Employee Resources

NOCO Employee Handbook

NOCO Brews & Bites | Revised October 22, 2026

Welcome to NOCO

NOCO is Raleigh’s All-Day Pour House, a neighborhood gathering place for coffee, house-brewed beer, cocktails, wine, and locally sourced light bites. Our team helps guests feel welcome from their first cup to their last call.

We value quality, thoughtful service, teamwork, integrity, and care for our community. Treat guests and coworkers with respect, take pride in your work, and speak up when something needs attention.

About this handbook

This handbook explains our employment practices and workplace expectations. It is not an employment contract or a guarantee of employment, hours, or benefits beyond applicable policies and law. “NOCO” refers to the employing entity identified by management in the final approved version.

Employment is at will: either NOCO or the employee may end employment at any time, with or without notice or cause, subject to applicable law. Only Jay Bond or Jeremy Bond may approve a written agreement changing at-will status, subject to confirmation of their signing authority before adoption.

Management may revise policies prospectively, subject to required notice and applicable law. Changes to promised wages and wage benefits will be communicated in writing at least one pay period in advance when required. Changes will not retroactively reduce earned wages or benefits. Supervisors cannot independently change policies or promise exceptions.

Questions and reporting concerns

Bring questions, suggestions, or concerns to your supervisor, Jay Bond, or Jeremy Bond. You may bypass your supervisor, including when the supervisor is involved. Reports may be verbal or written; you do not need to identify a specific policy or propose a solution.

NOCO will review concerns promptly, share information only as needed to respond, and communicate the outcome as appropriate. Absolute confidentiality cannot be promised. If concerns remain, ask either owner for further review. Internal reporting does not limit your right to contact a government agency or exercise other protected rights.

Retaliation for good-faith reporting, requesting an accommodation, or participating in an investigation is prohibited. Report suspected retaliation through the same channels.

Employment and respectful conduct

Equal opportunity and accommodations

Employment decisions are based on qualifications, performance, and business needs, without unlawful discrimination based on race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, military or veteran status, or another protected characteristic.

Contact a supervisor or either owner to request an accommodation related to disability, religion, pregnancy, childbirth, a related medical condition, or another protected need. No special wording is required. NOCO will discuss the request and provide accommodations as required by applicable law, including legally required lactation breaks and space.

Harassment and discrimination

Unlawful harassment and discrimination are prohibited, whether committed by employees, managers, guests, vendors, or others. Examples include unwelcome sexual advances, requests for sexual favors, offensive comments, slurs, threats, unwanted touching, and conduct that creates an unlawful hostile work environment.

Report concerns promptly through any reporting contact on page 1. You do not have to confront the person involved. Supervisors must promptly notify an owner when they learn of possible harassment or retaliation. NOCO will investigate and take appropriate corrective action.

Workplace expectations

• Provide respectful, attentive service and cooperate with coworkers. Follow lawful instructions and role-specific safety procedures.
• Keep records accurate. Do not steal, falsify time records, intentionally damage property, threaten others, or engage in violence or unlawful harassment.
• Protect genuine confidential business information and use company resources only as authorized.
• Be fit for duty. Do not work while impaired by alcohol, illegal drugs, or medication that prevents safe performance.

Alcohol and substance safety

Authorized brewing, stocking, preparation, sale, and service of alcohol are part of our business and are permitted. Unauthorized drinking or consumption while working is prohibited. Any work-related tasting requires advance management approval and must follow applicable law and safety procedures; approval never permits impairment.

Use lawful prescription and nonprescription medication responsibly. If a medication or condition may affect safe performance, tell management about the work limitation without disclosing unnecessary medical details. Discuss possible accommodations when appropriate. Illegal drug activity on company premises is prohibited.

Report immediate impairment or safety concerns to management. Any drug or alcohol testing or medical examination must follow applicable law and an approved procedure. The testing procedure must be finalized before adoption of this handbook.

Corrective action

Depending on the circumstances, corrective action may include coaching, a verbal or written warning, suspension, or termination. NOCO may skip steps; a fixed sequence is not guaranteed. Any unpaid suspension must comply with applicable pay rules. Protected complaints, lawful wage discussions, accommodation requests, and protected leave are not misconduct.

