betenbough homes
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COMPANY DRESS STANDARDS | As a team member, you contribute to our business reputation and our core value of excellence by having a professional appearance. Dress standards also apply while traveling to other regions, conferences or trainings (unless otherwise stated by your leader). If a leader finds your personal appearance inappropriate, you will be asked to leave work and return dressed appropriately. Team members that choose to not meet professional dress standards could be subject to disciplinary action, up to and including termination of employment.
Detailed below are the following professional dress standards for the following team member categories:
OFFICE - Team members who spend a significant portion of their day in the home office or regional office and do not frequently interact with guests and customers.
Hygiene | Must maintain personal cleanliness and oral hygiene. Refrain from the excessive overuse of perfume, cologne, or after-shave. Nails should be clean and kept in good condition with no extreme nail polish colors or length that could inhibit basic work needs.
Overall Clothing | Clothing must be clean, and free from holes, tears, distressing, excessive wrinkling, or other signs of excessive wear. It must be appropriately fitted - not tight fitting, revealing, oversized, or excessively baggy. No clothing with inappropriate logos or crude slogans.
Hair & Accessories | No extreme hair colors or hair styles. All hair must be well groomed and styled. No extreme or excessive jewelry or makeup. No hats unless otherwise stated for your role. Facial hair must be well maintained and trimmed including ears, eyebrows, and nose. If growing a beard, it should be well maintained; if not growing a beard then shave every day or as often as needed (no 1 or 2 day growth).
Piercings & Tattoos | Ear piercings and nose piercings are allowed - no other facial piercings should be visible during work hours. If piercings in ear, nose, or gauges are excessive or defined as distracting for your role or brand, your leader may ask you to remove them or cover them up. Any tattoos visible above the collar must be fully covered by tattoo cover-up makeup or a clean bandage during work hours. No offensive or inappropriate tattoos should be visible at any time.
Shirts | No tank/tube/halter/midriff/spaghetti strap tops allowed. No sheer or revealing material. Sleeveless dress shirts should go all the way to the edge of the shoulder. No low-back shirts that do not have a shirt under them. Button down/polo shirts should be tucked in unless the length and style are designed to be worn untucked. Tucked in shirts should be worn with a belt. No t-shirts.
Pants | No shorts, denim blue jeans, linen pants, or leggings as jeggings (anything worn over leggings must come to or past the knee). Colored jeans are allowed. No pants that have holes, are visibly distressed, or have frayed hems.
Skirts & Dresses | Length of skirts and dresses must come to or past the knee.
Shoes | All shoes must be professional in nature. No athletic shoes, flip-flops, overly casual sandals, or heels over three inches. Shoes must be appropriate for your position (special consideration is needed if you are in the field or on your feet for many hours a day).
Casual Friday | On Friday or other leader specified days, denim blue jeans, athletic shoes, and t-shirts are allowed. All other standards still apply.
CUSTOMER FACING - Team members who spend a significant portion of their day working with guests and customers. For example, new home coordinators.
Hygiene | Must maintain personal cleanliness and oral hygiene. Refrain from the excessive overuse of perfume, cologne, or after-shave. Nails should be clean and kept in good condition with no extreme nail polish colors or length that could inhibit basic work needs.
Overall Clothing | Clothing must be clean, and free from holes, tears, distressing, excessive wrinkling, or other signs of excessive wear. It must be appropriately fitted - not tight fitting, revealing, oversized, or excessively baggy. No clothing with inappropriate logos or crude slogans.
Hair & Accessories | No extreme hair colors or hair styles. All hair must be well groomed and styled. No extreme or excessive jewelry or makeup. No hats unless otherwise stated for your role. Facial hair must be well maintained and trimmed including ears, eyebrows, and nose. If growing a beard, it should be well maintained; if not growing a beard then shave every day or as often as needed (no 1 or 2 day growth).
Piercings & Tattoos | Ear piercings and nose piercings are allowed - no other facial piercings should be visible during work hours. If piercings in ear, nose, or gauges are excessive or defined as distracting for your role or brand, your leader may ask you to remove them or cover them up. Any tattoos visible above the collar must be fully covered by tattoo cover-up makeup or a clean bandage during work hours. No offensive or inappropriate tattoos should be visible at any time.
Shirts | No tank/tube/halter/midriff/spaghetti strap tops allowed. No sheer or revealing material. Sleeveless dress shirts should go all the way to the edge of the shoulder. No low-back shirts that do not have a shirt under them. Button down/polo shirts should be tucked in unless the length and style are designed to be worn untucked. Tucked in shirts should be worn with a belt. No t-shirts.
Pants | No shorts, denim blue jeans, linen pants, or leggings as jeggings (anything worn over leggings must come to or past the knee). Colored jeans are allowed. No pants that have holes, are visibly distressed, or have frayed hems.
Skirts & Dresses | Length of skirts and dresses must come to or past the knee.
Shoes | All shoes must be professional in nature. No athletic shoes, flip-flops, overly casual sandals, or heels over three inches. Shoes must be appropriate for your position (special consideration is needed if you are in the field or on your feet for many hours a day).
Additional for Experience Specialists: These team members must wear a company approved Betenbough Homes branded shirt and/or name tag with slacks, chinos, or colored jeans (no denim blue jeans).
FIELD - Team members who work in the field for a significant portion of their day. For example, builders and warranty technicians.
Shorts | Shorts with flat pockets. Belts must be worn with a tucked in shirt. No cargo style shorts, no gym shorts. Shorts must be no more than 3" above the knee.
Shirts | Button down/polo shirts should be tucked in unless the length and style are designed to be worn untucked. Tucked in shirts must be worn with a belt. No T-shirts. Team members must wear a company approved Betenbough Homes branded shirt and/or name tag.
