Code of Conduct

ALL 1099-NEC Freelancers and Valley Peak Marketing, LLC Team Members are to uphold the following Code of Conduct:

Valley Peak Marketing, LLC maintains a business professional atmosphere and appearance while completing work related tasks. This Code of Conduct outlines our company policies and expectations. For questions, concerns, or to report violations please reach out via email to management@valleypeakmarketing.com with a detailed description and any evidence (video, photographed or written) attached for review.

Additional Policy Links:

Valley Peak Marketing, LLC Privacy Policy

Valley Peak Marketing, LLC Return & Refund Policy

Dress Code

Remote Work Attire (Visible): All Valley Peak Marketing, LLC team members and freelancers are required to wear appropriate clothing while appearing on camera or in person for work related tasks. 

Remote Work Attire (Not Visible): All Valley Peak Marketing, LLC team members and freelancers are encouraged to refrain from wearing clothing that does not promote productive activity. Please refrain from wearing pajamas/sleepware or revealing clothing in case you are subject to an unscheduled video call or in-person meeting, particularly with clients. 

In-Person Work Attire: To maintain a professional image while representing VPM, all Valley Peak Marketing, LLC team members and freelancers MUST wear professional and properly fitted attire while completing work related tasks in-person. This includes both internal and client meetings or events.

Approved Attire (includes but not limited to)

*All clothing and accessories must be work appropriate, have no holes or tears, be opaque or layered, be stainless, and feature all buttons/attached articles regardless of geographical location.

• Dress Pants
• Dresses (no shorter than 4 inches above the knee)
• Skirts (no shorter than 4 inches above the knee)
• Jeans – Jean Shorts
• Pants
• Shorts
• Joggers
• Sweatpants
• Sweatshirts
• Tank Tops (wide strap)
• T-Shirts
• Half – Long Sleeves
• Jackets
• Sports Coat
• Coats
• Scarves (both head scarves and accessory)
• Holiday/Themed Attire
• Hats (standard and festive)
• Religious Attire (clothing and jewelry)
• Wigs (natural and unnatural)
• Scrubs (if applicable)
• Shoes (closed toed preferred)
• Sandals
• Sneakers
• Tennis Shoes
• Flats
• Heels – Pumps (no lifts over 1 inch)
• Boots
• Non-Slip Shoes (when required)
• Protective Steel Toed Boots (when required)

DO NOT WEAR –

• Visible Lingerie – Undergarments
• Sports Jersey – Attire (exceptions may apply)
• Spaghetti Strap Tank-Tops
• Camisoles
• Swimsuits – Beach Attire
• Short – Mini Skirts (shorter than 4 inches above the knee)
• Form Fitting Shorts
• “Athleisure” – Form Fitting – Revealing Exercise Clothing
• Tube – Crop Tops
• Distracting Hats
• Luminated Products
• Letterman Jackets
• Inappropriately Form Fitting/Revealing Clothing
• Slippers
• Flip Flops
• Water Shoes
• Skates
• Heelys (with wheels)
• Cleats
• Ballet Slippers
• Lifted Heels – Pumps (over 1-inch)
• Articles with Inappropriate or Violent Language, Actions, Depictions, and Imagery
• Be Barefoot, Shirtless, Pantless or Naked

Hair and Wigs

We allow team members and freelancers to express themselves when it comes to hair color and styles. However, hair and wigs should be well maintained and clean. Wigs may be worn by team members and freelancers for a variety of reasons. We ask that all wigs be well maintained, worn properly, and reflect a professional appearance. Team members and freelancers who do not maintain reasonable levels of personal hygeine in regards to their hair or wigs may be subject to disciplinary action or termination.

Know your Rights: The CROWN Act (2022)

Tattoos and Piercings

We allow team members and freelancers to express themselves when it comes to tattoos and body piercings. However, inappropriate language and imagery is strictly prohibited while on camera or in-person. All non-compliant and visible tattoos must be reasonably covered (i.e. cover-up/make up, temporary bandage, clothing, etc.) and all workplace inappropriate body piercings must be removed or not visible even when concealed.

Personal Hygiene

Team members and freelancers are expected to adhere to established hygiene requirements which ensure that VPM team members and freelancers are presenting themselves to our clients appropriately and that Valley Peak Marketing, LLC is being properly and professionally represented as an organization. The following hygiene requirements are applicable to all individuals:

• Maintain personal cleanliness by bathing regularly

• Oral hygiene (brushing of teeth) required

• Use deodorant/antiperspirant to minimize body odors

• No heavily scented perfumes, colognes and lotions. These can cause allergic reactions, migraines and respiratory difficulty for others

• Clean and trimmed or manicured fingernails

Disclaimer: For holidays, special events, conventions or working for clients in-person, Valley Peak Marketing, LLC team members, freelancers, collaborators, and talent may be asked to wear, model, or feature items that standardly go against our Dress Code Policy. Exceptions may ONLY be made in these circumstances pending review and approval from VPM team leaders and Human Resources.

