Associate: Company Handbook

Updated as of: April 29, 2024


This Handbook (also referred to as “Company Handbook” and/or “Employee Handbook“) is designed to acquaint you with BridgehouseLaw LLP (“BridgehouseLaw“) and provide you with information about working conditions, employee benefits, and the policies that affect your employment. It is important that you read, understand, and comply with all provisions of the Handbook. The purpose of this handbook is to outline your responsibilities as an employee and to provide an overview of the programs developed by BridgehouseLaw to benefit its employees. We are committed to fostering a work environment that promotes personal and professional growth.

It is important to note that no employee handbook can anticipate every circumstance or address every question about company policy. As BridgehouseLaw continues to grow, there may be a need to revise, supplement, or rescind policies or portions of the Handbook. BridgehouseLaw reserves the right to make such changes at its sole and absolute discretion.

BridgehouseLaw is an “at-will employer,” meaning that either the employer or the employee can terminate the employment relationship at any time and for any lawful reason (with some exceptions). This means that BridgehouseLaw can set the following employment terms, including its non-disparagement clause, as a condition of continued employment.

If an employee disagrees with any of our company’s policies, they have the choice to either accept these policies as they are conditions of employment at BridgehouseLaw LLP, and continue employment or decline them and seek employment elsewhere.

Employees will be notified of any changes to the Handbook as they occur.

    1. Nature of Employment

This Handbook provides employees with a general understanding of our personnel policies. Employees are strongly encouraged to familiarize themselves with the contents of this Handbook as it addresses many common questions related to employment with BridgehouseLaw.

However, it is important to note that this Handbook does not cover every possible situation or answer every question about employment. It is not an employment contract and does not create any contractual obligations. Both the employee and BridgehouseLaw have the right to terminate the employment relationship at any time and for any reason.

In order to maintain flexibility in the administration of policies and procedures, BridgehouseLaw reserves the right to change, revise, or eliminate any policies and/or benefits described in this Handbook, with the exception of the employment-at-will policy. Any deviations from the stated policies must be authorized and signed by a Managing Partner or designated partner of BridgehouseLaw.

    1. Policy Compliance

At BridgehouseLaw, we believe that a strong commitment to policies is essential for the success and smooth functioning of our organization. We expect all employees to adhere to and uphold each policy set forth by management. By doing so, we maintain a positive work environment, ensure fair and consistent treatment of all employees, and protect the best interests of our company, clients, and stakeholders.

Policy Adherence:

All employees are required to read, understand, and comply with the policies outlined in the employee handbook. These policies encompass a wide range of areas, including but not limited to:

      • Code of Conduct and Ethics
      • Anti-Harassment and Anti-Discrimination
      • Attendance and Punctuality
      • Confidentiality and Information Security
      • Health and Safety
      • Social Media and Technology Usage
      • Drug and Alcohol-Free Workplace
      • Leave and Time-off
      • Performance and Professionalism
      • Conflict of Interest
      • Compensation and Benefits

 Disciplinary Actions:

Failure to comply with company policies may result in disciplinary actions, up to and including termination of employment. The severity of the disciplinary action will depend on factors such as the nature and frequency of the violation, the employee’s disciplinary history, and the potential impact on the company or its employees.

Updates and Modifications:

Management reserves the right to modify, update, or introduce new policies in response to changing business needs, legal requirements, or industry standards. Such updates will be communicated to all employees in a timely manner, and it is the responsibility of each employee to familiarize themselves with any policy changes and comply accordingly.

    1. Business Ethics and Conduct

BridgehouseLaw places great importance on the principles of fair dealing and ethical conduct, which are essential for our business operation and reputation. Upholding integrity and excellence requires strict adherence to all applicable laws and regulations, as well as maintaining the highest standards of personal conduct and integrity.

The trust of our clients is crucial to the ongoing success of BridgehouseLaw, and we are committed to preserving that trust. Employees have a duty to act in a manner that merits the continued trust and confidence of the public, both forBridgehouseLaw and its clients.

BridgehouseLaw is fully committed to complying with all applicable laws and regulations, and we expect our partners and employees to conduct business in accordance with the letter, spirit, and intent of these laws. Employees are expected to refrain from engaging in illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, should guide employees toward acceptable conduct. If you encounter a situation where it is difficult to determine the appropriate course of action, it is important to openly discuss the matter with your immediate supervisor. If necessary, seek advice and consultation from a Managing Partner.

Every BridgehouseLaw employee is responsible for adhering to this policy on business ethics and conduct. Compliance with this policy is essential to maintaining our reputation and fulfilling our commitment to our clients.

    1. Immigration Law Compliance

BridgehouseLaw is committed to complying with applicable immigration laws and ensuring that all employees are either United States citizens or authorized to work in the United States. We do not engage in unlawful discrimination based on citizenship or national origin.

To fulfill our obligations under the Immigration Reform and Control Act of 1986, every new employee must complete the Employment Eligibility Verification Form I-9 and provide appropriate documentation to establish their identity and eligibility to work. Former employees who are rehired must also complete the form if they have not previously completed an I-9 with BridgehouseLaw within the past three years or if their previous I-9 is no longer valid or retained.

Throughout the hiring process and employment, we rely on the accuracy of the information provided in the employment application and other related documents. Any misrepresentations, falsifications, or material omissions in this information may lead to the exclusion of the individual from further consideration for employment. If a person has already been hired, such misrepresentations may result in termination of employment.

Employees who have questions or require more information regarding immigration law issues are encouraged to contact a Managing Partner. We maintain an open-door policy and employees are welcome to raise questions or complaints about immigration law compliance without fear of reprisal.

At BridgehouseLaw, we are committed to ensuring compliance with immigration laws and promoting a fair and inclusive work environment for all employees.

    1. Outside Employment

Employees are permitted to hold outside jobs as long as they are able to meet the performance standards of their position at BridgehouseLaw. All employees will be evaluated based on the same performance standards and are expected to comply with BridgehouseLaw‘s scheduling demands, regardless of any commitments to outside work.

In cases where BridgehouseLaw determines that an employee’s outside employment reasonably interferes with their performance or ability to meet the requirements of BridgehouseLaw, the employee may be asked to terminate the outside employment if they wish to continue their employment with BridgehouseLaw.

It is important to note that engaging in outside employment that poses a conflict of interest is strictly prohibited. Employees are not allowed to receive any income or material gain from individuals outside of BridgehouseLaw for materials produced or services rendered while performing their duties at BridgehouseLaw. Moreover, BridgehouseLaw‘s office space, equipment, and materials should not be used for any outside employment activities.

    1. Non-Disclosure

Protecting confidential business information and trade secrets is of utmost importance to BridgehouseLaw. This includes a wide range of confidential information, not limited to, but including the following examples:

      • Client files
      • HR files and data
      • Compensation data
      • Computer processes
      • Computer programs and codes
      • Client lists
      • Financial information
      • Marketing strategies
      • New materials
      • Research
      • Pending projects and proposals
      • Technological data

As a condition of employment, all employees may be required to sign a non-disclosure agreement (NDA) to ensure the safeguarding of confidential information. Any employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment. Legal action may also be pursued against individuals who violate these confidentiality obligations, even if they do not personally benefit from the disclosed information.

At BridgehouseLaw, we prioritize the protection of our confidential information and trade secrets to preserve our business interests and ensure our continued success.

    1. Employment Categories

BridgehouseLaw classifies its employees into three main categories: legal, management, and administrative staff. However, the duties of these staff members may be further categorized into subcategories based on their specific roles and responsibilities within the company. For salary administration purposes, BridgehouseLaw classifies its employees as follows:

      1. Regular Full-Time Employees: These employees are hired to work a normal forty (40) hour workweek and are eligible for all benefits provided by BridgehouseLaw.
      1. Regular Part-Time Employees: These employees work less than forty (40) hours per week on a regular basis.
      1. Temporary Employees: These employees are engaged for a specified duration or specific assignment, with the understanding that their employment will be terminated upon completion of the assigned time or task. They are not eligible for benefits.

In addition to these employee classifications, all jobs are further categorized as exempt or nonexempt, as defined below:

      • Nonexempt Employees: These employees are entitled to overtime pay at a rate of time and a half their regular pay rate for all hours worked beyond a forty (40) hour workweek, in compliance with applicable federal wage and hour laws.
      • Exempt Employees: These employees are not entitled to overtime pay for work performed beyond forty (40) hours in a workweek, as per applicable federal wage and hour laws. Typically, executives, professional outside sales representatives, and certain employees in administrative positions fall under the exempt category.

