**This article has been written by Tulsa Wedding DJ Sales Manager – Sean Elliot, and U.S. SBA Entrepreneur of the Year, Las Vegas Motivational Speaker and Tulsa Business Coach – Clay Clark. 

**Today we are working on finishing our update employee handbook. It’s taking a long time, but I believe that the updates are almost done. Wow.


(best if read using your hands and eyes simultaneously)


Effective Date June 1, 2012

Welcome ——————————————————————————————— 3
Introduction —————————————————————————————— 4
Company History ———————————————————————————– 4
E.E.E.E. (The Four E’s) —————————————————————————- 5
Vendors ———————————————————————————————- 5
Business Ethics and Conduct———————————————————————- 6
Equal Opportunity ———————————————————————————- 6
Immigration Law Compliance ——————————————————————– 6
Anti-Harassment and Anti-Discrimination —————————————————— 7
Disability Accommodations ———————————————————————– 8
Criminal Convictions and Background Checks————————————————- 8

Introductory Period ——————————————————————————— 9

Employment Classifications and Benefits ——————————————————- 9
Unemployment Compensation ——————————————————————– 9
Business Travel Expense ————————————————————————– 9
Vacation Schedule ———————————————————————————- 9
Holidays ——————————————————————————————– 10
Meal Policy —————————————————————————————– 10

Leaves of Absence ——————————————————————————– 10
Bereavement Leave ——————————————————————————- 10
Personal Leave ————————————————————————————- 10
Military ——————————————————————————————— 10
Family and Medical Leave ———————————————————————- 11
Pregnancy Disability —————————————————————————— 11
Voting Time Off ———————————————————————————– 12
Child’s School Discipline ———————————————————————— 12
Attending Child’s School Activities ———————————————————— 12
Jury Duty ——————————————————————————————- 12
Witness Duty ————————————————————————————— 12
Victim Leave ————————————————————————————— 12

Working Hours & Meal Breaks ——————————————————————13
Paydays, Deductions —————————————————————————— 13
W-2s ————————————————————————————————- 13
Wages ———————————————————————————————– 14
Requesting Time Off —————————————————————————— 14

Team Member Training Program ————————————————————— 14
STP “Setting the Pace”—————————————————————————- 15

Employee Performance Appraisals ————————————————————- 15
Employee Files ————————————————————————————-15
Open Door Policy ——————————————————————————— 16
Employee Suggestions —————————————————————————- 16
Arbitration Agreement —————————————————————————- 16

Dress and Grooming —————————————————————————— 17
Attendance and Punctuality ———————————————————————- 18
Workplace Violence —————————————————————————— 18
Access to Electronic Media ———————————————————————- 19
Prohibited Email, Communication Activities, & Telephone Usage ———————— 20
Loitering ——————————————————————————————– 21
Smoking ——————————————————————————————– 21
Confidentiality of Information —————————————————————— 21
Safety Policy ————————————————————————————— 21
Outside Employment—————————————————————————— 22
Rules of Conduct ———————————————————————————- 22
Unacceptable Behavior/Misconduct ———————————————————— 23

Company Property and Facilities ————————————————————— 25

Voluntary Terminations ————————————————————————– 25
Rehire Policy ————————————————————————————— 25
Right to Modify ———————————————————————————— 25
Welcome new employee!
On behalf of your colleagues, we welcome you to the job and we wish you every success here. We’re glad to have you with us!

We believe that Sam Walton (founder of Walmart) was write when he once wrote,

“There is only one boss. The customer. And he can fire everybody in the company from the chairman on down, simply by spending his money somewhere else.”


We too share the belief that our customer is the ultimate boss. Without them our company does not exist. Thus, we are committed to doing everything within our power to OVER-DELIVER to each and every customer. It is our goal to EXCEED THE EXPECTATIONS of every customer. Any employee who is committed to exceeding the expectations of the customer and their boss with each and every interaction is insured success with our company. We work diligently to create a fun, candid (no false kindness here), and upwardly mobile (you get promotions and raises based on what you do, not based on how long you have worked here) environment, and because of that we demand that you take pride in your work. As a group we are committed to insuring that the following four principles are always found at the workplace.

