OVERVIEW

VALHADEN (Hereinafter referred to as “VHN”) 

The VHN Employee Handbook (the “Handbook”) has been developed to provide general guidelines about VHN policies and procedures for employees. It is a guide to assist you in becoming familiar with some of the privileges and obligations of your employment, including VHN's policy of voluntary at-will employment. None of the policies or guidelines in the Handbook are intended to give rise to contractual rights or obligations, or to be construed as a guarantee of employment for any specific period of time, or any specific type of work. Additionally, with the exception of the voluntary at will employment policy, these guidelines are subject to modification, amendment or revocation by VHN at any time, without advance notice.

The personnel policies of VHN are established by the Founder/Owner, who has delegated authority and responsibility for their administration to Upper Management. Members of Upper Management may, in turn, delegate authority for administering specific policies. Employees are encouraged to consult Upper Management or their direct supervisor for additional information regarding the policies, procedures, and privileges described in this Handbook.

VHN will provide online access to this Handbook upon employment. All employees are expected to abide by it. The highest standards of personal and professional ethics and behavior are expected of all VHN employees. Further, VHN expects each employee to display good judgment, diplomacy and courtesy in their professional relationships with members of VHN's clients, subcontractors, and the general public.

VALHADEN LLC

626-808-4930

Founder/Owner.

Shawn Bruce

shawn@valhaden.com

VOLUNTARY AT-WILL EMPLOYMENT

Unless an employee has a written employment agreement with VHN, which provides differently, all employment at VHN is “at-will.” That means that employees may be terminated from employment with VHN with or without cause, and employees are free to leave the employment of VHN with or without cause. Any representation by any VHN officer or employee contrary to this policy is not binding upon VHN unless it is in writing and is signed by their direct supervisor or any member of upper management.

DEFINITION OF TERMS

  1. Employer. The VHN is the employer of all full-time, part-time and temporary employees. An employee is hired, provided compensation and applicable benefits, and has their work directed and evaluated by VHN.

  2. Full-Time Employee. A Full Time Employee regularly works at least 40 hours per week.

  3. Part-Time Employee. A Part Time Employee regularly works less than 35 hours per week but no less than 18 hours per week.

  4. Exempt Employee. An Exempt Employee is an employee who is paid on a salary basis and meets the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”).

  5. Non-Exempt Employee. A Non-Exempt Employee is an employee who is paid an hourly rate and does not meet the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”). For Non-Exempt Employees, an accurate record of hours worked must be maintained. VHN will compensate non-exempt employees in accordance with applicable federal and state law and regulations.

  6. Temporary Employee. An individual employed, either on a full-time or part-time basis, for a specific period of time less than six months. Temporary employees are entitled only to those benefits required by statute or as otherwise stated in the VHN Employee Handbook.

All employees are classified as Exempt or Non-Exempt in accordance with federal and state law and regulations. Each employee is notified at the time of hire of their specific compensation category and exempt or non-exempt status.