Relationships

Close relationship definition: “A close relationship refers to romantic, dating, or personal relationships between employees that extend beyond the scope of professional interactions and where the relationship could influence the work situation.”

Close relationships include, but are not limited to: 

• Spouse, Fiancé, Fiancée, romantic partner, or significant other

• Parents, children, siblings, grandparents, grandchildren, cousin, aunt, uncle, or other close family members

• Other individuals with a similarly close personal bond (for example very close friends or former partners)

Guidelines

Relationships sometimes occur in the workplace, and we believe that all employees in Valley Peak Marketing, LLC should be free to choose their partners. However, when close relationships develop and exist in the workplace, they have the potential to negatively impact the company, team(s) and others.

Our workplace relationship policy provides guidelines that our team members or freelancers must follow when they are in close relations with another team member or freelancer – either romantically, sexually, or by close family relations. 

As a company, we will always examine each case individually, and consider all aspects and perspectives before deciding on the best approach, if any accommodations are needed. We will always keep our team members’ freedom and individual rights in mind and follow the law.

• For new hires, candidates must disclose any close relationships with current team members and freelancers in the company that could affect impartiality or work conditions.

• All team members and freelancers are responsible for informing their Manager or Team Leader if they have, or develop, a close relationship at work. This ensures the situation is handled according to our policies.

• If there is an existing relation covered by this policy, the company will work with the team members or freelancers to find a solution that protects both parties, usually by moving one of the team members or freelancers to other tasks, clients, or projects.

• If one or both team members or freelancers deliberately fail to disclose a relevant relationship, this may be considered a breach of loyalty and could lead to disciplinary action or termination of contracts.

Attendance

Valley Peak Marketing, LLC offers flexible scheduling outlined by each individual contract with team members, clients, and freelancers. That said, all team members and freelancers are expected to complete their tasks, projects, and campaigns in a timely manner which should be outlined and reflected in all agreement(s).

Team members or Freelancers have the option to work hybrid or remote opportunities. Valley Peak Marketing is thrilled to offer this work format. This can pose a challenge to those who struggle with self-motivation or scheduling work periods. If a team member or freelancer does not feel like they are able to properly assess their ability/scope of work or struggles to maintain a work-life balance said team member or freelancer must inform a leader or manager  immediately so tasks, projects, and campaigns remain on schedule and workloads can be adjusted. Failure to do so may result in disciplinary action or termination of contract(s).

Leave of Absence

We understand that life happens. It is normal to have a range of human experiences occur unexpectedly or infrequently including but not limited to: illness, loss, major life events, natural disasters, mental illness, celebrations, weddings, vacations, graduations, birthing, adoption, parental bonding/leave, health scares/concerns for anyone, including our team members and freelancers, as well as their family and friends.

We believe in supporting people through their experiences pending it does not detract from their commitments long-term. That is why we offer a Leave of Absence (LoA) for all team members and freelancers. With written permission, team members and freelancers can request or be granted a Leave of Absence. The maximum length of a Leave of Absence is 180 Days from start to finish. (Approximately 6 months) All team members and freelancers are required to maintain communications with leadership regarding their Leave of Absence as well as provide required paperwork supporting the request. Amendments may be required for existing contracts to outline the Leave of Absence. No exceptions. If a team member and freelancer does not comply with these requirements it can result in disciplinary action of termination of their contract.

If a team member and freelancer requires an extended Leave of Absence (beyond 180 days) this must be submitted in writing and with a tentative timeframe for approval by leadership. All extended Leave of Absences are at the sole discretion of Valley Peak Marketing, LLC. Valley Peak Marketing, LLC reserves the right to terminate contracts for team members and freelancers who do not comply with Leave of Absence requirements.

Drug and Alcohol Use

Valley Peak Marketing, LLC (the “Company”) is concerned and recognizes a responsibility to provide a safe, healthy and productive work environment. This Policy is designed to help accomplish that goal by eliminating drug and alcohol abuse. Team Members and Freelancers who use illegal drugs or abuse other controlled substances or alcohol tend to be less productive, less reliable, less cautious and prone to greater absenteeism resulting in the potential for increased cost, delay and risk in our Company’s business. Ultimately, they threaten our competitiveness. We believe our team members and freelancers have the right to work with persons free from the effects of alcohol and drugs. This Policy is designed to help accomplish that goal by eliminating alcohol and drug abuse. We regret any inconvenience that may be caused to team members and freelancers who do not abuse alcohol or drugs. We believe, however, that the benefits to be derived from this Policy in terms of enhanced safety, productivity, and quality of the workplace will more than make up for any inconvenience to the rest of us. We seek the understanding and cooperation of all personnel in implementing this Policy to make our Company a safe and enjoyable place to work.

