Rules and Regulation of Employees

The rules and regulations that company owners or business owners need to follow can vary
depending on the type of business, its legal structure, and the jurisdiction in which it operates.
However, there are some common rules and regulations that apply to many businesses. Here
are some general guidelines to consider:

1. Business Structure
- Choose a legal structure for your business, such as a sole proprietorship, partnership, limited
liability company (LLC), or corporation. The choice of structure will affect your legal
responsibilities and tax obligations.

2. Business Registration
- Register your business with the appropriate government authorities, which may include
obtaining a business license or registering a corporate entity. The specific requirements depend
on your location and business type.

3. Taxes
- Comply with all federal, state, and local tax laws. This includes paying income taxes,
employment taxes, and any other applicable taxes. Keep accurate financial records and file tax
returns on time.

4. Permits and Licenses

- Obtain any necessary permits and licenses required for your specific industry and location.
This may include health permits, environmental permits, zoning permits, and more.

5. Employment Laws
- Adhere to labor laws and regulations related to hiring, firing, wages, hours, workplace safety,
and employee benefits. Compliance with employment discrimination laws is also essential.

6. Intellectual Property
- Protect your intellectual property, such as trademarks, patents, and copyrights. Respect the
intellectual property rights of others and avoid infringing on them.

7. Environmental Regulations
- Comply with environmental laws and regulations that pertain to your business activities. This
may involve waste disposal, emissions, and other environmental concerns.

8. Health and Safety

- Ensure the safety of your employees and customers. Comply with occupational health and
safety regulations and provide a safe working environment.
9. Contractual Obligations
- Honor all contracts and agreements your business enters into, whether with suppliers,
customers, or employees. Review contracts carefully and seek legal advice when necessary.

10. Privacy and Data Protection

- If your business collects and stores personal or sensitive data, comply with data protection
and privacy laws. Safeguard customer and employee information appropriately.

11. Financial Reporting

- Prepare accurate financial statements and reports as required by law and for transparency
in your business operations.

12. Advertising and Marketing

- Follow advertising and marketing regulations to ensure that your promotional activities are
truthful and not deceptive. Avoid false or misleading advertising.

13. Accessibility
- If you have a physical business location, comply with accessibility laws to ensure that your
premises are accessible to individuals with disabilities.

14. Import and Export Regulations

- If your business involves international trade, be aware of and follow import and export
regulations and trade restrictions.

15. Ethical Conduct

- Operate your business with ethical principles in mind. Avoid fraudulent or unethical
practices, and act responsibly within your community and industry.

It's essential to consult with legal and financial professionals to understand the specific rules
and regulations that apply to your business. Non-compliance with these rules and regulations
can result in legal consequences, fines, or even the closure of your business. Staying informed
and following the law is crucial for the long-term success of your company.
 Duties and Responsibilities

 Greet and interact with customers

 Educate customers about menu items and answer any questions
 Follow recipes to prepare beverages such as hot coffee, iced coffee and frappe
drinks.
 Servicing customers and taking orders
 Tracking and ordering inventory for cafe and beverage supplies, such as coffee
beans, milk, napkins and cups.
 Maintain espresso and brewing equipment to ensure proper function and identify
repair or maintenance needs.
 Cleaning and sanitizing work areas, utensils and equipment
 Cleaning service and seating areas.
 Ordering, receiving and distributing stock supplies
 Receiving and processing customer payments
 Ensuring the café is fully stocked and can meet the menu at all times
 Clean the café areas, inside and outside and ensure they are safe and
hygienic at all times.
 Punishment
In the world of private sector employment, it does happen that a few employees
underperform and/or commit violations. The employer is allowed by law to impose disciplinary
actions against these erring employees to correct unlikable behavior. As a result, sanctions or
penalties may be imposed ranging from verbal warning, written reprimand, suspension without
pay, and ultimately to dismissal from employment.

1. Right of the employer to discipline

It is the right of the employer to discipline erring employees in order for them to deliver better
work performance or to comply with Company rules, regulations, and policies. As an
organization, a Company needs its people to be doing their duties and responsibilities to meet
goals and objectives, ensure productivity and efficient workflow, and contribute to the success
and accomplishments of the establishment.