It’s important to note that regardless of the employment category, nothing in this subsection or the handbook is intended to contradict or undermine the “at-will” status of employment. Both employees and BridgehouseLaw have the freedom to terminate the employment relationship at any time, for any reason, or no reason at all. After any applicable introductory period, employees must adhere to the Employment Termination Policy as outlined in the handbook.

    1. Personnel Data Changes

Each employee is responsible for promptly informing BridgehouseLaw of any changes in their personnel data. It is important to ensure that personal mailing addresses, telephone numbers, names and numbers of dependents, emergency contact information, educational accomplishments, and other relevant status reports are accurate and up to date at all times.

If there have been any changes to your personnel data, please notify the Law Office Manager as soon as possible to ensure that our records remain current and accurate.

    1. Employee Benefits

At BridgehouseLaw, we are committed to offering employee benefits that help protect you against financial burdens resulting from illness, disability, and death, as well as support your retirement planning.

Eligible employees at BridgehouseLaw have access to a comprehensive range of benefits. Certain programs, such as Social Security, workers’ compensation, state disability, and unemployment insurance, are provided in accordance with legal requirements and cover all employees. Eligibility for specific benefits may vary depending on factors such as employee classification, and member of Management can provide you with information on the programs for which you are eligible. While some benefit programs may require employee contributions, BridgehouseLaw covers most of the costs.

This subsection of the Handbook provides an overview of our benefits program, but detailed information about group health insurance programs, flexible spending accounts, and our 401(k) or Simple Plan will be provided to you separately when you become eligible to participate in these programs. In the event of any discrepancies between the information presented in the Handbook and the official plan documents, the plan documents shall prevail.

Please note that BridgehouseLaw reserves the right to modify or terminate any of these programs, as well as to require or increase employee premium contributions for any benefits, at its discretion.

    1. Medical Insurance

BridgehouseLaw offers a medical insurance plan to regular full-time employees and their eligible dependents. Generally, you will be eligible to participate in the plan on the first day of the month following your initial ninety (90) days of employment with BridgehouseLaw.

If you would like more information about the details of our health insurance program, please reach out to the management team who will provide you with the necessary information.

    1. Continuation Coverage – (After you leave)

In the event that your employment with the firm is terminated, whether voluntarily or involuntarily, you have the option to continue your health care coverage for a period of up to six (6) months at group rates. This option is available as long as you have been enrolled in the health care plan for a minimum of six months and you are not terminated for gross misconduct. The applicable law governing continuation coverage will depend on whether your primary workplace was in Georgia or North Carolina.

Continuation coverage is also available to your spouse and dependent children in the following circumstances: if your employment is discontinued, in the event of your death, divorce, or separation, if you become eligible for Medicare, or if your dependent ceases to be eligible under our plan.

If you, your spouse, or dependents choose to continue coverage, it is your responsibility to pay the full premium amount, plus an additional two percent (2%) to cover administrative expenses, in advance. For more detailed information about this important benefit, please contact the Law Office Manager.

    1. Workers’ Compensation Insurance

From your first day of work at BridgehouseLaw, you are automatically covered by workers’ compensation insurance as required by law. The full cost of this insurance is paid by the company to ensure your protection in the following situations:

      • A disability directly caused by your job or working environment.
      • An injury sustained while performing your job.
      • An injury sustained while on work premises.

If you sustain an injury while on the job, regardless of how minor it may seem, it is important to immediately report it to the Law Office Manager. Failure to follow this reporting procedure may result in the appropriate workers’ compensation report not being filed, which could jeopardize your rights to benefits related to the injury.

Workers’ compensation insurance is in place to provide necessary support and coverage in the event of work-related injuries or disabilities. BridgehouseLaw is committed to ensuring that you receive the appropriate assistance and benefits in such circumstances.

    1. Deferred Compensation Plan

BridgehouseLaw offers eligible employees the opportunity to save for retirement on a tax-deferred basis through a 401(k) savings plan. To be eligible to participate in the plan, you must complete one (1) year of service with the company and be twenty-one (21) years of age or older. Enrollment in the plan is available during open enrollment periods, which occur on January 1 or July 1 following the completion of the waiting period. Participation in the 401(k) plan is subject to all terms and conditions outlined in the plan.

The 401(k) savings plan allows you to determine the amount of salary you wish to contribute and provides the flexibility to direct the investment of your plan account, enabling you to tailor your retirement savings to meet your individual needs. Additionally, BridgehouseLaw makes additional contributions to each employee’s 401(k) account.

By contributing to a 401(k) plan, your chosen amount is deducted from your pay before federal and state tax withholdings are calculated. This reduction in taxable income can result in immediate tax savings. While the amounts deducted are generally taxed upon distribution, favorable tax rules typically apply to 401(k) distributions.

Complete details of the 401(k) savings plan are provided in the Summary Plan Description, which is available to eligible employees for more comprehensive information.

    1. Flex Time (Gleitzeit)

BridgehouseLaw offers a flexible hours schedule known as Flex Time, or Gleitzeit, which allows employees to determine their own workday and adjust their start and finish times within set parameters.

The advantages of this policy include the ability for employees to align their work hours with public transportation schedules, accommodate personal obligations such as childcare, and avoid peak traffic congestion during rush hour, thereby promoting employee well-being.

For the legal department (attorneys, paralegals, legal assistants), Flex Time involves a “core” period of five (5) hours during which all employees must be present in the office (e.g., between 11:00 AM and 4:00 PM), and a “bandwidth” period during which the required hours must be worked (e.g., between 8:00 AM and 7:00 PM). Administrators have a “core” period of four (4) hours overlapping with the legal department (e.g., between 11:00 AM and 3:00 PM), and a corresponding “bandwidth” period (e.g., between 7:00 AM and 7:00 PM).

During the “core” period, all employees are required to be in the office simultaneously. The remaining hours outside of the “core” period are considered “flexible time,” allowing employees to choose when they work, provided they fulfill the total daily (8 hours), weekly (40 hours), or monthly (160 hours) requirements of billable, non-billable, and/or no-charge time within the designated “bandwidth” period. The total working time required for employees on Flex Time schedules remains the same as the previous traditional work schedule of an 8-hour workday.

It is important to note that once employees select their Flex Time schedules, they must adhere to them. Flex Time schedules have a duration of six (6) months before changes can be made to the schedule.

Please be aware that while Flex Time is a privilege, it is not a contractual right. In certain circumstances, modifications to Flex Time schedules may be necessary due to specific projects, unfinished work, client needs, or availability.

Available Flex Time Start Times:

      • 07:00 AM (for administrators only)
      • 07:30 AM (for administrators only)
      • 08:00 AM
      • 08:30 AM
      • 09:00 AM (DEFAULT*)
      • 09:30 AM
      • 10:00 AM
      • 10:30 AM
      • 11:00 AM

The above start times refer to the time you should be at your desk, ready to work, and do not include time spent in parking garages, buildings, or offices.

Failure to communicate a late arrival of 15 minutes or more will be noted in your Employee Attendance record. Management recognizes that unforeseen circumstances may arise, making an on-time arrival impossible. In such cases, late arrival forgiveness may be considered if communicated in advance.

Failure to comply with this policy (chosen Flex Time schedule) will result in the suspension or revocation of individual Flex Time privileges, and the DEFAULT start time will be reinstated for the employee.

Personal appointments should be scheduled outside of your Flex Time/Gleitzeit schedule. If there is a conflict between appointments and your Flex Time schedule, it is necessary to take a PTO. The only exception is for appointments scheduled during lunch, which must not exceed one (1) hour.

Note: This policy is subject to change, and any updates will be communicated to employees accordingly.

    1. WFA (Work from Anywhere/Remote Working)

BridgehouseLaw allows employees to work from anywhere (WFA) for up to fifty-two (52) days in a calendar year. It is important to note that WFA days do not accumulate or carry over to the following year. The WFA policy is a privilege and not a contractual right, and abuse of this policy may result in the loss of WFA privileges.

When electing to work from anywhere on a given day, Flex Time does not apply, and employees are required to adhere to the DEFAULT start times as indicated above.