Schedules timekeeping and pay

Employment classifications

Full-time employees are regularly scheduled for 30 or more hours per week; part-time employees are scheduled for fewer than 30. Temporary employees are hired for a limited assignment or interim need. These categories do not guarantee hours or determine overtime exemption. Benefit eligibility depends on each benefit’s terms.

Employees are separately classified as exempt or nonexempt under applicable wage laws. Salary alone does not establish exempt status. Management will communicate classification and any changes.

Schedules and attendance

Be ready to begin work at your scheduled start time. Record all required preparation or other work, including work performed before a shift. Notify your supervisor as soon as possible if you will be late or absent, preferably before the shift begins. If you cannot reach the supervisor, contact an owner and leave a message through the designated communication channel.

Request foreseeable time off at least two weeks ahead when possible. Illness, emergencies, and protected leave may require shorter notice. NOCO will consider the circumstances before addressing attendance issues. Protected absences will not be counted as misconduct.

Three consecutive scheduled workdays without notice may be treated as job abandonment only after reasonable efforts to contact the employee and consideration of emergencies and protected leave. Outside work must not create conflicts of interest, misuse resources, or interfere with agreed schedules and job performance.

Recording time and overtime

Nonexempt employees must record all hours worked accurately, including opening and closing tasks, required meetings and training, and authorized work messages outside scheduled shifts. Do not work off the clock or record time for another employee. Report errors promptly so they can be corrected.

Obtain advance approval for overtime when possible. All work performed must still be reported and paid, even when it was not approved. Covered nonexempt employees receive at least 1.5 times their regular rate for hours worked over 40 in a workweek. Paid leave generally does not count as hours worked for overtime. Exempt employees are paid under applicable salary rules.

The workweek runs Monday at 12:00 a.m. through Sunday at 11:59 p.m. Pay is biweekly. Management will identify the regular payday and timekeeping process before adoption. Employees receive an itemized pay statement and should report concerns promptly.

Meals breaks and closures

The current policy provides full-time employees one paid 30-minute meal period when working more than six hours in a workday. Supervisors coordinate coverage, and employees are relieved of active duties during the meal. Management must confirm whether this benefit extends to part-time employees working the same shift length. Short rest breaks are recorded and paid as required by law.

Management communicates weather and emergency closures. Nonexempt employees are paid for work performed; unworked closure time is unpaid unless an applicable benefit or law provides otherwise. Eligible employees may request PTO. Exempt pay follows applicable salary rules.

Paid time off and holidays

Paid time off eligibility and accrual

Full-time salaried employees accrue 120 hours of PTO per year at 10 hours per month. PTO combines vacation, personal, and sick time. Employees may begin using available accrued PTO after 30 days of employment. Accrual is not an immediate grant of the entire annual amount.

Request planned PTO at least two weeks in advance when possible. Approval depends on coverage and business needs, subject to protected-leave requirements. For illness or emergencies, notify management as soon as practical. Unpaid time off may also be requested and is reviewed individually.

Up to 40 unused hours may roll over to the next calendar year. The stated maximum balance is 200 hours. Before adoption, management must define how excess year-end balances are handled, when accrual pauses and resumes, and how these two limits interact. No earned time is forfeited solely by this draft.

Management must also finalize partial-month accrual, accrual during unpaid leave, and unused-PTO payment at separation. PTO is tracked in hours; the original day equivalents assume eight hours per day. Paid time used for variable-length shifts must follow the approved hours rule.

Outside employment remains subject to the conflict-of-interest and performance policy. Working elsewhere during PTO does not automatically constitute resignation. Work-related injuries and associated leave are handled under workers’ compensation and other applicable law; benefit coordination must follow the approved policy.

Holidays

NOCO observes Thanksgiving Day and Christmas Day as days off for all employees. Full-time salaried employees receive these two paid holidays in addition to PTO. The prior handbook does not clearly specify holiday-pay eligibility for other employees or the number of paid hours; management must resolve those terms before adoption.

Additional closures, including a brewery break or company event, may be paid at management’s discretion, subject to applicable pay rules and any advance promise.

Bereavement leave

Full-time employees are eligible immediately upon hire for three paid days following the death of an immediate family member and one paid day to attend the funeral of an aunt, uncle, niece, or nephew.

Immediate family includes a spouse or committed/domestic partner; parents, siblings, children, grandchildren, grandparents, and parents-in-law; and the children, parents, or other immediate relatives of a committed/domestic partner. Notify your supervisor as soon as practical. NOCO may request reasonable verification. Management must confirm paid hours per day for varying schedules.

