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Workplace reference
Roles & Policies
A clear guide to employment practices, benefits, expectations, scheduling, training and workplace conduct at Nibble Chocolate.
Clear expectations. Stronger teamwork.
Use this page as a practical reference and contact management whenever clarification is needed.
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Important policy notice
This page is an internal working reference. Applicable law, current written company notices and signed employment documents control if any information conflicts or changes. Contact management for clarification.
Chapter 01
Welcome & Company Culture
Welcome to our little chocolate heaven. Every team member helps shape how Nibble feels, works and grows.
We are thrilled to welcome you to the team and hope to build a long-lasting working relationship. Your contribution matters, and every action you take can strengthen the experience of coworkers and customers.
Our Purpose
“Savoring life with lovingly made chocolate.”
Our work should create joy, care and connection in every product and every interaction.
Our Values
JoyWe are present and grateful for the meaning of what we do.
CommunityWe contribute to the greater good through connection and care.
OptimismTogether, we create a better future.
IntegrityWe act honestly and give our best.
DisciplineWe organize ourselves around a clear purpose.
Our Mission
Nibble creates high-quality chocolate that supports a thoughtful lifestyle, celebrates the joy of food and prioritizes sustainability.
Chapter 02
Employment & Compensation
Our goal is to maintain a fair, enjoyable and communicative workplace where performance and growth are supported.
Initial trial period
New hires begin with an initial three-session trial period. After those sessions, the employee and the company assess role compatibility based on performance, interest and commitment.
Performance reviews and raises
Raises are based on merit, performance and changes in responsibility. The company aims to conduct one-on-one check-ins every three to six months, but a check-in does not automatically result in a pay increase.
Compensation reviews may consider:
- Individual performance
- Role responsibilities
- Contribution to the team
- The current financial health of the company
Mon–Sun
Standard pay period described in the handbook
Friday
Pay date for the preceding completed pay period
3–6 mo.
Target interval for one-on-one check-ins
Health insurance
Health insurance is not currently offered by the company.
Chapter 03
Leave & Employee Benefits
Review the current eligibility rules, available time off and product benefits. Confirm balances and approvals with management.
Earned sick leave
Nibble provides earned sick leave to eligible employees working in the City of San Diego. The policy is intended to comply with applicable California and City of San Diego requirements.
Current accrual, balance, permitted uses, documentation and carryover are administered according to applicable law and current company records. Contact management if you need your current balance or the complete policy.
Paid time off eligibility
PTO is described in the handbook for team members who:
- Work an average of 35 or more hours per week
- Have completed at least one year of employment
- Receive prorated PTO for the remainder of the year after their employment anniversary
PTO administration, carryover, accrual limits and payout are subject to current company policy and applicable law. Confirm your current eligibility and balance with management.
40 hrs
PTO listed after one year of eligible employment
80 hrs
PTO listed after three years of eligible employment
35+ hrs
Average weekly schedule listed for PTO eligibility
Store food allowance and discounts
One free drink per shift
Each staff member may enjoy one complimentary drink during an eligible shift.
“Eat Me” stash
Items marked “Eat Me” may be shared by team members at no charge. Please leave enough for others.
40% employee discount
Applies to chocolate products and drinks not included in the “Eat Me” stash. Personal use only.
30% employee discount
Applies to coffee, pastries and merchandise.
10% friends & family
Friends and family may receive the listed discount. Employee-only benefits may not be shared.
Use benefits responsibly
Discounts and free items are privileges and should be used consistently with company guidelines.
Chapter 04
Workplace Expectations
Consistency, professionalism and integrity protect the team, the customer experience and the business.
Complete assigned tasks truthfully
Follow the Barista Checklist, complete business-related assignments and sign off only after a task has actually been completed.
Follow supervisor direction
Respond to coaching, correct addressed processes promptly and ask questions when instructions are unclear.
Actively support sales
Engage customers, explain products and the chocolate-making process, ask questions and make informed recommendations.
Maintain a professional attitude
Gossip, toxic comments, persistent negativity, disrespect and unprofessional conflict undermine the team and are not acceptable.
Communicate concerns directly
Bring concerns and disagreements to a supervisor in a polite and constructive manner.
Protect working time
Personal scrolling, reading, homework, extended visits with friends and other non-work activities are not permitted during working hours.
Work free from drugs and alcohol
Drug or alcohol use during work hours or before an assigned shift is prohibited and may result in immediate termination.
Integrity means the task is truly finished.
Never sign off on a checklist item that has not been completed. Ask for help if time, equipment or another obstacle prevents completion.
Chapter 05
Attendance & Scheduling
Reliable attendance and prompt communication are essential to keeping stores and shifts running smoothly.