WFA should not be utilized for personal appointments that necessitate employees to be away from their workstations (e.g., doctor or dentist appointments). In these instances, employees must submit a PTO day through the Employee Portal.

Management will consider the following elements before approving a work-from-home arrangement:

      • Eligibility based on job duties/schedule.
      • Cybersecurity and data privacy concerns.
      • Collaboration and communication feasibility.
      • Availability of necessary equipment or software at home.
      • Conditions of the employee’s home or alternative work location (e.g., noise, internet connection).
      • Availability of a personal printer at the location.

Requesting Work from Home Procedure:

      • Employees planning to work from home are required to notify their intention at least one (1) day in advance through the employee portal or other approved methods. While we acknowledge the need for some notice, it is essential to maintain the flexibility of our evolving work environment.
      • Management must approve the request based on the aforementioned elements.
      • For work-from-home arrangements lasting more than a week, management should meet with the employee to discuss details, set specific goals, schedules, and deadlines.
      • Employees needing to work from home due to unforeseen reasons should submit their request as soon as possible for management’s consideration.
      • Employees must be organized and plan ahead by having all necessary materials and files to work from home as if they were in the office.
      • At a minimum, one (1) attorney must be in the office, working a full day.
      • Employees must have their own printer (not provided by the company).
      • Employees must have mailing envelopes and/or FedEx and USPS supplies on hand (supplied by Management/Admin).
      • If mailing items, employees must provide the Billing Department with receipts of the mailings (digital or printed) within 24 hours.
      • When working from anywhere, employees should ensure that their arrangement does not create additional work or tasks for colleagues.

These adjustments aim to align our policies with the evolving needs of our workforce while ensuring clarity and consistency in the implementation of our work-from-anywhere guidelines. Please feel free to reach out if you have any questions or concerns regarding these changes.

Time Zone Difference:

Employees may find themselves in a different time zone when working from anywhere. Employees must be available during the traditional work times of 9:00 AM to at least 5:00 PM Eastern Standard Time (EST). Flex Time/Gleitzeit does not apply during a WFA day.

WFA Billable Requirements:

When working from anywhere, employees are required to meet the minimum 8-hour billable/non-billable quota:

      • Billable Time/No-Charge: Minimum requirement of 7 hours.
      • Non-Billable: 1 hour (when non-billable is zero, the billable/no-charge time must be at least 8 hours).

Failure to meet the aforementioned minimum requirements while working from home may lead to the suspension of privileges.


      1. Submit a request via the Employee Portal
        • Password: Empl0yee#
        • Note: The Employee Portal is located in the Footer section of 
      2. If Approved, add to RocketMatter as an “Event”, adding time from 9:00 AM – 10:00 AM (do not add as an all day event)
    1. Unlimited Paid Time Off (PTO) Policy

BridgehouseLaw recognizes the significance of work-life balance and prioritizes the well-being of its employees. In line with our commitment to fostering a positive work environment, we are transitioning from set-tiered vacation and sick leave policies to an Unlimited Paid Time Off (PTO) policy. This policy consolidates both vacation and sick leave into one flexible PTO offering, where employees will not have restrictions on how many days, they are able to request off within reason, providing various benefits and requiring responsible time management for fairness and productivity.


      1. Unlimited PTO is available to all current BridgehouseLaw employees who have completed one (1) year of service with the firm.
      2. New employees will be granted 10 days of paid PTO, prorated (if applicable) after completing their initial 90 days of employment and will become eligible for Unlimited PTO after one (1) year of service with the firm.
        • If an employee hasn’t worked the entire 90-day period, the PTO will be prorated based on the portion of the initial 90 days they have completed. For example, if an employee completes only 45 days of the initial 90-day period, the prorated PTO will be half of the 10 days, and the employee would only be entitled to 5 days of paid PTO.

 Benefits to Unlimited PTO: 

      • Increase employee satisfaction and morale: Unlimited PTO aims to enhance job satisfaction and morale.
      • Enhance recruitment, retention, and talent acquisition: Attract top talent with a progressive and flexible approach to work-life balance.
      • Responsible time management: Employees become more accountable for managing their time effectively to meet their billable quotas and deadlines, understanding the consequences of policy abuse.
      • Increase flexibility and work-life balance: Manage personal commitments, reduce burnout, and achieve a healthier work-life balance.
      • Reduce stress and improve well-being: Enhance overall well-being, productivity, and job satisfaction through recharging and rejuvenating.
      • Enhance autonomy and trust: Trust in employees’ ability to manage their time responsibly, promoting a culture of autonomy and independence.

General Procedures: 

      • PTO Planning:
        • Employees must submit their PTO plans in advance via the Employee Portal.
      • Consecutive Days Off:
        • Employees are subject to limits on consecutive days off, with a maximum of two (2) weeks, unless approved by management.
      • Performance Reviews:
        • Employees may be subject to regular performance reviews to assess productivity. Performance reviews will be used as a tool to address any concerns before they become issues.
      • PTO Approval Limits:
        • Employees may take up to 20 days off throughout the year at any time without black-out days. For days above 20, proper coverage must be ensured, and management approval is required at least thirty (30) days in advance. Black-out days may apply during busy periods.

Workload Management and Requirements: 

      • Planning and Coordination:
        • Employees must use the Overview Calendar in the Employee Portal to plan and coordinate time off. The Overview Calendar is located in the Employee Portal under the “WPHR Manager” section.
        • Employees must communicate with other team members, especially those in the same department, to prevent conflicts and ensure everyone’s needs are considered
      • Collaboration for Work Distribution:
        • Collaboration among team members is required, especially during busy periods.
        • Ensure that at least one member of each department is available during vacation time to distribute work and maintain workflow. This will prevent an unnecessary burden on other employees.
      • Time Management Training:
        • Employees may be required to take a course on time management if needed, as determined by management.
      • Advance Vacation Planning:
        • Employees are encouraged to plan vacations well in advance to ensure workload adjustments and delegations can be made. At least one (1) month notice is required for time off of three (3) or more days.
      • First-Come, First-Served System:
        • PTO allocation operates on a first-come, first-served system. Employees should communicate and plan ahead to secure the days off they desire. 

Abuse of Unlimited PTO:

Any abuse of the Unlimited PTO policy may result in consequences, including possible suspension or permanent loss of unlimited PTO. In such cases, employees will revert to a tiered Vacation/PTO based on their years of service as outlined below, and a 12-day paid Sick leave will be granted.

      • Tiered Vacation/PTO (Years of Service):
        • After Year One (1): 15 Days
        • After Year Two (2): 20 Days
        • After Year Five (5): 25 Days*
        • After Year Ten (10): 30 Days*

*5 Days will be at the Firm’s discretion; generally during specific slower summer month periods, Thanksgiving, Christmas, and the week leading up to the Epiphany period, given that the Employee is on track to meet OR has reached their Annual Billable Requirement set by Management (For Administrators, this will be based on job performance).

      • Unused Tiered Vacation/PTO time cannot be carried over beyond the end of the year, and employees will not be compensated for any unused vacation time. 

Vacations can be taken either as full weeks or individual days, subject to management approval. To ensure sufficient time to process your request and avoid scheduling conflicts, it is recommended to submit vacation requests as early as possible.

During an employee’s PTO, it is mandatory to have one or more employees from each department (legal and administration) present in the office. It is the employee’s responsibility to ensure that all pending work, deadlines, follow-ups, emails, appointments, and meetings are either completed or appropriately delegated to another employee before their PTO.

Holidays that fall within a vacation period will not be counted as vacation time.

Employees may request additional unpaid days off after completing 90 days of employment, but the granting of such requests is not guaranteed.

When an employee leaves BridgehouseLaw, whether through resignation or termination, they are not eligible for PTO time, nor will they be paid for any unused vacation days upon departure. If Vacation/PTO time is used before it is earned, HR will make the necessary adjustments to the employee’s final paycheck.


      1. Submit a request via the Employee Portal
        • Password: Empl0yee#
        • Note: The Employee Portal is located in the Footer section of 
      2. If Approved, add to RocketMatter as an “Event”, adding time from 9:00 AM – 10:00 AM (do not add as an all day event)
    1. Holidays

Below is a summary of the eleven (11) paid holidays that BridgehouseLaw will observe, during which our offices will be officially closed. Additionally, employees have the option to celebrate their birthday by taking a day off from work. Taking a birthday off is optional and will be a paid day.

