Bella caveat LLC
culture
Battle-tested, born again Christians.
We work at a vigorous pace; we fail (because standards are high) and we get back up again.
We treat our employees with love, kindness, and grace – like family who hold one another accountable for keeping the faith and remaining true.
We are a startup in its early stages. You can (and should) expect the business to continually evolve (for the better), along with more fulsome, more defined company policies and communications, complete with a written mission statement, core values, and guiding principles. If you are reading this, you are likely among our first hires (we can’t thank you enough) and will play an integral role in the development of the business. The topics mentioned here are meant to cover a broad range of ideas, situations, behaviors, and conduct in as summary a fashion as possible.
Individuals who join us during the pre-launch, developmental stage (years 0-2) may not undergo a complete onboarding and screening process at first (these systems will still be in development) and will need to submit additional documents and undergo a complete onboarding process to remain with the Company once we have launched. Advanced notice of the process isn’t meant to deter but to be as transparent as possible. The good news is that early hires will have a hand in the Company’s development, and will therefore have a hand in developing policies that greatly impact their lives (if they stay with the Company).
As you go through this informal and cursory introduction to the company and our onboarding process, please keep in mind that the current process is a rough draft that will become more refined with your help.
Compliance, Due Diligence, Data Safety
We value data privacy and good data governance. We insist that copyrights, patents, trademarks, and licenses are in place and properly used at all times to prevent intellectual property theft or misuse. Employees will notice multiple and varied stealth initiatives ongoing around them, and the Company will likely only issue an official communication once the business initiative or concept has been properly protected.
We care deeply about compliance and due diligence, and would rather have a properly protected product delivered after deadline than an unprotected protect pilfered by opportunists. (There are opportunists whose sole plan to make a living is stealing and misusing work created by others. There are just as many who intend to live by claiming multiple parties have misused their work – don’t fall for either trap, do the research.)
Who We Are
We are a character-first, people-first, God fearing, born again Christian entity – unashamed of the gospel of Jesus Christ. We have high profit benchmarks, and competitive goals. We recruit, hire, and retain only quality candidates, and we do not make apologies for requiring exemplar moral Christian behavior as a prerequisite to joining or remaining with the Company. We are on a mission to be light in a dark world at a time when moral leadership in the world around us is bankrupt and those who willfully and wantonly violate the law are celebrated.
The Company is headed by born-again Christians. We do not support alternative or deviant lifestyles or beliefs that the Bible tells us are at odds with the gospel of Jesus Christ. The Company has zero tolerance for diva-behavior, violent outbursts, lewd acts, or immoral conduct. We require employees to embody and live daily the fruits of the spirit (Galatians 5:22), the 14 Leadership Principles (Marine Corps: JJ DID TIE BUCKLE), and Company policy. These skills, traits, and principles make up the base characteristics required of all employees.
We champion causes that are most overlooked and communities that are most vulnerable and underserved – millennials of color who are underrepresented in leadership positions and underpromoted in the workplace; professionals leading the moral charge who have been denied work or removed from employment because they refused to commit indecent acts or violate moral laws; single mothers, widows, and our Christian brothers and sisters. We advocate for a talented and competitive workforce, and that aim is undercut in companies where immorality, illegality, corruption, and discrimination are present.
We are the type who hit the ground running. We hold ourselves and each other accountable. We don’t make excuses, and we are not going back to the sinful nature that we have been delivered from. We give thanks in all seasons, and we strive to live a life that is acceptable to Christ.
While the love of Christ is freely available to all who earnestly call on his name, our business cannot permit violent sexual predators, child abusers, or any person who is on a sexual offenders list or registry to be a member of our community. We pray for these individuals, but our environment must remain free of all persons who have at any time participated in these crimes (including a person who aided and abetted such persons). The safety of our staff and the communities we serve is of paramount importance to us. We pray earnestly that God heals all persons victimized by such vile acts.
