDP) that outlines their professional goals, training needs, and career aspirations. IDPs are reviewed and updated regularly to ensure alignment with the employee's progress and the company's evolving needs.

JUICE HOUSE provides a range of training opportunities, including in-house workshops to help employees develop the technical, creative, and professional skills necessary for their roles. Employees are encouraged to proactively identify and request training that will enhance their performance and support their career growth. The company allocates a budget for employee training and development, which is reviewed and approved annually by the leadership team.

JUICE HOUSE fosters a culture of mentorship, where experienced employees provide guidance, support, and advice to help their team interns and colleagues grow and develop. Formal mentorship programs are established to pair junior employees with senior mentors who can provide insights, feedback, and career guidance. Managers and supervisors receive training in coaching and providing constructive feedback to support the ongoing development of their team members.

Employees are encouraged to share their knowledge, expertise, and best practices with their colleagues through presentations, workshops, and internal knowledge-sharing platforms. The company maintains a centralized repository of training materials, project documentation, and other resources to facilitate knowledge sharing and continuous learning.

JUICE HOUSE supports employees in staying up-to-date with industry trends, technologies, and best practices by encouraging participation in industry associations, conferences, and networking events. Employees are encouraged to represent the company at industry events, contribute to industry publications, and engage with the wider creative community to enhance their professional profiles and bring new insights back to the organization.

Employee performance evaluations include an assessment of the employee's progress towards their professional development goals and the impact of training and development activities on their performance. Managers provide regular feedback and coaching to help employees identify areas for improvement and support their ongoing growth and development.

JUICE HOUSE strives to provide employees with opportunities for career advancement within the organization, including promotions, lateral moves, and special projects. The company maintains a transparent and fair process for internal job postings and promotions, encouraging employees to apply for roles that align with their skills, interests, and career goals.

By investing in the professional development and training of our employees, JUICE HOUSE aims to attract and retain top talent, foster a culture of continuous learning, and build a high-performing team that delivers exceptional results for our clients and stakeholders.

DATA PROTECTION & CYBERSECURITY
At Juice House, we understand the critical importance of protecting the sensitive information entrusted to us by our clients and employees. We are committed to maintaining the highest standards of data protection and cybersecurity to safeguard the confidentiality, integrity, and availability of this information. Our comprehensive data protection and cybersecurity policy includes the following key components:

Compliance with Regulations

  • We strictly adhere to all applicable data protection regulations, such as the General Data Protection Regulation (GDPR), the California Consumer Privacy Act (CCPA), and
    other relevant laws and industry standards.

  • We regularly review and update our policies and procedures to ensure ongoing compliance with these regulations and to address any changes in the legal landscape.

  • We maintain detailed documentation of our data processing activities, including data flow maps, privacy impact assessments, and records of consent, to demonstrate our compliance with regulations.

Data Collection and Use

  • We only collect and process personal data that is necessary for legitimate business purposes and with the explicit consent of the individuals concerned.

  • We provide clear and transparent information to individuals about how their data will be used, their rights under applicable data protection laws, and how they can exercise those rights.

  • We have implemented strict data minimization and retention policies to ensure that we only keep personal data for as long as necessary and securely dispose of it when it is no longer needed.

Access Controls and Authentication

  • We maintain strict access controls to ensure that only authorized personnel can access sensitive data on a need-to-know basis.

  • We use strong, multi-factor authentication methods to verify the identity of users accessing our systems and data.

  • We regularly review and update access permissions to ensure that they remainappropriate and revoke access promptly when it is no longer necessary.

Encryption and Secure Communication

  • We use industry-standard encryption protocols to protect sensitive data both at rest and in transit.

  • All communication channels, such as email and file transfers, are secured using encryption to prevent unauthorized interception or tampering.

  • We ensure that all devices used by our employees, including laptops, smartphones, and tablets, are equipped with appropriate encryption software to protect data stored on these devices.

Vulnerability Management and Security Audits

  • We regularly conduct vulnerability assessments and penetration testing to identify and address any weaknesses in our systems and networks.

  • We maintain an inventory of all hardware and software assets and ensure that all systems are kept up to date with the latest security patches and updates.

  • We engage independent third-party auditors to conduct regular security audits of our systems and processes to ensure that we are meeting industry best practices and standards.

Incident Response and Breach Notification

  • We have established a comprehensive incident response plan to detect, investigate, and mitigate any data breaches or security incidents promptly.

  • We have a dedicated incident response team that is trained and equipped to handle security incidents effectively and minimize their impact on our clients and employees.

  • In the event of a data breach, we will promptly notify affected individuals and relevant authorities in accordance with applicable data breach notification laws and regulations.

Employee Training and Awareness

  • We provide regular training and awareness programs to all employees on data protection and cybersecurity best practices, including how to identify and report potential security threats.

  • We have established clear policies and guidelines for employees on the acceptable use of company systems and data, including the handling of sensitive information and the use of personal devices for work purposes.

  • We foster a culture of security awareness and encourage employees to take an active role in protecting the data and systems they work with.

We are committed to continually improving our data protection and cybersecurity practices to stay ahead of evolving threats and maintain the trust of our clients and employees. We regularly review and update our policies and procedures to ensure that they remain effective and aligned with industry best practices and regulations.