15 min
Additional handoff time expected at the end of a shift
2 hrs
Minimum notice for illness or a genuine emergency
48 hrs
Minimum notice for non-emergency personal conflicts
Scheduling responsibilities
- Work the originally scheduled times and dates.
- Review schedules when they are posted, typically one to two weeks in advance.
- Notify a supervisor immediately when a conflict is identified.
- Allow the listed 15 minutes at the end of the shift for a smooth handoff.
Acceptable emergency reasons
- Sudden illness or health emergency
- Immediate family emergency or unexpected childcare crisis
- Unforeseen transportation failure, severe weather or service disruption
- Sudden home, legal or other serious personal crisis
When I Work shift responsibility
Offering or dropping a shift in When I Work does not remove responsibility for the shift. The originally assigned employee remains responsible unless another employee accepts the shift and coverage is confirmed.
Call-out process
Offer the shift in When I Work
Make the shift available so another qualified team member can accept it.
Message the group chat
Clearly explain the coverage need and the scheduled time.
Notify the supervisor
The current handbook names Patrick as the primary supervisor contact.
Escalate after one hour without acknowledgment
The current handbook names Angelic as the backup supervisor contact.
No-show policy
Failing to report to work and failing to contact management is considered a no-show. Two no-shows may result in termination under the progressive discipline policy.
Chapter 06
Vacation & Dress Code
Vacation requests must support staffing needs, and professional attire must protect safety and the Nibble experience.
Vacation and blackout dates
- Vacation requires prior supervisor approval.
- Blackout dates may require full team availability.
- A maximum of two team members may be approved for vacation at the same time.
- Check the Nibble Calendar before requesting dates.
- Requests are reviewed on a first-come, first-served basis.
Before requesting vacation
Review blackout dates and confirm that no more than one other employee already has approved vacation during the same period.
Pacific Beach and general retail attire
Footwear
Closed-toe shoes are required. Non-slip soles are strongly preferred. Sandals are not permitted.
Tops
Wear clean button-up shirts, long-sleeved tops or other approved shirts in black, white, neutral, pastel or Nibble-aligned colors.
Bottoms
Black, gray, navy, brown or khaki pants are appropriate. Jeans are acceptable when clean and professional.
Shorts and skirts
Choose a conservative, work-appropriate length that supports safe movement and professional presentation.
Not permitted
Workout clothing, crop tops and attire that does not meet safety or professional presentation standards.
Old Town historical uniform
Old Town attire must meet the location’s historical presentation requirements. Employees should wear the approved clean uniform pieces assigned to them, appropriate undershirts where needed, black slacks or black jeans when required, closed-toe shoes and an approved black or Old Town apron.
When in doubt, ask before the shift.
Uniform requirements may vary by role, assigned costume and location rules. Management can confirm the approved pieces for your position.
Chapter 07
Training Requirements
Product knowledge and recipe consistency are part of every customer-facing role.
Required learning
- Learn the information in the Nibble Employee Manual.
- Learn the current drink recipes and preparation standards.
- Complete the product knowledge and recipe assessments before the end of the first month of employment.
- Use current internal pages rather than outdated Google Docs whenever an updated Team Hub version is available.
Chapter 08
Discipline, Termination & Legal
The company aims to provide clear feedback and opportunities to correct performance issues, while reserving the right to respond immediately to serious misconduct.
Progressive discipline
Verbal and written warnings may be documented and included in the employee performance record. Repeated problems commonly relate to daily task compliance, attendance, teamwork, respect and professionalism.
First written warning
Formal notice of an ongoing issue and an opportunity to correct the behavior or performance concern.
Second written warning
A final opportunity to demonstrate consistent and sustained improvement.
Third written warning
Considered the third strike and may result in termination of employment.
Verbal corrections
Small issues may first receive verbal coaching. The handbook states that three repeated corrections involving similar issues may lead to a written warning.
Conduct that may result in immediate termination
- Theft
- Harassment or discrimination
- Violence or threats
- Intoxication or drug use at work
- Serious safety violations
- Deliberate damage to company property
At-will employment
Employment with Nibble Chocolate is described as at-will. This means the employment relationship may be ended by either the employee or the company at any time, with or without notice, subject to applicable law.
Only a written agreement signed by the owner may alter the at-will nature of the relationship.
Confidentiality and legal notice
This handbook is intended for internal communication and reference. Its contents are confidential and proprietary to Nibble Chocolate, LLC and may not be distributed or reproduced without prior written consent.
The handbook is not intended to create an express or implied employment contract. Applicable law and signed written agreements control.
Questions or concerns should go directly to management.
Constructive criticism is welcome. Direct communication helps resolve problems without creating confusion, gossip or unnecessary conflict within the team.
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Clear policies help everyone do their best work.
Read this page carefully, ask questions whenever something is unclear and use current written instructions from management when policies are updated.