Employees who observe holidays based on their religious beliefs may request time off for such observances without having to use a vacation or personal day. Approval for religious observance time off must be obtained from management in advance.

      • New Year’s Day (January 1)
      • Good Friday (Friday before Easter)
      • Easter Monday (Monday after Easter)
      • Memorial Day (last Monday in May)
      • Independence Day (July 4)
      • Labor Day (the first Monday of September)
      • Thanksgiving (the fourth Thursday of November)
      • Day after Thanksgiving (Black Friday)
      • Christmas Eve (December 24)
      • Christmas (December 25)
      • New Year’s Eve (December 31)
      • Birthday (optional)

Should a holiday (in bold above) fall on a weekend (Saturday, Sunday), the following applies:

      • For holidays that fall on a Saturday, our Firm will observe the day before/last business workday (Friday).
      • On holidays that fall on a Sunday, our Firm will observe the next business day (Monday).
      • For holidays that fall on both Saturday and Sunday, our Firm will observe both the day before (Friday) and the next day (Monday)
      • Back-to-back Holidays where one falls on a weekend and the other on a weekday, our Firm will observe the last business workday (Friday).
        • When December 24th falls on a Friday and December 25th falls on a Saturday, we will observe Friday, December 24th, and Monday, December 27th.
        • When December 24th falls on a Sunday and December 25th falls on a Monday, we will observe Friday, December 22nd, and Monday, December 25th.
        • When December 31st falls on a Friday, and January 1st falls on a Saturday, we will observe Friday, December 31st, and Monday, January 3rd.
        • When December 31st falls on a Sunday, and January 1st falls on a Monday, we will observe Friday, December 29th, and Monday, January 1st.

Requesting a Birthday off is optional, and NO CREDIT will be given when a birthday falls on a Saturday or Sunday.  No office celebration will be given when opting to take off for a birthday.

Should Independence Day fall on a Tuesday or Thursday, the following applies:

      • If the holiday falls on a Tuesday, our Firm will be closed on the preceding day (Monday) as a bridge from the weekend to the holiday.
      • If the holiday falls on a Thursday, our Firm will be closed on the following day (Friday) as a bridge between the holiday to the weekend.
    1. Sick Leave (see Unlimited PTO)

If you are unable to come to work due to illness, it is important to seek appropriate medical care and follow medical advice until you have recovered. However, you must notify management each day before the start of your workday if you are unable to come to work due to illness.

Abuse of Policy:

If Management determines that an employee has abused the Unlimited PTO policy and takes corrective action, including but not limited to a suspension of the Unlimited PTO policy, the affected employee will be allocated twelve (12) sick days to be used throughout the year. This allocation is based on accruing one (1) sick day for each calendar month worked, starting from the completion of the first 90 days of employment.

New Employees:

New employees will become eligible for paid sick leave after completing three (3) months of service. If you need to miss work due to illness during this initial three-month period, management reserves the right to withhold payment for any missed days.

Unused sick days will not be paid out at the end of a calendar year or upon resignation/termination from the firm.

Sick leaves may only be used for genuine sickness of yourself or a member of your immediate family.

Management reserves the right to request proof of illness at their discretion.

It is important to note that sick days do not accumulate over time and will not roll over to the following year.

COVID-19 Policy:

In efforts to maintain a healthy and safe work environment, the following guidelines should be followed in the case of a positive COVID-19 test result.

      1. Employee should be prepared to isolate for five (5) days from the date symptoms began or upon receiving a positive COVID-19 test result.
      2. The employee should communicate with management to indicate their ability to work remotely. If the employee is unable to work, they are required to communicate this, enabling proper delegation of duties to other team members.
      3. The employee may return to work after completing the five (5) day isolation period AND being fever-free for at least 24 hours without the use of fever-reducing medication.
      4. When returning after 5 days of isolation, the employee is required to wear an N95 or a similar mask when in the common areas of the office and building for an additional five (5) days. Additionally, the employee should adhere to proper hand-washing procedures and frequent hand sanitizing.
      5. Extended absence due to COVID-19: Management may request the employee to furnish confirmation from a doctor (excluding tele-health) of a positive COVID-19 result along with their recommendation for next steps in the case of an absence lasting seven (7) days or more.

Note: It is important to consult with the HR department or refer to the company’s specific COVID-19 policy for comprehensive guidelines and any additional requirements. The employee may, at any time, be required by management to provide proof of a positive test result from a local doctor or hospital.


      1. Submit a request via the Employee Portal
        • Password: Empl0yee#
        • Note: The Employee Portal is located in the Footer section of 
      2. If Approved, add to RocketMatter as an “Event”, adding time from 9:00 AM – 10:00 AM (do not add as an all day event)
      3. Inform all Team Members the morning of via Main BHL WhatsApp Group
    1. Bereavement

If you are a full-time, exempt employee, BridgehouseLaw provides compensation for time lost from your regular work schedule due to a death in your family. The following guidelines apply if you have been with the company for more than three (3) full months:

      • We will pay up to three (3) days of absence at full salary for the death of an immediate family member. Immediate family members include a spouse, child, parent, parent-in-law, brother, sister, or grandparent.
      • For the death of a relative who is not a member of your immediate family as defined above, we will pay for one (1) day of absence at full salary.

Any additional time needed beyond the specified days may be taken as vacation or personal time off. All time absent from work, including bereavement leave, must be approved by management.

Please note that specific documentation or proof of the death may be required, as per management’s discretion.

    1. Maternity/Serious Health Condition Leave Policy

BridgehouseLaw LLP adheres to all relevant federal and state laws. It is important to note that certain laws, such as the Family and Medical Leave Act (FMLA), may not be applicable in our firm’s specific circumstances. Additionally, BridgehouseLaw LLP does not currently provide short-term and long-term disability policies through external insurance providers.

    1. Automobile and Travel

The Firm provides reimbursement for the use of personal vehicles at a mileage rate not exceeding the rate defined by the Federal Government for business travel purposes, excluding commuting. A deductible amount may apply.

In addition to mileage reimbursement, employees will be reimbursed for tolls and parking fees incurred during Firm business activities. Reimbursement for these expenses will be supported by receipts.

To promote cost-efficiency, when multiple employees are traveling for the same business activity, the Firm encourages carpooling and requests that employees make an effort to plan and coordinate their travel together whenever possible.

    1. Business Travel Expenses

BridgehouseLaw will reimburse employees for reasonable business travel expenses incurred while on assignments away from their normal work location.

Employees whose travel plans have been approved should make all travel arrangements through BridgehouseLaw‘s designated travel site/agency, if applicable.

Upon approval, employees will be reimbursed for the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives. Proper documentation and receipts must be provided to support the expenses. It is expected that employees limit their expenses to reasonable amounts.

In the event of an accident while traveling on business, employees must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by BridgehouseLaw may not be used for personal use without prior approval.

Cash advances to cover reasonably anticipated expenses may be provided to employees after approved travel. Requests for travel advances should be submitted to the employee’s supervisor.

With prior approval, employees may be accompanied by a family member or friend during business travel, as long as their presence does not interfere with the successful completion of business objectives. Employees are also allowed to combine personal travel with business travel, subject to approval. Any additional expenses incurred during non-business travel are the responsibility of the employee.

After completing travel, employees should submit their completed travel expense reports within 30 days, including receipts for all individual expenses.

For guidance and assistance with travel arrangements, travel advances, expense reports, reimbursement, or any other business travel issues, employees should contact their supervisor.

Abuse of this business travel expenses policy, including falsifying expense reports, may result in disciplinary action, up to and including termination of employment.

    1. Entertainment Expenses

Our firm values client development and recognizes the importance of building and maintaining strong relationships with clients. In line with this, we may consider paying for entertainment costs associated with client development, subject to approval by Management before the expenses are incurred.

Employees who wish to incur entertainment costs for client development purposes must obtain prior approval from Management within the firm. This ensures that the expenses are reasonable and align with our client development objectives.

It is important to note that any entertainment expenses must be directly related to client development activities and adhere to the firm’s guidelines and policies. Employees should maintain proper documentation and receipts for these expenses for reimbursement purposes.

For further guidance and clarification on the approval process and specific policies regarding entertainment expenses for client development, employees should consult their supervisor or the designated authority within the firm.

