Calder Capital Office Handbook - Non-Interns



Welcome!

 

Equal Employment Opportunity Employer

 

Calder Capital is an Equal Opportunity Employer and provides a safe working environment free from discrimination and harassment of any kind. Employment decisions at Calder are based on business needs and individual qualifications. Applicants are assessed based on merit, without regard to ethnicity, belief system, family, national origin, sex, sexual orientation, gender identity, political ideology, age, disability, or any other factors. We strive to support and inspire all employees, clients, and contractors.

 

Privacy Policy 

 

In compliance with Michigan’s Social Security Number Privacy Policy Act, all independent contractor and employee information is confidential and is stored in our internal database and secured against unauthorized access. 

 

Expectations

 

Communication

Communication among co-workers, managers, and clients plays a crucial role in the success of Calder. Too often, important details are missed because of a lack of communication. Each individual has the responsibility to actively participate and communicate in their role at Calder. 

We will thrive as a team from the communication of ideas in the pursuit of continued professional growth.

Conference Room

It is imperative that the conference room calendar be used to communicate and coordinate the use of the conference room and its activities. 

Representing Calder

Whether in the office, meeting a client, or representing Calder outside of the office and on social media it is important to uphold the Calder brand. You represent honesty, integrity, and ethical standards while working for Calder. We inspire others and are constantly striving to be better. Calder staff are prohibited from making comments to the press on behalf of the Company without prior written approval. 

Appearance/Dress Code

In the office everyone is expected to dress professionally, business casual pants, collared shirts, sweaters, sports jackets, skirts, and dresses are acceptable daily attire. Nice/golf shorts (no cargo shorts) are acceptable, weather permitting.

When meeting with clients it is important to dress in more formal business attire, however, site visits may be dependent on the environment and may warrant more casual attire. 

Casual Fridays do not mean concert t-shirts, sweatpants, or flip-flops. Please remember that this is still an office and we may have clients in at any time, and you are representing Calder. Jeans, polos, and sweaters are acceptable casual wear. Generally, clean, neat, clothing is acceptable.

Because we often have clients in the office it is also important to keep your office clean and organized. 

Attendance

Although daily office attendance is not mandatory, it is expected that employees meet deadlines, and productivity expectations, and show up to required meetings in a timely manner. It is also expected that independent contractors show up to agreed-upon meetings in a timely fashion. If you receive a calendar invitation, please respond yes, no, or maybe as soon as possible.

As professionals, it is important to be on time. Keeping clients waiting is not only rude but bad for business.

Attitude/Teamwork

Our attitude can positively or negatively affect the workplace environment. Bring your best.

Although Calder is a collaboration of independent contractors we are a team and need to work together. Ask for help if you need it. 

Technology Policy

Any device or software provided by Calder is considered the property of Calder and must be surrendered or disconnected from upon termination or completion of services. Per Calder’s Independent Contractor Agreement, no copies of software, databases, client lists, prospect lists, financial models, information memorandum, trade secrets, or other confidential internal information are permitted to be kept. The use of company technology to send offensive, discriminatory, or harassing communication is prohibited.  

Feedback and Evaluation

Evaluations will be given after the first six weeks of employment and then every six months to a year thereafter or as needed. Discussions of goals will also be included in evaluations. We encourage frequent feedback to ensure a productive and healthy working environment for all.

Office Property Policy

 To ensure the preservation and respect of office property, all employees are strictly prohibited from tampering with or damaging any office property within our organization. Office property includes physical objects, equipment, documents, and personal belongings found within employee office spaces, encompassing private offices, shared offices, cubicles, conference rooms, and common areas. This policy encompasses unauthorized modifications, alterations, or adjustments of office equipment, interference with electronic devices, unauthorized access to documents or personal belongings, and physical damage to office property. Violations of this policy will result in disciplinary action. The first offense will incur a $1,000 fine, and a second offense will lead to termination of employment. 

 

Code of Conduct

 

Objective

Calder Capital is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Calder expects that all relationships among persons in the office will be business-like and free of bias, prejudice, and harassment.