INTELLECTUAL PROPERTY PROTECTION
JUICE HOUSE shall maintain a comprehensive inventory of all its intellectual property, including trademarks, copyrights, patents, and trade secrets. This inventory should be regularly updated and reviewed to ensure accuracy and completeness.

All employees and contractors must sign an Intellectual Property Agreement upon joining the company, acknowledging that any intellectual property created during their employment or engagement belongs to JUICE HOUSE.

Employees and contractors are prohibited from using or disclosing the company's intellectual property for any purpose outside the scope of their work without prior written permission from the company.

When working with clients' intellectual property, employees and contractors must adhere to the terms of any applicable agreements and ensure that the intellectual property is used only for the intended purpose and in accordance with the client's guidelines.

Any suspected infringement or unauthorized use of the company's or clients' intellectual property must be promptly reported to the designated intellectual property manager or legal department.

CONFIDENTIALITY & NON-COMPETE
At JUICE HOUSE LLC ("the Company"), we are committed to maintaining the confidentiality of proprietary, sensitive, and privileged information. This policy applies to all employees, contractors, and partners ("Individuals") who may have access to such information in the course of their work with the Company.

Definition of Confidential Information
Confidential Information includes any proprietary, sensitive, or privileged information and trade secrets of the Company, its officers, employees, affiliated companies, and clients.

Examples of Confidential Information include, but are not limited to:

  • Marketing plans and strategies

  • Pricing and client lists

  • Client contact numbers and information

  • Plans for new product development

  • Technical designs and data dictionaries

  • Financial information

  • Contractual agreements

  • Intellectual property

  • Creative concepts and ideas

  • Business plans and strategies

  • Production ideas and plans

Confidential Information also includes any information of the Company's officers, employees, agents,representatives, parents, affiliates, and clients that Individuals may have access to in performing their duties.

Obligations of Individuals

  • Individuals shall not disclose any Confidential Information to third parties without the prior written consent of the Company.

  • Individuals shall use Confidential Information only in connection with their work for the Company and to the extent specified by the Company.

  • Individuals shall not use Confidential Information for their personal benefit or the benefit of any third party.

  • Individuals shall take reasonable precautions to prevent unauthorized access to or disclosure of Confidential Information.

Non-Disclosure Agreements (NDAs)

  • Individuals may be required to sign NDAs as a condition of their employment or engagement with the Company.

  • NDAs shall outline the specific obligations of Individuals with respect to Confidential Information and the consequences of any breach of those obligations.

Intellectual Property

  • All intellectual property developed by Individuals in the course of their work for the Company shall be the exclusive property of the Company.

  • Individuals shall promptly disclose any intellectual property they develop to the Company and shall assist the Company in securing any necessary protections for such intellectual property.

Non-Compete and Non-Solicitation
During their employment or engagement with the Company and for a period of twelve (12) months thereafter, Individuals shall not engage in any business activity that competes with the Company or solicit clients, talent, partners, or industry professionals with whom the Company has or has had a business relationship.

Consequences of Breach

  • Any breach of this policy may result in disciplinary action, up to and including termination of employment or engagement with the Company.

  • The Company reserves the right to seek legal remedies, including injunctive relief and monetary damages, in the event of any breach of this policy.

Returning Company Property
Upon termination of employment or engagement with the Company, Individuals shall promptly return all Company property, including any documents or materials containing Confidential Information.

By adhering to this confidentiality policy, we can ensure that the Company's proprietary, sensitive, and privileged information remains protected and that our business relationships with clients, partners, and industry professionals are maintained.

CONFLICT OF INTEREST
At JUICE HOUSE, we expect our employees to act in the best interests of the company and avoid situations that may create a conflict of interest. Employees must disclose potential conflicts, such as personal relationships or financial interests, that may influence their business decisions.

Employees are prohibited from using company resources, skills, or knowledge acquired through their work at JUICE HOUSE for personal gain. This includes offering consultation services or engaging in outside work that leverages the expertise developed while employed at the agency, as this competes directly with JUICE HOUSE's business interests.

Accepting gifts or favors that create the appearance of impropriety is not allowed. If a conflict cannot be avoided, employees must work with their supervisor to manage the situation and minimize potential harm.

Violations of this policy, including the misuse of agency-acquired skills or knowledge for personal benefit, may result in disciplinary action, up to and including termination.

JUICE HOUSE is committed to maintaining a culture of transparency, accountability, and ethical decision-making to protect its reputation and ensure long-term success.

SOCIAL MEDIA & PUBLIC RELATIONS
At JUICE HOUSE, we recognize the importance of maintaining a professional and positive presence on social media and in our interactions with the public. Employees and contractors must ensure that their social media activity does not harm the reputation or interests of the company or its clients. When discussing JUICE HOUSE or its projects on social media, employees and contractors must clearly state that their views are personal and do not necessarily reflect those of the company.

Employees and contractors are prohibited from sharing any confidential, proprietary, or sensitive information about JUICE HOUSE or its clients on social media without prior written permission from the designated public relations or communications team. This team is responsible for coordinating appropriate responses to media inquiries in line with the company's messaging and values. All media inquiries regarding the company or its clients must be directed to this team.

In the event of a crisis or negative publicity, it is crucial that employees and contractors refrain from making any public statements or engaging with media outlets. Instead, they must defer to the company's official response and designated spokespersons to ensure a consistent and controlled message. By adhering to this policy, we can protect the reputation of JUICE HOUSE and maintain the trust of our clients and stakeholders.