Here are just a few of the morale-reducing schemes that you may have encountered in other businesses which are not present in our Company:
- Candidates and employees being hired, retained, or promoted in exchange for sexual favors
- Candidates and employees receiving preferential treatment based on their relationship to a senior person at the Company
- Misconduct that is excused, overlooked, denied, or placed on a scape goat
- To be issued clear guidance and policies around what is expected of you
- To be evaluated individually based on merit, your unique qualities and talents, and the value that you bring to the Company
- To be held accountable, as all employees are held accountable
- Opportunities to demonstrate leadership, entrepreneurship, growth, talent and skill
- To work in an environment where creativity, growth, humanitarian aims, and entrepreneurship is balanced with the needs of the business, regulatory processes, learning, health and happiness
- To be inspired and challenged
Leadership and positions of authority and power require vulnerability, sacrifice, discipline, accountability, and humility. As the Founder, I encourage talent to put their best skills to use every day (and to develop a continually learning and improving mindset). Each day I promise to put my best foot forward and to lead by example. To thank you, in advance, for your hard work I promote human capital and human well-being before business profits: shorter, flexible work schedules; a focus on paying a living wage; and retention of talent who make it a little easier and more enjoyable to come to work.
We strive to create a culture where you feel that your contributions to the business are respected, heard, and valued within the confines of guidance we receive from the Bible.
When in Doubt
Good conduct and good character is central to who we are. High moral value and avoidance of harm should influence your independent decision-making. If the question ever arises how the business or leadership will interpret a decision made by you, you can never go wrong by relying on God’s word and the black letter law or Company guidance. Be able to back up your actions with concrete policies and Christian values.
What you Should Know
Homosexuality, same-sex marriage, and abortion is contrary to our Christian faith. We believe God created male and female, and that marriage is between a man and a woman. Christians may have varied opinions on these issues but the Bible has expressly preempted our ability to issue guidance other than as clearly stated in God’s word – the Bible tells us explicitly that such conduct is sin.
High Moral Values (here, we like them a lot)
Think good Christian values, The Golden Rule, karma, The Ten Commandments, WWJD, a gentleman or ladies honor, polite society, JJ DID TIE BUCKLE (hoorah, Marines!), etc. It really is not that complicated, if you ask us, and is pretty self-explanatory.
If you verbally or physically assault your cab driver—or any person, jump the turnstile without paying, lie on your tax forms, cheat on your exams or spouse, use racist slurs, stand on the sidelines and laugh while someone drowns, or aid or encourage another to engage in such conduct, you are not displaying high moral values – and we want people who abide by high moral values. Our employees distinguish themselves not only by refraining from illegal and socially irresponsible behavior but by the value they add to society. (Adding value is entirely different from making voluntary or forced restitution for bad deeds – regardless of whether others also know about your bad conduct – God knows. Restitution is not a substitute for or the same as adding value to your community and will not be factored into good conduct or good character scores.) Good conduct and good character scores will determine eligibility for promotions, performance bonuses, and additional perks given at the Company’s discretion.
Compensation and a Competitive Workforce
The Company can only do but so much (and that’s why you need you). On our end, we are diversifying and growing the business, continually improving to remain compliant with state, federal, and international law, and striving to create greater opportunity and competitive compensation for our workers. We give time back to you so that you can live healthier and happier lives, and we ask that you use that time wisely. We encourage you to learn new skills and earn additional degrees or train wherever you can. We hired you because we see your present and future potential. Stay competitive (we want to have to fight to keep you with us).
Benefits
The Company employs a variety of strategies to offer flexible schedules to all employees. Some employees are able to choose 1 of 3 pre-set schedules, and Performance | FIT enjoys the ability to negotiate when 20 work hours – out of a potential 30 hour week (maximum) – will be performed. (Performance | FIT will be able to work Saturdays, if desired.) Flexibility in work schedules and giving time back to employees is just one way that we give back to our employees.