Calder has developed this policy to ensure that all its members can work in an environment free from unlawful harassment, discrimination, or retaliation. Calder will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Any employee or contractor who has questions or concerns about these policies should talk with their supervisor or office manager.

These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of Calder prohibit disparate treatment or harassment on the basis of sex, sexual orientation, color, national origin, transgender, marital status, religion, age height weight, disability, or any other protected characteristic. The prohibitions against harassment, discrimination, and retaliation are intended to complement and further those policies, not for the basis of an exception to them.

Retaliation

Calder encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Calder to promptly and thoroughly investigate such reports. Calder prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Sexual Harassment

Sexual Harassment constitutes discrimination and is illegal under federal, state, and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example, a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her ethnicity, belief system, family, national origin, sexual orientation, gender identity, political ideology, disability, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance or c) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the premises or circulated in the workplace, on company time or using company equipment by email, phone (including voice messages), text messages, social networking sites or other means.

Americans with Disabilities Act

The federal Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, fringe benefits, job training, and other terms, conditions, and privileges of employment. The ADA does not alter Calder’s right to hire the best-qualified applicant, but it does prohibit discrimination against a qualified applicant or employee because of his or her disability, or because of a perceived disability. As a matter of company policy, Calder prohibits discrimination of any kind against people with disabilities.

Individuals and Conduct Covered

These policies apply to all applicants and members, whether related to conduct engaged in by fellow members or by someone not directly connected to Calder Capital (e.g., an outside vendor, consultant, or customer).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings, and business-related social events.

Reporting an Incident of Harassment, Discrimination, or Retaliation

Calder Capital encourages reporting of all perceived incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor or office manager.

In addition, Calder Capital encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem, Calder recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Complaint Procedure

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct must immediately report their concerns to their immediate supervisor or office manager.

Calder Capital requires the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Calder Capital will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or bonus, reassignment, temporary suspension, or termination of a contract, as Calder Capital believes appropriate under the circumstances. 

If a party to a complaint does not agree with its resolution, that party may appeal to Calder’s managing partner.

False and malicious complaints of harassment, discrimination, or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

 

Drug and Alcohol Policy

 

After Hours

Calder has provided a stocked bar for its members/associates to utilize after work is completed for the day or after 5pm, whichever is later, however, this is a privilege and the right to do so may be taken away if it is abused.

What you do on your own time and in your own home is your business. As long as alcohol and/or other substances do not affect workplace performance then it is not a business-related issue. 

If alcohol or substance abuse becomes a problem and is interfering with business duties or performance, actions will be taken to address the issue. Calder prohibits drinking to the point of inebriation and is not responsible for actions/injuries related to consuming alcohol.

Work Events

Calder is more than happy to provide an assortment of non-alcoholic and alcoholic beverages during work events/mixers provided this privilege is not abused.

Workplace Searches

While in the office, Associates can expect to be protected against unlawful searches and seizures of personal property. Workplace searches of personal items, desks, etc, may be conducted under reasonable suspicion. 

Information and Complaints

For information regarding workplace accidents, injuries, or complaints please contact the office manager and/or managing partner.

Please keep this document as a reference for expectations.

 

Acknowledgment of Receipt of Calder Capital Office Handbook

 

I acknowledge that I have received a copy of the Calder Capital Office Handbook. I understand that I am responsible for reading and abiding by all policies and procedures in this Handbook, as well as all other policies and procedures of Calder. 

I also understand that the purpose of this Handbook is to inform me of Calder’s policies and procedures and that it is not a contract of employment. Nothing in this Handbook provides any entitlement to me or to any Calder independent contractor or employee, nor is it intended to create contractual obligations of any kind. I understand that Calder has the right to change any provision of this Handbook at any time and that I will be bound by such changes.

 

By signing this I agree to be held to a higher standard as a representative of Calder Capital, LLC.

 

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Document name: Calder Capital Office Handbook - Non-Interns
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