Shoes | All shoes must be professional in nature. No loud colors. No open toed shoes. Shoes must be appropriate for your position. Special consideration is needed if you are in the field walking in loose soil, climbing a ladder, walking on a roof, and on your feet for many hours.
Field Standard Specifics
- Hats are allowed if clean, company-branded baseball cap (must be worn forward)
- Proper Safety Wear in your area is required at all times.
- Shorts with flat pockets and belt are allowed
Detail Technician Standard Specifics
- Can wear a Betenbough Homes branded collared shirt or t-shirt
- Can wear company approved athletic shoes, no loud colors
Builders & Developers Standard Specifics
- Must wear company approved shirt with slacks, chinos, or colored jeans along with approved safety wear.
CONSTRUCTION APPAREL - A Betenbough Homes logo is required on shirts for all field team members.
Construction and Warranty Teams | $400 in apparel dollars will be given upfront, with an additional $150 per quarter to continue buying Betenbough Homes logoed shirts in the apparel store.
Detail Teams | $150 will be allotted to your Detail Manager's credit card at the beginning of your role. You will also receive $75 apparel dollars every 6 months to spend on Betenbough Homes logoed shirts in the apparel store.
THE COACHING CONTINUUM | Instead of annual performance reviews, we believe in coaching and continuous feedback as a lifestyle. Part of our relational style is helping team members identify gaps to help them grow and be successful. The coaching continuum provides a visual explanation of our ongoing culture of feedback and disciplinary approach.
The type of coaching or correction depends on the severity of the circumstance. There are times when the best thing for the person is to jump straight to a written warning, 911 call, or even termination. Your direct leader and/or Senior Leadership will determine the level of correction needed.
1 Degree Corrections Defined as little adjustments we want to close the gap on. We are committed to addressing issues before they have a chance to grow into something significant. We see these corrections as “in the green” meaning they are part of coaching an individual.
Verbal Warning Defined as corrections that are more than a 1 degree and considered “in the yellow.” This correction is documented with Employee Support but is not a written, signed form.
Written Warning Defined as corrections that need dramatic improvement on a consistent basis and considered “in the red. This document is signed, and follow-ups are performed to ensure timely and consistent improvement.
911 Call This is a special type of written warning that requires immediate turn around in correction and considered a “last opportunity —in the red.” These issues must not be repeated.
CONFLICT RESOLUTION | We encourage a healthy, honest, and transparent atmosphere. We expect team members to treat each other with mutual respect. We also support and encourage an environment of continuous feedback, both with your leader and your peers. Our heart is to prevent disunity or gossip by addressing concerns with the appropriate person.
Continued success of conflict resolution is dependent on healthy and consistent feedback. The following steps should be taken to resolve conflict or disagreements among peers and/or with your leader:
Number One You are encouraged to express your concerns directly with the person in conflict first. This supports the opportunity for the healthiest conflict resolution. If you believe it inappropriate to discuss with the person directly, please seek counsel from your leader and/or Employee Support.
Number Two If your conflict is not resolved after discussion directly, please approach the next appropriate leader. For example, if it’s a peer — connect with your leader. If it’s your leader — connect with your leader’s leader.
It is our belief that every team member plays a role in the growth and excellence of their peers and leaders. People are able to reach their highest potential when they are aware a problem exists.
ALCOHOL AND DRUG-FREE WORKPLACE | We are committed to be an alcohol and drug-free, healthy, and safe environment for all team members and the heart of this policy is not only to provide a safe work environment, but to also help our people lead healthy lives. There are many people in our organization that have a history of drug use and the fact that we have random alcohol and drug screenings provides enough accountability to keep them from turning back to that unhealthy lifestyle. Our goal isn’t to “catch people,” but to help our people not be entangled by substance abuse, which has destroyed countless families, marriages, and lives. As a result, alcohol and drug testing will be required as a condition of employment and all team members will be tested at least once annually.
Team members are required to be in a mental and physical condition that will allow you to perform your job satisfactorily. Team members may not use, possess, distribute, sell, or be under the influence of an illegal substance as defined by the state of Texas, at any time. Also, this policy prohibits the presence of a “prohibited substance” in the team member's system while at work, while on company premises or its customers, or while on company business or in attendance to a company event.
"Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the team member. Our company drug screening process requires all collected specimens to be sent to a certified laboratory and tested for evidence of marijuana (THC), cocaine, opiates, amphetamines, phencyclidine (PCP), benzodiazepines, methadone, methaqualone, barbiturates and propoxyphene use. The laboratory will screen all specimens and a certified Medical Review Officer (MRO) will confirm all positive screens. Betenbough Companies will stand by the initial drug and alcohol testing results.
It is the responsibility of the team member to understand the possible ingredients of any product that they may consume or use including any CBD-related products.
Violation of this policy or refusal to be tested may lead to disciplinary action, up to and including termination of employment.
TOBACCO, E-CIGARETTE, AND VAPE FREE WORKPLACE | The use of any tobacco, e-cigarettes, or vapes are not permitted to be used by team members during work hours or on Company property, including company vehicles, at any time. Team members are also prohibited from having the scent of tobacco, e-cigarette, or vape products on their person while working or on Company property.
Also, the use of any tobacco, e-cigarettes, or vapes are not allowed while away on Company travel or when attending business-related functions. Some examples include but are not limited to: Company retreats, conferences, Company-sponsored community events, vision trips, etc.
WORKPLACE MONITORING | We may conduct workplace monitoring to help ensure quality control, team member safety, security, and customer satisfaction. The equipment, services, and technology that you use to access the internet are the property of the Company. We reserve the right to monitor how you use the internet and review any data that you write, send, or receive through our online connections or store in our computer systems.
Team members who regularly communicate with customers may have their telephone conversations monitored or recorded for training and performance purposes.