    1. Training

The Firm acknowledges the value of Continuing Legal Education (CLE) sessions and seminars in professional development and staying updated with legal knowledge. We are committed to supporting employees in attending relevant CLE sessions that benefit both the individual and the Firm.

Employees who wish to attend CLE sessions or seminars must obtain prior approval from Management before registering and incurring any related expenses. Approval will be granted based on the relevance of the session to the employee’s professional growth and its potential benefit to the Firm.

The Firm may consider paying for the registration fees and travel expenses associated with approved CLE sessions or seminars. However, it is important to note that such payments will be made at the discretion of the Firm and subject to budgetary considerations.

Employees are responsible for providing documentation of their attendance, such as certificates of completion or other relevant proof, to facilitate reimbursement or any other necessary reporting.

For more information on the approval process, specific policies, and reimbursement guidelines for CLE sessions and seminars, employees should consult with Management within the Firm.

    1. Membership Dues

The Firm recognizes the importance of professional memberships in Bar Associations, State Bar groups, and other relevant professional organizations. We understand that these memberships can provide valuable networking opportunities, access to resources, and contribute to the professional growth of both the individual and the Firm.

Employees who wish to enroll in professional memberships must seek prior approval from Management before incurring any associated membership dues. Approval will be granted based on the relevance of the membership to the employee’s professional development and its potential benefit to the Firm.

The Firm may consider paying for approved membership dues, subject to budgetary considerations and the discretion of Management. It is important to note that payment of membership dues will be made in accordance with the Firm’s policies and guidelines.

Employees are responsible for providing necessary documentation, such as membership confirmations or receipts, to facilitate reimbursement or any other required reporting.

For further information regarding the approval process, specific policies, and reimbursement guidelines for professional memberships, employees should consult with Management within the Firm.

    1. Timekeeping

Accurately recording time worked is a crucial responsibility for all nonexempt employees at BridgehouseLaw. Both federal and state laws require us to maintain accurate records of employee work hours for the purpose of calculating compensation and benefits. It is essential to record all time spent on the job while performing assigned duties.

Nonexempt employees should diligently record the start and end times of their work shifts, as well as the start and end times of each meal period. Additionally, they should document any instances of split shifts or absences from work for personal reasons. Overtime work must always be approved in advance before it is performed.

Engaging in any form of altering, falsifying, or tampering with time records, or recording time on behalf of another employee, is strictly prohibited. Such actions may lead to disciplinary measures, including termination of employment.

Please refer to the Standard Operating Procedures (SOPs), Subsection 2 “Time Entries” for further information and guidelines and expectations on accurately recording your time entries.

    1. Paydays

Employees at BridgehouseLaw are paid twice a month. During each pay cycle, all required deductions, including federal, state, and local taxes, as well as authorized voluntary deductions such as health insurance, flexible medical or dependent care plan contributions, and Simple Plan contributions, will be automatically withheld from your paychecks.

It is important to carefully review your paychecks for accuracy and ensure that all deductions and payments are correctly reflected. If you notice any mistakes or discrepancies, please report them promptly to the Management.

In the event that a regularly scheduled payday falls on a day off, such as a holiday, employees will receive their payment on the last working day before the scheduled payday. Payments are made through direct deposit into the designated bank account specified by employees. Along with the direct deposit, employees will receive an itemized statement of wages detailing the components of their pay.

If you have any questions or concerns regarding your pay or deductions, please reach out to the Management for assistance.

    1. Use of Telephones

To ensure efficient telephone communications, all employees are expected to adhere to the following guidelines. When answering phone calls, use the approved greeting and speak in a courteous and professional manner. It is important to confirm and verify the information received from the caller accurately. Only hang up the call after the caller has ended the conversation. By following these practices, we can maintain effective communication with our clients and stakeholders.

Please refer to the Standard Operating Practices (SOPs), Subsection 1 “Use of Telephones” for detailed rules and expectations regarding telephone calls.

    1. Smoking, Vaping, and Tobacco Usage

BridgehouseLaw maintains a strict policy prohibiting smoking, vaping, and tobacco usage in the workplace. This policy applies to all employees, customers, and visitors, ensuring a safe and healthful work environment for everyone.

The prohibition on smoking, vaping, and tobacco usage covers all indoor areas within the workplace, including offices, common areas, conference rooms, and restrooms. Additionally, it extends to outdoor areas within the workplace premises, as designated by BridgehouseLaw.

By implementing this policy, BridgehouseLaw aims to promote the well-being of its employees and create an environment free from the harmful effects of smoking, vaping, and tobacco usage. Compliance with this policy is expected from all individuals present in the workplace, fostering a healthy and considerate atmosphere for everyone.

    1. Lunch Break

At BridgehouseLaw, all full-time employees are entitled to a meal period of 60 minutes each workday. Supervisors have the flexibility to schedule meal periods based on operational needs and to ensure smooth workflow within the firm.

It is important to note that during the lunch break, the presence of at least one attorney is required unless specifically approved by Management. This ensures that there is adequate coverage and support for ongoing legal matters during the designated meal period.

Employees are encouraged to use their meal periods to rest and recharge, enjoying their lunch break away from their workstations. This dedicated time allows employees to relax and return to their tasks refreshed and energized.

By adhering to these guidelines, BridgehouseLaw aims to maintain operational efficiency while providing employees with the necessary break time to maintain their well-being throughout the workday.

    1. Internet Usage

BridgehouseLaw recognizes the importance of Internet access for work-related activities and provides guidelines to ensure responsible and productive usage. While the Internet is primarily intended for job-related tasks, incidental and occasional personal use is permitted within reasonable limits.

It’s important to note that all data transmitted or received via BridgehouseLaw‘s computer communications systems is considered part of the official records and may be subject to disclosure to law enforcement or other third parties. Therefore, employees must ensure that all business information in Internet communications is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided by BridgehouseLaw to access the Internet remain the property of the company. As such, the company reserves the right to monitor Internet traffic and retrieve and review any data transmitted or received through its systems.

Employees must refrain from sharing or accessing content on the Internet that is discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any individual. This includes content that could reasonably offend someone based on characteristics such as race, age, sex, religious or political beliefs, national origin, disability, or sexual orientation.

Unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is strictly prohibited. Employees are responsible for ensuring they have the necessary rights or authorizations to use and distribute any material they share online.

It is essential for Internet users to take precautions against viruses by employing appropriate anti-virus measures before downloading or copying files from the Internet. All downloaded and compressed files must be checked for viruses.

Any abuse of the Internet access provided by BridgehouseLaw, including violations of laws or company policies, may result in disciplinary action, up to and including termination of employment. Employees may also be personally liable for any breaches of this policy.

By adhering to these guidelines, employees can ensure responsible and lawful use of the Internet resources provided by BridgehouseLaw while maintaining a productive and secure work environment.

The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action:

      • Sending or posting discriminatory, harassing, or threatening messages or images
      • Using the organization’s time and resources for personal gain
      • Stealing, using, or disclosing someone else’s code or password without authorization
      • Copying, pirating or downloading software and electronic files without permission
      • Sending or posting confidential material, trade secrets, or proprietary information outside the organization.
      • Violating copyright law
      • Failing to observe licensing agreements
      • Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services and transmissions
      • Sending or posting messages or material that could damage the organization’s image or reputation
      • Participating in the viewing or exchange of pornography or obscene materials
      • Sending or posting messages that defame or slander other individuals
      • Attempting to break into the computer system of another organization or person
      • Refusing to cooperate with a security investigation
      • Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
      • Using the Internet for political causes or activities, religious activities, or any sort of gambling
      • Jeopardizing the security of the organization’s electronic communications systems
      • Sending or posting messages that disparage another organization’s products or services
      • Passing off personal views as representing those of the organization
      • Sending anonymous email messages
      • Engaging in any other illegal activities
    1. Social Media Policy

The following guidelines only pertain to your personal statements on any online social media.  Please be aware that although BridgehouseLaw is providing you with these guidelines, the overall and final legal responsibility for any statement you make will reside with you personally.  Therefore, you should exercise caution and thoughtfulness in statements you make online.

Definition of Social Media: for the purposes of this policy, social media should be understood to include any website or forum that allows for open communication on the Internet, including, but not limited to:

      • Social Networking Sites (LinkedIn, Facebook, etc.)
      • Micro-Blogging Sites (Twitter)
      • Blogs (including Company and personal blogs)
      • Online Encyclopedias (Wikipedia);
      • Virtual worlds, opinion markets, collaboration environments
      • Video and photo-sharing websites (YouTube, Flickr, Vine, Pinterest, Instagram, Snapchat).

