betenbough homes
in-office
COMPANY DRESS STANDARDS | As a team member, you contribute to our business reputation and our core value of excellence by having a professional appearance. Because all our offices are customer-facing (internal and external), maintaining a polished and appropriate look is essential. 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 who choose not to meet professional dress standards may 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 at the support center or regional office. For example, new home coordinators or architecture associates.
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.
Headwear, Hair & Accessories | Employees are expected to maintain a professional appearance. Hair must be kept clean, neat, and styled appropriately for the work environment. Hair color must be in naturally occurring shades (e.g., black, brown, blonde, red, gray). Unnatural or extreme colors (e.g., blue, green, pink, purple) are not permitted unless explicitly approved for special event purposes. No hats or headwear, unless otherwise allowed for your role, specifically not allowed for office support roles. 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 the ear, nose, or gauges are excessive or considered distracting for your role or business, your leader may ask you to remove or minimize them. Tattoos may be visible, including those above the collar, as long as they are not offensive, inappropriate, or disruptive to the professional environment. Leaders may address concerns on a case-by-case basis to ensure alignment with brand standards.
Shirts | No tank tops, tube tops, halter tops, midriff tops, spaghetti strap tops, or t-shirts are permitted. Sheer or revealing materials are not appropriate for the workplace. (Women’s sleeveless dress shirts should have shoulder straps at least 2” wide.) Low-back shirts must be layered with an appropriate shirt underneath. Button-down and polo shirts should be clean, well-fitting, and styled in a way that maintains a professional appearance, whether worn tucked or untucked, based on the shirt’s design. No t-shirts allowed.
Pants | No shorts, blue denim jeans, or athleisurewear such as leggings, jeggings, or yoga pants. If leggings are worn as part of a layered outfit, the top must extend to at least (3” above) the knee. Colored jeans are permitted, except blue, provided they are clean, free from holes, and not visibly distressed or frayed.
Skirts & Dresses | Length of skirts and dresses must be no more than 3” above the knee.
Shoes | All shoes must maintain a professional appearance and be clean and in good condition. Overly casual shoes, flip-flops and sandals are not appropriate for the workplace. Footwear should be suitable for your role, with special consideration given to team members working in the field or on their feet for extended periods. If a leader determines that a type of footwear is not aligned with professional standards or is inappropriate for your role, you may be asked to change it.
Casual Friday | On Fridays, or on other days specified by leadership, team members may wear blue denim jeans, and solid color t-shirts or company-branded t-shirts (e.g., BH, BBS, Impact Title, The Willows, 92, Elevate, etc.). Jeans must be clean and free of holes, rips, or distressing. Sweatshirts, hoodies, and pullovers are also acceptable. All other professional appearance standards remain in effect. Leaders reserve the right to address any attire that does not align with these expectations.
In addition to company-branded apparel, school spirit wear is encouraged and always welcome. This includes attire representing local schools such as the Frenship Tigers, Permian Panthers, Midland High Bulldogs, as well as colleges and universities like West Texas A&M University and Texas Tech University. We love to see our team members celebrating their children’s schools and supporting their own alma maters. Fridays are a chance to come together, show school spirit, and share in the activities that matter most to our families and community.
Friday Casual in Regions: No T-shirts allowed except for detail team. Blue jeans allowed.
What to Wear & What Not to Wear Video | This video provides helpful tips on what to wear and not wear for the above dress standards: https://vimeo.com/1113310068/1275c3adcc?ts=92770&share=copy.
FIELD - Team members who work in the field for a significant portion of their day. For example, developers, builders and warranty technicians.
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.
Hair | Employees are expected to maintain a professional appearance. Hair must be kept clean, neat, and styled appropriately for the work environment. Hair color must be in naturally occurring shades (e.g., black, brown, blonde, red, gray). Unnatural or extreme colors (e.g., blue, green, pink, purple) are not permitted unless explicitly approved for special event purposes. 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 the ear, nose, or gauges are excessive or considered distracting for your role or business, your leader may ask you to remove or minimize them. Tattoos may be visible, including those above the collar, as long as they are not offensive, inappropriate, or disruptive to the professional environment. Leaders may address concerns on a case-by-case basis to ensure alignment with brand standards.
Pants | Slacks, chinos or colored jeans are allowed.
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 allowed. Team members must wear a company approved Betenbough Homes branded shirt and/or name tag. Detail Technicians can wear a Betenbough Homes branded collared shirt or t-shirt.
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. Detail Technicians can wear company approved athletic shoes, no loud colors.
Friday Casual in Regions | No t-shirts allowed except for detail team. Blue jeans allowed.
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.
What to Wear & What Not to Wear Video | This video provides helpful tips on what to wear and not wear for the above dress standards: https://vimeo.com/1119934559/a672651a09?share=copy&fl=sv&fe=ci
CONSTRUCTION APPAREL - A Betenbough Homes logo is required on shirts for all field team members. Construction, Warranty, and Detail teams include both front-line team members and leaders.
Developers, Development Construction Technicians, and Construction and Warranty Teams | $700 in apparel dollars will be given up front and $150 bi-annually to purchase Betenbough Homes–branded apparel through the apparel store.
Detail Teams | $700 in apparel dollars will be given up front and $150 bi-annually to purchase Betenbough Homes–branded apparel through the apparel store. In addition, $150 will be allocated to the Detail Manager’s credit card at the start of the role to support initial required apparel.
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.
AI RECORDING | To foster a culture of trust and mutual respect, the use of any device that records conversations is not permitted without clear permission from all participants.
Wearable devices that are constantly recording are not allowed. The use of recording devices in one-on-one’s is strictly forbidden. This includes any AI-powered devices capable of recording, transcribing, or analyzing conversations. This protects employee privacy, company confidentiality, and our culture of open communication.
Unapproved recordings will be considered a serious breach of trust and violation of this policy may lead to disciplinary consequences up to and including termination of employment.