Health and life insurance are required to be maintained by all employees. In case of an emergency, employees and their families should be able to access medical care and death benefits if necessary. (We do not think humans should crowd source funeral expenses.)
There is no 401K benefit (however we are working to rollout a Rockstar retirement plan as we grow and increase our capital). The Company does not believe in throwing money down the drain – and cannot recommend throwing money into unguaranteed investments (operated by humans who are even less of a guarantee no less). However, when a Company bonus is issued, employees may independently source and sign up with an investment advisor if they find a 401K personally desirable.
- All employees are bonus-eligible after 1 full year on staff (Bonus awards are issued between November and December)
- All employees receive paid time off
- Performance | FIT employees receive a comp card and actor’s headshot (renewed each year)
We look for people who have made a life-long commitment to be an exemplary and positive role model. (We wouldn’t hire a person known to us as someone actively engaged in conduct harmful to others, themselves, or to society.) This is what we expect and ask of those who work with and for us: a well-considered, long-lasting commitment to high moral values both professionally and personally. If you’re a person who often breaks such commitments or doesn’t understand the value of setting the example and living a clean lifestyle, then this isn’t the company for you. We want to hire good people of good character.
Failure to abide by Company policies and core values, including maintaining good character, prohibit a person’s employment or relationship with the Company from moving forward, and indicates that person’s intent to sever ties with the Company.
People First (Because Jesus is our Lord and Savior)
We have this ethos because God – not money, power, or success – is the center of our lives. Without God we (your leadership) would be lost. We all benefit from a people-first mindset (instead of a money, power, or success first mindset). This means leadership is placing people before profits when a choice must be made. For example: I had to decide when forming the company between hiring a lot of people at once for low wages or hiring fewer people, increasing wages, and offering some Company benefits and perks (I chose option b). That being said, we do hold to account those who choose to have a business relationship with us, and we will continue to do so. We do not tolerate misconduct from any person.
We strive to be fair. Work places are generally happier places when fairness is integral to the business. If you have the skill, character, and a background that we need then you should have an equal chance of getting the job (we don’t cut corners for friends and family; every person submits to the same screening process and is evaluated the same).
There are some aspects of the business that will never change, because they are central to who we are and why we’re in business: our standards must remain high and uncompromised, and our good people must always come before business profits.
Personal + Professional
Your private and professional conduct is relevant here.
We choose people who demonstrate strong moral character, skill, and excellence in both their professional, personal, and private life. Our personal lives often impact our professional world and vice versa, so all parties are required to abide by a morality clause.
The Difference we Make
The Company manages various Brands, Initiatives, Projects, and Blogs, which are treated as separate entities under a unified corporate umbrella for ease of management, diversifying Company reach, and to ensure the Company remains competitive. Employees work on various initiatives under the Company’s corporate umbrella.
There are no entry-level positions with the Company. Every hire is a professional force to be reckoned with.
Each employee has a unique portfolio, individually designed, comprised of a mix of Core Business Skills and FIT Performance (creative) skills. Your individual contract will specify which aspects of the Company you work on based on your unique skillset. All employment offered is based on the Core + FIT model, which is a marriage of business and artistic, athletic, or creative skill; from recruitment to retention, selected candidates are more competitive and resilient than peers and workers not selected using this model. Physically, spiritually, emotionally, and mentally FIT is how we roll.
We believe our method allows employees to shape their careers and increase in skill at a faster, higher rate.
The Company limits employees to 45 hours of work per week (not every employee works 45 hours but no employee works beyond 45 hours each week – we like happy and healthy employees). So, it’s possible for employees to choose a 30 hour per week work schedule and to ask for a dual portfolio of work or extra Company assignment up to 45 hours per week, if additional work is desired by an employee.
*Employees must have some skill or ability in the area of the additional assignment requested or be willing to take the additional assignment as an apprentice or R&D fellow.
Apprenticeships and R&D Fellowships offered from within the Company is another way that we distinguish our brand from others.