Think Before Posting.  In general, employees should think carefully before posting online because most online social platforms are open for all to see.  Despite privacy policies, employees cannot always be sure who will view, share or archive the information that is posted.  Before posting anything, employees should remember that they are responsible for what is posted online.  Employees should carefully consider the risks and rewards with respect to each posting.  Employees should remember that any conduct, online or otherwise, that negatively or adversely affects the Employee’s job performance or conduct, the job performance or conduct of other co-workers, or adversely affects clients, customers, colleagues, or associates of BridgehouseLaw or BridgehouseLaw’s legitimate business interests may result in disciplinary action, up to and including termination.  If employees have any doubt about what to post online, it is probably better not to post since once something is placed in cyberspace, it is often difficult to retract the information.  Employees should use their best judgment and exercise personal responsibility when posting to any social media website.

Using Social Media at Work.  Employees should attempt to limit their use of social media during working hours or on any equipment provided by BridgehouseLaw unless such use is work-related or authorized by a supervisor or BridgehouseLaw. Employees should not use BridgehouseLaw -provided email addresses to register on social networks, blogs, or other websites for personal use.  Employees should note that this provision is not meant to prohibit employees from engaging in concerted protected activity, which is lawful under Section 7 of the NLRA.

Employer Reserves the Right to Monitor.  Where applicable law permits, the Employer reserves the right to monitor the Employee’s use of any social media and take appropriate action with respect to inappropriate or unlawful postings.  In monitoring social media, the Employer will not in any way interfere with any employee rights under Section 7 of the NLRA.

Employees Are NOT Authorized to Speak on Behalf of BridgehouseLaw, Unless Explicitly Given Permission.  Employees should express only personal opinions online, and Employees should never represent him/herself as a spokesperson for BridgehouseLaw or other co-workers, clients, customers, colleagues, or other individuals who work on behalf of or who are associated with BridgehouseLaw. If an employee chooses to post online content relating to BridgehouseLaw, the Employee should make it clear that he or she is not speaking on behalf of BridgehouseLaw.  Any online activity relating to or affecting the Employer should be accompanied by a disclaimer stating that “the posting on this website are my own and do not necessarily reflect the views of BridgehouseLaw.” This disclaimer should be clear, readily visible, and easy to understand.

Do Not Post Confidential Information. Employees should aim to protect BridgehouseLaw’s trade secrets and private, confidential, and proprietary information.  Examples of this type of confidential information can be found in this Handbook.  Employees should make sure that online postings do not violate any non-disclosure or confidentiality obligations.

Respect Financial Disclosure Law.  Employees should keep in mind that it is illegal to communicate or provide a tip on inside information with respect to the buying and selling of stocks or securities.  This may also violate applicable BridgehouseLawpolicies.

Be Mindful of Copyright and Intellectual Property Laws.  Employees should be careful to comply with all copyright, trademark, and intellectual property laws.

Act Appropriately. Employees should act appropriately when posting online.  Any online behavior should be consistent with the Employer’s policies and practices with respect to ethics, confidential information, discrimination, and harassment.  Because online tone can be interpreted in different ways by readers, employees should not engage in any online conduct that would not be acceptable or appropriate in the workplace, including derogatory or discriminatory remarks, threats, intimidation, harassment, insults, slander, defamation, or pornography.

Be Respectful.  When posting anything online, employees should always be fair and respectful to co-workers, clients, customers, colleagues, and other individuals who may work on behalf of BridgehouseLaw. Employees should demonstrate proper respect for the privacy of others.  If an Employee chooses to post a complaint or criticism, the Employee should avoid using any statements, photographs, video, or audio that may be viewed as malicious, obscene, threatening, harassing, or abusive or co-workers, clients, customers, colleagues, or other individuals that work on behalf of or are associated with BridgehouseLaw. Employees should refrain from engaging in offensive postings that may create a hostile and abusive work environment based on race, sex, religion, or any other protected class.

Be Honest and Accurate.  Employees should always be accurate and honest in posting any news or information to social media and quickly correct any mistakes or errors.  Employees should never post any information which is known to be false about BridgehouseLaw or any co-workers, clients, customers, colleagues, or other individuals that work on behalf of or are associated with BridgehouseLaw.

NLRA Activity.  When applicable, protected concerted activity covered by the NLRA is not prohibited by this policy.

Business-Related Social Media Accounts.  All business-related social media accounts and related postings maintained by employees for marketing and/or networking purposes remain the property of BridgehouseLaw.  All information, including the account, the login, and password, should be returned to BridgehouseLaw at the end of the Employee’s Employment.  No employee has the right to use the account after termination of Employment, and only BridgehouseLaw is permitted to change the account names and settings.

Retaliation ProhibitedBridgehouseLaw prohibits taking negative action against any employee for reporting a possible violation of this social media policy or cooperating in any investigation with respect to a potential social media policy violation.  Any employee who retaliates against any employee for reporting a possible deviation from this policy or for cooperating in any investigation will be subject to disciplinary action, up to and including termination.

Legal Liability.  Employees can be legally liable for what is written or posted online.  The Company also reserves the right to discipline employees, up to and including termination, for any commentary, content, or images that are pornographic, harassing, and libelous or for anything that creates a hostile work environment based on race, sex, religion, or any other protected class.

    1. Mobile/Cellular Phone Policy

This policy about cellular phone usage applies to any device that makes or receives phone calls, leaves messages, sends text messages, surfs the Internet, or downloads and allows for the reading of and responding to emails whether the device is company-supplied or personally owned.

Company Owned and Supplied Devices or Vehicles.  An employee who uses a company-supplied device or a company-supplied vehicle is prohibited from using a “hands-on” cell phone or similar device while driving, whether the business conducted is personal or company-related.  While some states may permit the use of “hands-free” devices while driving a vehicle, BridgehouseLaw employees are nevertheless discouraged from using a “hands-free” cell phone device while driving, whether the business conducted is personal or company-related.  The “hands-on” cell phone prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone messages, or any other purpose related to your Employment; the business; our customers; our vendors; volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the Company; or any other company or personally related activities not named here while driving.  Use of Company owned vehicles or devices for personal business is discouraged.

Cell Phones or Similar Devices at WorkBridgehouseLaw is aware that employees utilize their personal or company-supplied cellular phones for business purposes.  At the same time, cell phones are a distraction in the workplace.  To ensure the effectiveness of meetings, employees are asked to leave cell phones at their desks.  Or, on the unusual occasion of an emergency or anticipated emergency that requires immediate attention, the cell phone may be carried to the meeting in vibrate mode.

Personal Cell Phone or Similar Device Used for BusinessBridgehouseLaw is aware that employees currently use their cell phones for business purposes while driving in their personal vehicles and using their personal cell phones or similar device.  Due to research that indicates that cell phone use while driving is dangerous and may even approach the equivalent danger of driving while drunk, according to some studies, BridgehouseLaw prohibits employee use of personal cellular phones, either hands-on or hands-free or similar devices, for business purposes related in any way to our Company, while driving.  This prohibition of cell phone or similar device use while driving includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone messages, or any other purpose related to your Employment; the business; our customers; our vendors; volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the Company; or any other company related activities not named here while driving.  You may not use your cellular phone or similar device to receive or place calls, text messages, surf the Internet, check phone messages, or receive or respond to email while driving if you are in any way doing activities that are related to your Employment.

We recognize that other distractions occur during driving; however, curbing the use of cell phones while driving is one way to minimize the risk, for our employees, of accidents.

    1. Leaving Premises

As part of ensuring security and efficient use of resources, BridgehouseLaw requires the last person to leave the office premises at the end of the normal working day to take certain responsibilities. This includes locking the entrance to limit access to the premises and turning off all electrical lights to conserve energy.

Additionally, it is the responsibility of the last person to ensure that all electrical appliances, such as coffee makers, are turned off before leaving the premises. If an employee makes coffee, they are specifically responsible for cleaning the coffee maker before departing.

By adhering to these guidelines, employees contribute to maintaining a clean, safe, and environmentally conscious workplace.