Blood donation leave

Employees averaging at least 20 hours per week may take up to three unpaid hours per calendar year to donate blood, with reasonable advance notice. Exempt employees’ pay is handled as required by law. This benefit is retained from the existing handbook as a company policy, not described as a universal legal entitlement.

Other leave and employee benefits

Jury duty and other protected leave

Notify your supervisor promptly upon receiving a jury summons and provide a copy. NOCO will not discharge or demote employees because they are called for or serve on a jury. If released with at least four hours remaining in the scheduled workday, contact your supervisor about returning when practical. Only the court may approve an excuse or deferral.

The prior handbook does not clearly state jury-duty pay eligibility. Management must confirm pay and benefit-accrual treatment before adoption; exempt pay and other legal requirements apply regardless.

Employees may request other leave or accommodations required by applicable law, including family or medical leave when the employer and employee qualify. Contact management to discuss eligibility, notice, documentation, pay, benefits, and return-to-work arrangements. No blanket attendance or notice rule overrides a protected right.

Military service and family military leave

NOCO provides military leave and reemployment rights as required by USERRA and other applicable law. Give advance notice when required and feasible; written orders will be requested only as permitted by law. Benefits and return-to-work requirements are administered under applicable law, rather than a blanket promise that all benefits continue unchanged.

The existing handbook also provides up to 10 days of unpaid family military leave for qualifying spouses averaging at least 20 hours per week when a servicemember is on leave or deployment during the described military conflict. This company benefit is retained pending clarification of qualifying events and the period in which the 10 days may be used. It does not replace other statutory military-family leave rights.

Workers compensation

Report work-related injuries or illnesses to your supervisor immediately, or as soon as reasonably possible. Get emergency care first when necessary. Management will notify the insurance carrier and provide claim instructions. Benefits are determined under applicable workers’ compensation law and the claim process; coverage and payment are not guaranteed for every reported event.

NOCO pays the cost of workers’ compensation coverage. Eligible benefits may include medical treatment and a portion of lost wages. Do not assume that an employee must personally pay emergency transportation charges related to a work injury.

Discounts expenses and other benefits

Employees may purchase merchandise and cafe items at cost or at the approved employee discount. Ask management for the current eligible items and rates before purchasing. Do not apply your own discount or give unauthorized discounts.

Obtain approval before incurring business expenses and submit receipts promptly. Proposed clarification: approved reimbursements of $50 or less are included in the next regular paycheck; larger requests are processed through accounts payable. Management must confirm this treatment of exactly $50 and communicate a payment deadline for larger expenses.

NOCO makes payroll tax deductions and employer contributions as required by law, including Social Security and Medicare under the Federal Insurance Contributions Act. Any offered insurance or other benefit is governed by its plan documents and applicable law; this handbook does not promise an unlisted plan.

Safety security and guest service

Emergency response

For an immediate threat, serious injury, fire, or medical emergency, call 911 and notify management as soon as safe. Follow evacuation instructions and do not delay emergency care while contacting family. For a nonemergency, coordinate appropriate care and transportation with management and the employee. Employees are not required to transport an injured coworker.

Report threats, violence, unsafe conditions, defective equipment, and accidents promptly. Do not attempt to physically intervene when unsafe. NOCO prohibits workplace violence and unauthorized weapons, subject to applicable law. Nonemergency concerns can be reported to a supervisor or either owner without first contacting police.

Safe work practices

• Complete required training and follow equipment, chemical, lifting, food-handling, and beverage-service procedures. Use supplied protective equipment as instructed.
• Keep work areas clean, dry, organized, and free of blocked exits or trip hazards. Report spills and repair needs promptly.
• Know the locations of exits, first-aid supplies, fire extinguishers, emergency contacts, and any designated assembly point.
• Report work-related injuries, including minor injuries, promptly. Report hazards without fear of retaliation.

Responsible service and food safety

Follow NOCO’s approved procedures for checking identification, alcohol service, refusing service, food safety, sanitation, and reporting illness. Get a manager when uncertain or when a guest may be impaired. Do not serve alcohol unlawfully. Role-specific procedures and training remain separate from this handbook and must be provided before an employee performs the task.