CONDITIONAL JOB OFFER SCREENING

The Company may utilize conditional job offer screening practices to prevent hiring or rehiring (a) individuals who use illegal drugs or (b) individuals whose use of legal drugs or alcohol indicates a risk of unsatisfactory or unsafe job performance.

USE, POSSESSION, OR SALE OF DRUGS OR ALCOHOL

A. ALCOHOL – The possession, consumption, purchase or sale of alcohol on Company premises is prohibited. Furthermore, no personnel shall be under the influence of alcohol while performing Company business off Company premises if such use or influence in the opinion of the Company may affect the safety of the team member, freelancer, co-workers or members of the public, the personnel’s job performance, or the safe or efficient operation of the Company. Any exception to this Policy for special situations (e.g., Christmas parties) must be approved in advance by executive leadership or Human Resources representatives and conducted in accordance with any limitations which accompany approval. In addition, persons whose positions with the Company require driving Company equipment or vehicles as a part of their work may be removed from such positions if found to have been driving under the influence of alcohol whether on duty or off.

B. LEGAL DRUGS – The use of illegal drugs may affect the safety of the personnel or co-workers or members of the public, the personnel’s job performance, or the safe or efficient operation of the Company facility. “Legal Drug” includes prescribed drugs and over-the-counter drugs which have been legally obtained and are being used for the purpose for which they were prescribed or manufactured. Therefore, any personnel who is taking any legal drug which might impair safety, performance, or any motor functions must advise his/her supervisor before reporting to work under such medication. If the Company determines that such use does not pose any safety or product quality risk, the team member or freelancer will be permitted to work. A letter of certification from his/her/their physician must be provided upon request for their personnel file.

C. ILLEGAL DRUGS – The use, purchase, sale, transfer, possession, being under the influence, or the presence in one’s system of a detectable amount of an illegal drug by any team member or freelancer is prohibited where the personnel is on Company premises or is performing Company business, or where such activity away from the Company premises or business affects the personnel’s suitability for continued work or may harm the reputation of the Company and its team. It also includes marijuana, amphetamines, cocaine, opiates, phencyclidine, barbiturates, benzodiapines, methadone and propoxyphene.

DRUG AND ALCOHOL SCREENING

A. A urinalysis, or other drug/alcohol screening may be conducted:

1. To all applicants to whom a job/contract offer has been made
2. Post-accident or if probable cause is suspected
3. When there is reason to believe that a contracted individual may be using drugs or may be under the influence of drugs or alcohol.
4. As part of periodic follow-up testing if the personnel is found to have breached these policies but has been permitted to remain contracted
5. Whenever an individual is working in a job classification which has been designated by the Company as a “safety risk classification”

B. A team member or freelancer’s cooperation with such a test is required as a condition of hiring. A personnel’s refusal to cooperate with such a request and provide a specimen may be grounds for termination where there is any reason to believe that the individual has violated this Policy and the personnel’s refusal to cooperate prevents a medical determination of his/her/their condition. Personnel who produce a “diluted” urine specimen will be given only one (1) additional opportunity to submit one (1) additional specimen at the individual’s cost. This specimen must be given by the personnel at the Company’s designated collection facility according to established Company protocol for urine collection and tested by the Company’s designated NIDA approved laboratory at the personnel’s cost. Further, this additional specimen must be collected within eight (8) hours from the time the individual is notified of the “diluted” specimen. Failure to produce a negative urine test result or to comply with all the tenants of this document and the established Company procedures for its implementation will constitute non compliance with this Policy.

SEARCHES

A. Routine searches of Company property may be conducted at times unannounced, this includes, but is not limited to, lockers, storage areas, jobsite trailers, Company vehicles and rooms normally used to store team members and freelancer’s personal property.

B. Should the Company suspect that an individual has sold, purchased, used or possessed alcohol, drugs or drug paraphernalia on Company premises, the Company may inspect the individual’s personal effects (lunch boxes, tool boxes) or automobile on Company property.

VIOLATIONS OF POLICY

A. Any violation of this Policy may be grounds for termination. However, in some circumstances and at the sole discretion of the Company, a lesser penalty may be selected.