    1. Employee Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, BridgehouseLaw expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace.  The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of Employment:

      • Theft or inappropriate removal or possession of the property
      • Falsification of timekeeping records
      • Working under the influence of alcohol or illegal drugs
      • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment.
      • Fighting or threatening violence in the workplace
      • Boisterous or disruptive activity in the workplace
      • Negligence or improper conduct leading to damage of employer-owned or client-owned property
      • Insubordination or other disrespectful conduct
      • Violation of safety or health rules
      • Sexual or other unlawful or unwelcome harassment
      • Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
      • Excessive absenteeism or any absence without notice
      • Unauthorized absence from a workstation during the workday
      • Unauthorized use of telephones, mail systems, or other employer-owned equipment
      • Unauthorized disclosure of business “secrets” or confidential information
      • Violation of personnel policies
      • Violation of Company Social Media Policies
      • Unsatisfactory performance or conduct

Employment with BridgehouseLaw is at the mutual consent of BridgehouseLaw and the Employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.

    1. Drug and Alcohol Use; Drug Testing in the Workplace

It is BridgehouseLaw’s desire to provide a healthful, and safe workplace.  To promote this goal, all employees, regardless of rank or position, are required to report to work in appropriate conditions to perform their jobs in a satisfactory manner.

While on BridgehouseLaw premises and while conducting business-related activities off BridgehouseLaw premises, no employee may manufacture, use, possess, distribute, sell, purchase, or be under the influence of illegal drugs or intoxicated from excessive alcohol consumption.  The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.  Employees that work while under the influence of drugs pose a safety risk to themselves and others with whom they work.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of Employment, and/or required participation in a substance abuse rehabilitation or treatment program.  Such violations may also have legal consequences.

In furtherance of this commitment, BridgehouseLaw maintains a policy in which job applicants and current employees may be requested or required to submit to drug and alcohol testing in certain situations.  This policy is intended to comply with applicable laws regarding drug and alcohol testing and current and prospective employee privacy rights.

Employees may be asked to submit to a drug and alcohol test if an employee’s supervisor or other people in authority has a reasonable suspicion, based on objective factors such as the Employee’s appearance, speech, behavior, or other conduct and facts, that the Employee possesses or is under the influence of unlawful drugs, including marijuana, or alcohol, or both.  Employees who take over-the-counter medication or other lawful medication that can be legally purchased under both federal and state law to treat a disability should inform the Office Manager if they believe the medication will impair their job performance, safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to work while under the influence of that medication.

Testing Procedures.  All testing under this policy will be conducted by an independent testing facility licensed by the state of North Carolina, which will obtain the individual’s written consent prior to testing.  BridgehouseLaw will pay for the full cost of the test.  Employees will be compensated at their regular rate of pay for time spent submitting to a test required by BridgehouseLaw. Employees suspected of working while under the influence of illegal drugs or intoxicated will be suspended with pay until BridgehouseLaw receives the results of a drug and alcohol test from the testing facility and any other information BridgehouseLaw may require to make an appropriate determination.

Confidentiality.  All records relating to an employee or applicant’s test results will be kept confidential and maintained separately from the individual’s personnel file.

Consequences of a Positive Test.  Employees who test positive will be subject to discipline, up to and including immediate termination of Employment.  Job applicants who test positive will have their conditional job offers withdrawn.

Consequences for Refusing to Submit to Testing or Failing to Complete the Test.  Employees who refuse to submit to testing as required by BridgehouseLaw or who fail to complete the test will be subject to discipline, up to and including immediate termination of Employment.  Job applicants who refuse to submit to testing will be deemed to have withdrawn themselves from the application process and will no longer be considered for Employment.

Employees with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with Management to receive assistance or referrals to appropriate resources in the community (for example, the NC Lawyers Assistance Program (“NCLAP”).

BridgehouseLaw LLP expressly reserves the right to change, modify, or delete the provisions of this Drug Testing in the Workplace policy without notice.

    1. Sexual and Other Unlawful Harassment

BridgehouseLaw is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment.

As part of its commitment to furthering Equal Employment Opportunity, the Firm is committed to maintaining an environment free of all forms of discrimination, including harassment.  In addition to its prohibition of sexual harassment, the Company also prohibits all behaviors that create a hostile or intimidating atmosphere because of someone’s age, race, color, national origin, religion, sexuality, physical handicap, or medical condition.

    1. Personal Appearance

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image BridgehouseLaw presents to the community.

During business hours or when representing BridgehouseLaw, you are expected to present a clean, neat, and tasteful appearance.  You should dress and groom yourself according to the requirements of your position and accepted social standards.

Your supervisor or department head is responsible for establishing a reasonable dress code appropriate to the job you perform.  If your supervisor feels your personal appearance is inappropriate, you may be asked to leave the workplace until you are properly dressed or groomed.  Under such circumstances, you will not be compensated for the time away from work.  Consult your supervisor if you have questions as to what constitutes an appropriate appearance.  Where necessary, reasonable accommodation may be made to a person with a disability.

Without unduly restricting individual tastes, the following personal appearance guidelines should be followed:

      • Tank tops, tube/halter tops, distressed/torn pants, or shorts may not be worn.
      • Mustaches and beards must be clean, well-trimmed, and neat.
      • Hairstyles are expected to be in good taste.
      • Extreme hairstyles, such as spiked hair, do not present an appropriate professional appearance.
      • Offensive body odor and poor personal hygiene are not professionally acceptable.
      • Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn during business hours.
      • Multiple ear piercings (more than one ring in each ear) are not professionally appropriate and must not be worn during business hours.
      • Torso body piercings with visible jewelry or jewelry that can be seen through or under clothing must not be worn during business hours.
      • Visible excessive tattoos and similar body art must be covered during meetings with clients.
    1. Company Issued Laptops

This subsection outlines the guidelines and terms of use for company-issued laptops at BridgehouseLaw. Here are the key points:


      • Company-issued laptops will be assigned to users based on their job responsibilities and status as key employees. These laptops may ONLY be used offsite after three (3) to six (6) months of employment, or as determined by Management.
      • Violations of the Work from Anywhere (WFA) policy, Unlimited PTO policy, or poor performance/billable expectations may result in the suspension or permanent loss of laptop and WFA privileges.

Terms of Use:

      • The laptop is owned by the company and must be returned upon employee resignation or termination.
      • Employees are responsible for taking precautions to prevent damage, loss, or theft of the laptop.
      • The laptop will be pre-configured with suitable software, and the company reserves the right to install updates or upgrades as needed.
      • During long-term absences of one month or more, the laptop should be left on the premises unless approved by Management.
      • Employees must bring their company-issued laptop with them when onsite.
      • Any damage to the laptop due to employee negligence or misuse may result in cost recovery from the employee. In case of irreparable damage, the cost of the laptop may be recovered.
      • The company reserves the right to cancel an employee’s eligibility for a company laptop at any time without prior notice.

These guidelines ensure the proper management, usage, and security of company-issued laptops while clarifying the responsibilities of employees in their use and care.

    1. Time Entries

At BridgehouseLaw, we expect all employees to adhere to our Standard Operating Procedure (SOP) regarding entering their time into RocketMatter. By accurately and timely recording time entries, we enable the firm to gain valuable financial metrics, enhance client assistance, ensure quality control, and improve task management.

Please refer to the Standard Operating Practices (SOPs), Subsection 2 “Time Entries” for detailed rules and expectations regarding entering time.

    1. Return of Property

This subsection emphasizes the responsibility of employees to take care of all BridgehouseLaw property, materials, and written information issued to them or in their possession or control. Here are the key points:


      • Employees are responsible for all BridgehouseLaw property, materials, or written information provided to them.
      • Employees must return all BridgehouseLaw property immediately upon request or upon the termination of employment.

Withholding and Recovery:

      • BridgehouseLaw may withhold the cost of any items that are not returned when required from the employee’s check or final paycheck, in accordance with applicable laws.
      • BridgehouseLaw reserves the right to take appropriate action to recover or protect its property.

These guidelines ensure that employees understand their obligations regarding BridgehouseLaw property and the consequences of not returning such items. It helps protect the company’s assets and maintain accountability among employees.

    1. Employment Retention (Annual Billable Hour Threshold)

This subsection outlines the Employment Retention policy at BridgehouseLaw, specifically regarding the minimum Annual Billable Hour requirement for attorneys and the assessment process.

