Lavish Roots is committed to a work environment in which all individuals are treated with respect and dignity and are free from all forms of harassment and discrimination. Any form of harassment, even when not unlawful or directed at a protected category, is prohibited and will not be tolerated. All Team Members, including supervisors, co-workers, vendors, contractors, customers or other third parties, are expected to adhere to this policy.

Reported or suspected occurrences of harassment or discrimination will be promptly and thoroughly investigated. Following an investigation, Lavish Roots will promptly take any necessary and appropriate disciplinary action up to and including termination. Lavish Roots will not permit or condone any acts of retaliation against anyone who files or cooperates in the investigation of harassment or discrimination complaints.

• The term “harassment” includes harassment based on any category protected by federal, state or local law, which may include, but is not limited to, unwelcome slurs, jokes, or verbal, graphic or physical conduct relating to an individual's race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, childbirth, physical disability, mental and/or intellectual disability, age, military status or status as a Vietnam-era or special disabled veteran, marital status, registered domestic partner or civil union status, familial status, gender (including sex stereotyping and gender identity or expression), medical condition (including, but not limited to, cancer related or HIV/AIDS related), genetic information, or sexual orientation.

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

  • Submission to such conduct is an explicit or implicit term or condition of employment;

  • Employment decisions are based on an Team Member's submission to or rejection of such conduct; or

  • Such conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive working environment.

Complaint Procedure

Lavish Roots provides you with a convenient and reliable method for reporting incidents of alleged harassment, including sexual harassment, and discrimination. Any Team Member who feels harassed or discriminated against is encouraged to immediately inform the alleged offender that the behavior is unwelcome. In many instances, the person is unaware his, her, or their conduct is offensive, and this action alone may often resolve the problem. If the informal discussion with the alleged offender is unsuccessful in remedying the problem, or if you do not feel comfortable with such an approach, you should immediately report the conduct to your immediate supervisor, manager or Human Resource manager. We cannot resolve a harassment or discrimination problem, unless we know about it.

Therefore, it is your responsibility to bring those kinds of problems to our attention so we can take the necessary steps to correct any problems. The report should include all facts available to you regarding the alleged harassment, sexual harassment, or discrimination.

Confidentiality

All reports of alleged harassment, sexual harassment, or discrimination will be treated seriously. Confidentiality will be maintained to the extent possible. However, to conduct a thorough investigation, certain information may need to be disclosed to other individuals, including the alleged offender. Consequently, absolute confidentiality cannot be promised and cannot be guaranteed.

Investigative Procedure

Once a complaint of alleged harassment, sexual harassment, or discrimination is received, we will begin a prompt and thorough investigation. The investigation may include interviews with all involved Team Members, including the alleged harasser, and any Team Members who are aware of facts or incidents alleged to have occurred.

Following an investigation, Lavish Roots will promptly take any necessary and appropriate disciplinary action. Disciplinary action will be taken if the investigation reveals that a Team Member has acted in a manner that is not in alignment with the goals of this policy. Lavish Roots may address any workplace issue discovered during an investigation. This may include some or all of the following steps:

1. Restore any lost terms, conditions, or benefits of employment to the complaining Team Member.

2. Discipline the alleged harasser. This discipline may include written disciplinary warnings, transfer, demotion, suspension and/termination of employment.

If the alleged harassment, sexual harassment, or discrimination is from a vendor, contractor, customer or other third party, Lavish Roots will take appropriate action to stop the conduct.

If you have made a complaint but feel that the action taken in response has not remedied the situation, you should make an additional complaint following the complaint procedure outlined in this policy.

Duties of Team Members and Supervisors

All Team Members of the company, both management and non-management, are responsible for assuring that a workplace free of harassment, sexual harassment, and discrimination is maintained. Any Team Member may file a complaint regarding incidents experienced personally or incidents observed in the workplace. The company strives to maintain a pleasant work environment where all Team Members are able to effectively perform their work without interference of any type and requests the assistance of all Team Members in this effort.

All managers and supervisors are responsible for doing all they can to prevent and discourage harassment, sexual harassment, and discrimination from occurring. If a complaint of harassment, sexual harassment or discrimination is raised, the individual to whom the complaint is made (i.e., supervisor, manager, company owner) should act promptly to notify your direct supervisor and HR Manager so an investigation may promptly proceed. The company may discipline any managers or supervisors who fail to follow this policy, which discipline may include termination.

False Reporting

It is a violation of this policy to knowingly report false allegations of discrimination or harassment. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline up to and including termination.

Regular attendance and consistent punctuality are essential functions of your job and are therefore expected of each Team Member. You are responsible for knowing your schedule and working your scheduled shifts. Team Members must be ready to begin work at their scheduled start time. This means that you are appropriately dressed and groomed, fed, and in a frame of mind that allows you to focus on your work.

Tardiness is defined as any time you arrive late to work. Absence is defined as any time you are scheduled to work and fail to report to work. You must notify a manager at least 2 hours prior to your scheduled shift if you are going to be late or miss a shift. The Company considers a no-call/no-show for one working day a resignation of employment. If you expect to be absent or late, you must call in and inform your supervisor before your shift begins. Team Members should not leave the work premises without prior approval during work hours or prior to the end of a scheduled work shift, except for during meal periods.

Unexcused absences will not be tolerated. Written verification from your physician may be required for any shift missed due to illness.