Our philosophy is to promote from within the Company. We plan to grow to scale at a fast pace, and we will absolutely first look to our highly desirable staff when we are ready to launch new brands and companies that will need proven Christian leadership at the helm.
Employment is “At Will”
Employment with the Company is at will. This means either the employee or the Company may sever the employment relationship at any time.
The Company view on people who demonstrate moral failure
Christ’s love and forgiveness is not a free-pass to commit sin, nor is His grace to be taken for granted. We encourage all to develop a deep and personal relationship with Jesus Christ, and to ask Him for guidance in all things.
We will not hire or retain those who demonstrate moral failure in areas that The Company has clearly defined as significant to the Company. However, we may still offer rehabilitation services to such persons (except for persons who currently or previously engaged in moral and lawful failures which are designated as strictly prohibited categories of persons: e.g. rapists, child molesters, sexual predators, violent actors, felons, murderers, and those who rendered any support to such persons; our position is that such categories of persons must be held fully accountable, and must make restitution to the victim(s), without compromise and without excuse).
Any person who aids, abets, encourages, or supports such persons either in the commission of the crime or in avoiding full accountability and restitution is in violation of Company policy and is deemed to have resigned from the Company. A familial relationship with the bad actor is no defense to providing that wrongdoer assistance. A world where we grant reprieves for ill conduct because the wrongdoer is someone’s child or spouse would be a world without justice. The Company has taken the advance position that we cannot be light in a dark world where we do not ourselves first live our values.
Note from the Founder: at the time the Company was formed, I had several direct familial relations who would be (and are) strictly prohibited from working with, participating in, or receiving any benefit whatsoever from the Company by this firm Rule. It’s for the overall wellbeing and protection of society that we look beyond ourselves and uniformly uphold the Rule of Law and Civility, as exemplars of light in a dark world. The world will look to us, as Christians, for guidance when all else fails, so we must lead by example and be aware that others will follow our lead. Stronger, faster, and more improved each day.
Compensation. Here, you can talk about your salary: it keeps us accountable and honest
This is self-explanatory. Our aim is to pay a living wage. If employees are free to discuss compensation the business is incentivized to use its best efforts to offer fair compensation.
Quick look – what it’s like on the inside
I could try to describe it to you but that would be self-defeating. Where we are going and what we want to do with the Company does not exist, so there is no roadmap (although, we definitely know where we are going, the scale, and when – and we are enjoying the journey). I will tell you that we enjoy operating in stealth mode – partly because we don’t like our intellectual property being stolen (and we’ve already seen many attempts, including people taking our material from publicly available blogs and social media posts and brazenly including it in books published in their name) and because we recognize it is God’s grace that has granted us this opportunity (we don’t want to steal his glory or project to the world that we have done this on our own – we pray constantly for guidance and direction).
There is no personal photography or recording allowed at most times in our spaces. Artists and performers are creating in the space at most times, so to protect our investment (and their work) all photography will become intellectual property of the Company.
Whatever you choose to do…
Do Not Break Clearly Defined Rules (please and thank you!). Those who have a strong relationship with Jesus Christ, and live by his teachings, will not find our business culture oppressive or suppressive. Company rules and policies stem from principles that true followers of Christ will have already accepted and embodied, however, for the sake of clarity and uniformity the Company Rules are in place.
Thank You
Sincerely. Thank you. We are glad that you are here and for all that you contribute to our development. We appreciate that you choose to share your skills with us, and we want to create a professional business culture heavily influenced by gratitude. (It’s good for you.)
If you’re still with us, and still interested in applying, a physical fitness test is the first interaction you’ll have with the Company – after preliminary vetting.
Comments?
Please Reply to: [email protected]
Content ID: BCCulture13052020
Individuals who wish to express their gratitude to the Owner in the form of a personal monetary gift may due so at: https://www.paypal.me/theresagiovanna
[please note that gifts are non-refundable].
[please note that gifts are non-refundable].