Employment Retention: 

      • Attorneys must not fall below 100 hours of their minimum Annual Billable Requirement to maintain employment at BridgehouseLaw.
      • The minimum threshold is determined by Management based on a rolling 12-month look-back period.
      • For example, if the Annual Billable Requirement for an Employee is set at 1800 hours in a calendar year, the minimum threshold to retain employment will be 1700 hours.


      • Management reserves the right to assess an attorney’s monthly average to ensure they are on track to meet the minimum threshold.
      • The assessment occurs on a monthly basis, considering accumulated billable hours over the past 12 months.

Next Steps:

      • If an attorney’s accumulated billable hours over the past 12 months do not meet or exceed the eligible hours, their employment may be subject to one or more of the following steps:
        • Performance Review
        • Additional Training and Support
        • Progress Monitoring
        • Performance Improvement Plan (PIP)
        • Performance Improvement Agreement (PIA)
        • Termination


      • Administrators will be subject to contractual obligations and/or job performance criteria, which may differ from the Annual Billable Hour requirement for attorneys.

This policy sets clear expectations for attorneys regarding their billable hour requirements and provides a framework for assessing their performance. It aims to ensure productivity and accountability while aligning with the firm’s business objectives.

    1. Company Benefits Retention (Annual Billable Hour Threshold)

This subsection outlines the requirement for attorneys to meet a minimum Annual Billable Hour threshold in order to maintain Company benefits at BridgehouseLaw.

Benefits Retention:

      • Attorneys must bill at least their Annual Billable Requirement, as set by Management, to maintain eligibility for Company Paid Benefits in the following year. These benefits include healthcare insurance, unlimited PTO, paid vacation, paid sick leave, and consideration for possible salary increases, as determined by Management.
      • The Annual Billable Requirement is determined by Management on a rolling 12-month look-back basis.


      • Management reserves the right to review an attorney’s monthly average to ensure they are meeting the minimum threshold.
      • The review of billable hours may take place on a monthly basis.


      • If an attorney’s hours over the 12-month look-back period do not meet or exceed the eligible hours, the company-paid portion will be deducted from their salary in each pay period for the following year.
      • Sick leaves will be considered unpaid leaves.
      • Suspension of Unlimited PTO. Vacation/PTO leaves will also be unpaid and capped at a maximum of 15 days.


      • The determination of benefits retention for administrators will be based on contractual obligations and/or job performance, which may differ from the requirements for attorneys.

This policy highlights the connection between billable hours and the retention of Company Paid Benefits for attorneys at BridgehouseLaw. It emphasizes the importance of meeting the billable hour threshold to continue enjoying the company-paid portion of these benefits and outlines the consequences for falling below the required level.

    1. Reference Checks for Previous Employees

According to the policy at BridgehouseLaw, providing a reference check for a previous employee is prohibited. If you receive a request for a reference check, you should direct the party to contact a member of the Human Resources department at 980-219-5200 or via email at The HR department will handle reference checks for previous employees.

    1. Recording Policy 

At BridgehouseLaw, we value open and respectful communication among all members of our team, including Managing Partners, Management, clients, and vendors. To ensure that trust and privacy are maintained, it is our policy that employees are prohibited from recording any conversations with any other employees, clients, or vendors without prior written permission from a member of Management. This policy applies to all forms of recording, including audio and video recordings.

This policy applies to all employees, contractors, and individuals associated with BridgehouseLaw who engage in conversations with employees, clients, or vendors in the course of their work.

Prohibited Recording: Employees are expressly prohibited from recording any conversations, whether in person, over the phone, or through electronic means (e.g., email, messaging apps), without prior written permission from a member of Management. This prohibition includes but is not limited to:

      1. Internal Conversations: Recording discussions with colleagues, supervisors, or any other employees without consent.
      2. Client Interactions: Recording conversations with clients, prospective clients, or individuals representing clients, such as during meetings or phone calls.
      3. Vendor Communication: Recording discussions with vendors or their representatives, including negotiations or discussions related to services or products.


      1. Investigations: Management reserves the right to record conversations when conducting internal investigations, provided such recordings comply with relevant laws and regulations. 

Prior Permission: To record a conversation with another employee, client, or vendor, employees must obtain prior written permission from a member of Management. Permission should be clear and specific, outlining the purpose and scope of the recording. 

Consequences of Non-Compliance: Violation of this policy may result in disciplinary action, up to and including termination of employment, in accordance with BridgehouseLaw’s disciplinary procedures.

    1. Non-Disparagement Clause

BridgehouseLaw expects all employees to maintain a positive workplace environment. As part of your commitment to our company and colleagues, you are prohibited from making negative, harmful, or disparaging statements about BridgehouseLaw, its employees, clients, products, services, SOPs, expectations, or representatives, whether within or outside the workplace.

This prohibition includes, but is not limited to, written or verbal comments, discussions or comments with current or former employees, social media posts, online reviews, and discussions with third parties. It applies during your employment with BridgehouseLaw and continues after your employment ends.

Violating this non-disparagement clause may result in disciplinary action, up to and including termination of employment, or legal action as permitted by applicable laws.

Employees who have concerns or grievances about the company or their employment are encouraged to follow the company’s established grievance procedures outlined in this handbook.

BridgehouseLaw is committed to providing an avenue for addressing any concerns or grievances you may have about the company or your employment. We encourage employees to utilize the company’s established grievance procedures, which are outlined comprehensively in Section Standard Operating Practices (SOPs), Subsection 5 “Grievance Procedures”.

This non-disparagement clause does not violate an employee’s free speech rights, as the First Amendment protections of free speech apply to government actions, not private employers. Private companies such as BridgehouseLaw have the authority to establish and enforce workplace policies, including those related to employee conduct and communication.

By signing this handbook acknowledgment, you confirm your understanding and agreement to comply with the above including the non-disparagement clause. Your cooperation in upholding the positive ethos of our workplace is crucial to maintaining a harmonious and productive environment for all.

    1. Termination

Termination via Resignation.  A resignation is a voluntary act initiated by the Employee to terminate Employment with BridgehouseLaw. Although advance notice is not required, BridgehouseLaw requests at least one (1) month’s written resignation notice from all employees, completion of an exit memo one (1) week before departure from the Company, and all matters must be reassigned to other employees.

Termination by BridgehouseLaw.  Since Employment with BridgehouseLaw is “At Will,” both the Employee and BridgehouseLaw have the right to terminate Employment at will, with or without cause.  Regardless of Employment Category, nothing in this subsection or this Handbook is intended to contradict or otherwise undermine the “At Will” status of Employment.

Any employee whose Employment is terminated (for any reason) shall return all files, records, keys, and any other materials that are the property of BridgehouseLaw.  No final settlement of an employee’s pay will be made until all items are returned in appropriate condition.  The cost of replacing non-returned items may be deducted from the Employee’s final paycheck. Furthermore, any outstanding financial obligation owed to BridgehouseLaw may also be deducted from the Employee’s final check.

Employee’s benefits will be affected by employment termination in the following manner.  All accrued vested benefits that are due and payable at termination will be paid.  Some benefits may be continued at the Employee’s expense (see subsection 9) if the Employee elects to do so.  The Employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.


Additional “House Rules” and Etiquette Expectations in the Office:

The way you present yourself at work has an impact on your co-workers and your work environment.  Workplace etiquette refers to the types of social behaviors that are acceptable in the workplace.  It is the guidelines or manners that make people comfortable, including behavior related to how you dress, your attitude and temperament, your hygiene, how you interact with your co-workers, your use of technology, and your timeliness.  While manners may change with the times, the underlying etiquette principles of respect, consideration, and honesty remain.

  • While we have an “open door policy,” please respect others when their office door is closed and be mindful of noise. Don’t distract others from their work unnecessarily.
  • Be mindful of your conversation volume (in person and over the phone) so as not to disturb your co-workers. Use the Berlin conference room, Library, or Kitchen area for conversations, instead of the Bullpen.
  • Please put mobile phones on vibrate or reduce the ring tone volume while in the office.
  • The Basics: Good communication makes the work environment more productive and pleasant. Say “good morning,” “please,” “thank you,” and “you’re welcome.”
  • Be mindful of your body language, tone of voice, your demeanor, and expressions in your interactions at work.
  • Avoid disrespectful behavior such as ignoring others, being dismissive, retaliating, or using sarcasm. Treat others the way you wish to be treated.
  • Mistakes are part of the process – own up to yours, learn from them and move on. Do NOT pass blame to others.
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