Failure to properly notify your manager in advance of an absence, late arrival or early departure from work, unexcused absenteeism or tardiness, falsification of time records, or any other violation of this policy may result in disciplinary action, up to and including termination of employment.

The Company believes that Team Members should have opportunities to enjoy time away from work to help balance their lives. Lavish Roots recognizes that Team Members have diverse needs for time off from work. Lavish Roots has established this paid time off policy PTO to meet those needs. The benefits of PTO are that it promotes a flexible approach to time off. Team Members are accountable and responsible for managing their own PTO hours to allow for adequate reserves if there is a need to cover vacation, illness or disability, appointments, emergencies, or other situations that require time off from work.

Lavish Roots provides a total of 15 days (120 hours) of PTO hours each calendar year, which is awarded upon your yearly anniversary/hire date, meaning on the date of hire or your anniversary, you will automatically be awarded 120 total hours to use for the year within the allowable schedule below.

New Team Members will be eligible to use PTO after the 60th day of continued employment. Any time off taken prior to the 60th day of employment will be unpaid, subject to approval. New team members must disclose any pre planned absences to their hiring team or manager before their start date. These absences may or may not be approved but will be unpaid if it falls within your first 60 days of hire. If you call out sick within the first 60 days, you will need a doctor's note due to it being an unpaid absence. Please be aware that taking unpaid time off is discouraged unless needed for legitimate illness. In such circumstances, a doctor’s note will commonly be required. PTO must be exhausted prior to any approval for unpaid time off.

Any remainder of awarded unused PTO hours shall otherwise be forfeited. No Cash out available.

Use and Scheduling of PTO

PTO may be used for any purpose for which the Team Member requires time off, including for Sick/Safe time under Washington law. Reasons for use of PTO consistent with the Washington Paid Sick/Safe Leave law include:

The Team Member’s own mental or physical illness, injury or health condition, including temporary medical disability (i.e., associated with pregnancy or childbirth), or to accommodate the Team Member’s need for medical diagnosis, care of treatment of the Team Member ’s mental or physical illness, injury or health condition, or a Team Members need for preventative health care.

To care for the Team Member’s family member with a mental or physical illness, injury or health condition; to care for a family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition; or to care for a family member who needs preventative medical care. For this purpose, “family member” means the Team Member’s child (regardless of age), parent, grandparent, a parent-in-law, and a spouse or state-registered domestic partner.

If the business location is closed where the Team Member works, or the Team Member’s child’s school or place of care is closed, by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material.

Absences resulting from the Team Member or their family member being a victim of domestic violence, sexual assault or stalking, including absences to seek law enforcement assistance or participate in legal proceedings, seek treatment from a health care provider, obtain services from a social services agency assisting such victims, to obtain mental health counseling, or to participate in safety planning or relocation for safety reasons (collectively referred to in this policy as “domestic violence”). For this purpose, “family member” means the Team Member’s child, spouse or state registered domestic partner, parent, parent-in-law, grandparent, person whom the Team Member is dating, or anyone else defined as a covered family member in Washington State’s domestic violence leave law (RCW 49.76.020) or Seattle Ordinance Chapter 14.16.010.P.1.a.

In addition to the above, Team Members are required to use available PTO when taking time off from work for any reason, except for a company-required absence due to low workload (i.e., layoff or furlough) or absences occasioned by the Company. PTO may be taken in increments of as low as one hour. However, PTO may not be used for missed time because a Team Member reports late to work, except during inclement weather. In addition, the following use limits apply to use of PTO for vacation or any purpose that is not related to an approved leave situation:

Years of Service & Use Limitations

0 – 2 months: No PTO may be used unless arranged before hire

2 months – 12 months: Maximum 7 PTO days at a time

13 months – 24 months: Maximum 10 PTO days at a time

25 months and over: Maximum 14 PTO days at a time

The use limitations set forth above do not include the Team Member’s regularly scheduled days off. For example, if a Team Member regularly receives Monday and Tuesday off, the Team Member could request 5 PTO days around the two regularly scheduled days off, for a total of 7 days away from work.

Whenever possible, PTO must be scheduled at least two weeks in advance. PTO is subject to supervisory approval, department staffing needs, and established departmental procedures. Unscheduled absences will be monitored. A Team Member will be counseled when the frequency of unscheduled absences adversely affects the operations of the department. The supervisor may request that the Team Member provide a statement from a health care provider concerning the justification for an unscheduled absence.

When PTO is used, a Team Member is required to request payment of PTO hours according to his, her, or their regularly scheduled workday. For example, if a Team Member works a six hour day, they would request six hours of PTO when taking that day off. PTO is paid at the Team Member’s straight time rate. PTO is not part of any overtime calculation.

Team Members may not borrow against their PTO banks; therefore, no advance leave will be granted. (Team Members will not be able to request future dates unless they have enough PTO in their banks to cover the requested time off.)

Payment Upon Termination

So long as an team member has been employed by the Company for at least one year and provides at least two weeks’ notice of separation (and continues to perform his, her, or their duties during that two weeks), the Company will pay out awarded and unused (PTO) upon the Team Member’s voluntary resignation, retirement, or separation by the Company other than for the Team Member’s misconduct, at a prorated rate based on anniversary date, up to a maximum of 15 days. Team Members whose positions are eliminated through a reduction in force or reorganization or whose hours drop below 20 hours per week are paid PTO on the effective date of the termination.