Keys closing and property

Keep issued keys and access credentials secure; report loss immediately. Do not share or duplicate them without permission. Enter company premises after hours only with authorization.

Follow the approved closing checklist: secure doors, set alarms and thermostats, and turn off only equipment designated for shutdown. Refrigeration, brewing systems, safety equipment, and other required systems must remain operating as instructed. Return company property when requested or upon separation.

Use care with personal property brought to work. NOCO does not ordinarily insure personal belongings, subject to applicable law. Do not bring items that create a safety risk or violate lawful workplace rules.

Appearance and smoking

Arrive clean and dressed for your role. Employees serving the public must wear a NOCO-branded shirt. Wear safe, role-appropriate footwear; open-toed shoes are not permitted in production areas. Clothing must be clean, suitable for the work, and free of unlawful harassment or discriminatory content. Request religious, disability, or other legally required accommodations through management.

Smoking and tobacco use are prohibited inside company buildings and permitted only in designated outdoor areas. Follow applicable law and site rules.

Information records and separation

Technology confidentiality and social media

Use company equipment and accounts responsibly. Limited personal use is permitted when authorized, safe, and not disruptive. Do not install software, remove equipment, make purchases, or commit NOCO to an agreement without approval. Do not use company resources for an outside business.

NOCO may monitor company systems and network activity to the extent permitted by law. This does not grant unrestricted access to personal accounts or every activity on a personally owned device. Protect passwords, payment information, and guest and employee personal data; report loss or suspected unauthorized access promptly.

Protect genuine trade secrets and nonpublic information such as recipes, customer lists, financial plans, and private records accessed through your job. Do not use confidentiality rules to restrict lawful discussion of wages, hours, benefits, safety, or working conditions, reporting to agencies, or other protected activity.

Only authorized employees may speak for NOCO. Personal posts should not suggest company endorsement. Do not disclose genuine confidential information or engage in unlawful threats, harassment, discrimination, or retaliation online. Personal social-media use must not interfere with working duties. These rules do not prohibit protected concerted activity or lawful discussion of workplace concerns.

Hiring personnel records and performance

Provide accurate application and employment information. Material misrepresentation may result in withdrawal of an offer or corrective action. New hires must complete Form I-9 and provide acceptable documentation under current verification requirements. Rehires are processed under applicable I-9 rules.

Job-related background checks may be required with appropriate authorization and legally required notices. Decisions must follow applicable law; a record does not automatically disqualify every applicant. Employees whose duties require driving must maintain an acceptable driving record.

Keep your contact, emergency-contact, payroll, and benefit information current. Personnel records are restricted to those with a legitimate need. Ask your supervisor to arrange reasonable access to your own file. Medical and other sensitive information will be handled with appropriate confidentiality.

Supervisors explain job expectations and normally provide a job description or objectives within 14 days of hire or a role change. Performance and pay are generally reviewed annually; additional reviews may occur. Reviews do not guarantee a raise. Pay decisions consider performance, responsibilities, and business factors, excluding protected activity or protected leave.

Leaving NOCO

We request two weeks’ written resignation notice from nonexempt employees and four weeks from exempt employees to help arrange coverage. Notice is requested, not a change to at-will employment. Return keys, equipment, records, and other company property.

Final earned wages will be paid no later than the next regular payday, except amounts that cannot yet be calculated, which are handled under applicable law. Property return is not a condition of receiving earned pay. Unused PTO is handled under the final approved PTO policy and applicable law; this draft creates no new forfeiture. Any available benefit-continuation rights will be communicated as required.

Employee acknowledgment

Complete this acknowledgment only after management approves the final handbook, fills in its effective date, and removes the management review section. Do not collect signatures on this review draft.

I acknowledge receipt of the NOCO Employee Handbook effective __________________. I understand that I am responsible for reading it, following its lawful policies, and asking questions when I need clarification.

I understand that employment is at will, subject to applicable law, and that this handbook does not create a contract or guarantee employment for a particular period. Only an authorized owner may enter a written agreement changing at-will status.

I understand that policies may change prospectively, with notice as required by law. Nothing in this handbook restricts protected activity, reporting concerns to government agencies, lawful discussions of pay or working conditions, or any other protected right. Signing acknowledges receipt, not a waiver of rights.

Employee name: __________________________________________________

Employee signature: ______________________________________________

Date: ___________________________________________________________

Management representative: ________________________________________