*Humorous Enthusiasm – We provide services to humans, who enjoy to laugh. Everything is more sustainable when humor is involved. You must have a good sense of humor to work here.
*Over-Delivery – It is our job as a company and your job as an employee to exceed the expectations of each and every customer that we come in contact with.
*Adaptability – The phrase “that’s not my job” is forbidden here. To satisfy the needs of our clients, we must function as a team to provide them with the highest quality of service. As a part of the teamwork philosophy, we have a policy of open communication at all times. We feel this is the best way to effectively deal with the daily challenges and opportunities of our business.
*Candor – In order to deliver the best quality services to our clients, we must listen to them. If a client says, “you guys were amazing!” “our photos were wonderful! or “I can’t believe how much fun we had!” we will tell you. If a customer says, “that guy sucked!” “that guy is horrible” or “that guy acted like he didn’t want to be there!” we will tell you. We will tell you at all times sincerely where you stand, what you are doing well, and what you can improve on. We don’t focus on your feelings or your reaction to the truth, we focus on delivering truthful feedback so that you can improve and reach the peak of your potential.
*On-Going Education – Every day our customers wake up subconsciously on a quest to make their lives easier and better. Every day our competition wakes up with the quest of gaining more customers by offering a better product or service. If we simply stand still the Earth shifts under us and we lose ground. Thus, as a company we are always striving to improve which is why we assign non-optional reading for our employees. We demand that you get smarter during your time spent with us.

If you take pride in your job, focus on over-delivering to our customers and your boss, and are relentlessly adaptable you will succeed here. If not, we will help you find employment with another company.

This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees must READ THE EMPLOYEE HANDBOOK AND SIGN OFF HAS HAVING DONE SO WITHIN THE FIRST 2 WEEKS OF EMPLOYMENT for it will answer many questions about employment with DJ Connection.

We know that your experience here will be challenging, enjoyable, and rewarding. We want to be the best, so we only hire the best! Thank you for joining our winning team and again, welcome!

Welcome to DJ Connection (hereinafter collectively referred to as “the Company”) This Handbook contains information about the employment policies and practices of the Company in effect at the time of publication.
Except for employment “at-will” status and the arbitration agreement, the Company reserves the right to change, at its sole discretion, all such policies and practices and the hours, wages, working conditions, job assignment, position titles, compensation rates and benefits for any employee. Other than the Owner of the Company, no manager, supervisor or representative of the Company has any authority to enter into any other than an at-will relationship with any employee. Only the Owner of the Company has the authority to make any such agreement, and then only in writing.

As a matter of Company policy, all employment is on an “at-will” basis, meaning that employment shall last for so long as mutually agreeable. Under this, either the employee or the Company may terminate the employment at any time with or without cause.
The policies set forth in this Employee Handbook replace any and all previous policy statements, whether written or oral, which differ from or are inconsistent with the policies expressed in this Handbook. No such prior policies or procedures shall have any force or effect after the effective date of this Manual.

It is your responsibility to review and gain an understanding of the contents of this handbook, and sign the acknowledgement page. If you have any questions concerning any statement in this handbook, you are encouraged to ask questions so that you can have a thorough understanding of the content.  When you read this portion of the handbook you are required to write the word “KOALA” at the bottom of the handbook so that we know you have read it.

Please read this handbook carefully. It will serve as a guide and ready reference to your questions about the Companies, jobs, pay, benefits, activities, and responsibilities. This handbook cannot answer all your questions about the subjects it addresses. If you have further questions, feel free to ask the Director of Human Resources or your Manager. Nothing in this Handbook creates, or is intended to create, a promise or contract.
Every effort has been made to make this handbook as comprehensive as possible.  However, the information in this handbook is for guideline purposes only and is not intended to create a contract, either expressed or implied, of continued employment.

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  • Founder of DJ Connection
  • Founder of Epic Photography
  • Founder of the Tulsa Bridal Association Wedding Show
  • Founder of Make Your Life Epic Marketing / Advertising Agency
  • Founder of Thrive15.com
  • Former Owner of Party Perfect (Which is now PartyProRents.com
  • Co-Founder of Elephant In The Room Men’s Grooming Lounge
  • Co-Founder of Fears and Clark Realty Group
  • Co-host of the Thrive Time Business Coach Radio Show