B. If the personnel has not engaged in misconduct, unsafe conduct or poor job performance, but is found to have alcohol or drugs in his/her/their system, the individual may be placed on an unpaid medical leave (maximum one month) until he/she/they presents reliable medical evidence that he/she/they has overcome any substance use problem, and he/she/they shall be reinstated to his/her/their former position if he/she/they consents in writing to occasional testing on request over the next 12 months to be certain that he/she/they has not resumed usage of drugs or alcohol in violation of this Policy. If such subsequent usage is detected, the individual will be terminated.

SELF-IDENTIFICATION TO COMPANY MANAGEMENT/SUPERVISION – Personnel who take the initiative of advising their supervisor or manager that they have a medical problem with regard to alcohol or drug use, who have not engaged in misconduct or repeated poor performance at work, and who demonstrate a commitment to take the necessary remedial action, will be provided a medical leave of absence for such purpose.

RESERVATION OF RIGHTS – The Company reserves the right to change, rescind or depart from this Policy in whole or in part. Nothing in this Policy alters an individual’s status. The Company hopes each employment relationship will be a happy and enduring one. Nevertheless, personnel remain free to rescind their contract at any time with or without cause.

Harassment

• Harassment based on race, color, religion, sex (including pregnancy, sexual orientation, or transgender status), national origin, disability, age (40 or older) or genetic information (including family medical history) is illegal and will not be tolerated.
• Reporting:
  • For any harassment/bullying concerns and conflicts, file a complaint with your direct leadership.
  • Team Members and Freelancers may report any harassment to any other member of leadership, especially if their direct leadership fails to handle the complaint properly or is the cause of the harassment/bullying.
• Valley Peak Marketing, LLC will protect the confidentiality of team members and freelancers who report harassment or participate in a harassment investigation, to the greatest possible extent.
• Team Members and Freelancers will not be punished for reporting harassment or participating in a harassment investigation or lawsuit.
• VPM Leadership must respond appropriately to harassment or report it to individuals who are authorized to respond.
• Reports must be handled promptly with thorough and impartial investigation of harassment complaints.
• Leadership must provide for prompt and effective corrective and preventative action when necessary.
• Team members and Freelancers who file internal complaints may be notified about the status of their complaint, the results of the investigation and any corrective and preventative action taken.
• Violation of this policy may result in disciplinary action or termination of contract(s)

* Federal, state and local laws may prohibit additional types of harassment. Federal, state and local government websites may have additional information about these laws.

Disciplinary Actions – Termination:

Disclaimer

General Disclaimer of Liability

The information and services provided through this website are for general informational purposes only. Valley Peak Marketing, LLC makes no representations or warranties of any kind, express or implied, regarding the completeness, accuracy, reliability, suitability, or availability of the website, its content, products, services, or related graphics.

Valley Peak Marketing, LLC expressly disclaims all liability for errors, omissions, or inaccuracies in the content. Any reliance you place on information obtained from this website is strictly at your own risk. Valley Peak Marketing, LLC will not be liable for any loss or damage, including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data, profits, or business interruption arising out of or in connection with the use of this website.

External links are provided for convenience only. Valley Peak Marketing, LLC has no control over the nature, content, and availability of external sites. Inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them. Valley Peak Marketing, LLC assumes no responsibility for the content, privacy policies, or practices of any third-party websites.

Every effort is made to keep the website operational and accessible. However, Valley Peak Marketing, LLC takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.

In all Valley Peak Marketing, LLC policies “Valley Peak Marketing, LLC” may be referred to as VPM; V.P.M.; VPM, LLC; V.P.M., LLC; Valley Peak; Valley Peak Marketing; Valley Peak Marketing, LLC. All variations listed are considered valid entity titles.

In all Valley Peak Marketing, LLC policies “Clients” may be referred to or classified as but not limited to You; Your; Client Name; Business Name; Group Name; Interested Party; Client(s); User(s); Customer(s); Buyer(s); Purchaser(s); Consumer(s); Account; Patron; Guest; Patient; Participant; Individual; Group; and Partner(s). All variations listed are considered valid entity titles.

Valley Peak Marketing, LLC participates in commercial activities and daily operations that fully comply with local, state, and federal laws of The United States of America. Unlawful activity and inquiries will be reported to the proper authorities.

TO THE MAXIMUM EXTENT PERMITTED BY LAW, VALLEY PEAK MARKETING, LLC SHALL NOT BE LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, OR EXEMPLARY DAMAGES, INCLUDING BUT NOT LIMITED TO, DAMAGES FOR LOSS OF PROFITS, GOODWILL, USE, DATA, OR OTHER INTANGIBLE LOSSES RESULTING FROM YOUR USE OF OR INABILITY TO USE THIS WEBSITE.