“The law is fair and just to both labor and management. Thus, while the Constitution accords an
employee security or tenure, it abhors oppression to an employer who cannot be compelled to
retain an employee whose continued employment would be patently inimical to its interest.”
(Rayes-Rayel v. Philippine Luen Thai Holdings, G.R. No. 174893, 11 July 2012)

2. Penalty must be commensurate with the offense

It should be mentioned as early as now that jurisprudence emphasizes a very important rule
when it comes to disciplinary actions: the penalty must be commensurate to the offense.
Otherwise stated, minor violations should merit a lesser penalty compared to more serious
ones.

Dismissal is the ultimate penalty that the employer may impose as a result of disciplinary action.
Thus, the offense committed by the employee should be severe so as to justify termination as a
penalty. In the words of the Supreme Court: “it is cruel and unjust to impose the drastic penalty
of dismissal if not commensurate to the gravity of the misdeed.” (Supreme Steel Pipe v.
Bardaje, G.R. No. 170811, 24 April 2007)

3. Suspension
Suspension, also called lay off. is the next logical step taken in progressive discipline.
Suspension as punishment is awarded for some major/serious offences. Suspension may be for
a certain period ranging from one day to several weeks or months. During the suspension
period, the employee is paid a reduced pay known as ‘subsistence allowance’. Full pay can be
given if the suspension is withdrawn.
4. Pay Cut
Another alternative, also rarely applied in practice, is cutting the problem employee’s pay. This
is awarded mostly when offence led to damage or loss of property. A part of the loss is
recovered from such pay cut of the employee.

5. Dismissal/Discharge
Dismissal is the ultimate disciplinary action taken against problem employee. This punishment is
awarded only for the most serious offences involving integrity. Both dismissal and discharge
lead to employee separation from the organization.

However, the severity of punishment is more in dismissal than discharge. In case of dismissal,
the employee is deprived of service benefits such as gratuity, provident fund, pension and other
perquisites and even disqualified for securing job in other organizations. As regards discharge, it
is termination of employee’s job with notice and with service benefits earned so far.

6. Oral Warning
The mildest form of discipline is died oral warning. This is usually awarded on minor offences
like late coming, absenteeism, etc. which are committed for the first time. A common practice
followed in this regard is to make a temporary record of this warning and place the same in the
employee’s file. Once the employee has shown better performance and willingness to adhere to
rules and regulations, the record of the oral reprimand is removed from his file.

7. Demotion
For the serious offences where suspension has not been effective and management wants to
avoid dismissal, demotion is considered as an alternative punishment. It is noteworthy that, in
contrast to the previous disciplinary actions, demotion is not temporary, but a constant one. It
has serious implications for employee morale and motivation.

8. Written Notice
The second step in order of severity in progressive discipline is the written notice or warning.
This is awarded for repeated minor offences or some major lapses. The procedure involved in
writing of the warning is the same as the oral warning.

The only difference is that the discussion concludes with the employee being told that a written
warning will be issued. Then, the manager writes up the warning. A copy of the warning is sent
to the personnel department. Like oral warning, organizations may allow employees to purge
their personnel file of these warnings after some period of time, i.e., usually two years of proper
work behavior.

9. Performance Warning
A written warning serves as documentation of a coaching session where the supervisor
articulates, models, and reinforces expected performance and addresses
 (a) performance deficiencies
(b) behavior concerns, including attendance and tardiness, and
(c) violations of policies, procedures, standards of professional conduct, and safety practices.
This disciplinary action is intended to focus on the employee’s development through a process
that reflects a mutual commitment to the employee’s success and should be issued within five
(5) working days of the correlating event unless there are extenuating circumstances.

10. Employee attendance policy

Tardiness is probably the most common problem in any workplace, including restaurants, cafes,
and pubs. In jobs with a flexible schedule or irregular hours, it is not such a big deal. But
employee tardiness isn’t acceptable in the foodservice industry. It can harm your restaurant’s
reputation.
 KAPE KLASIKO
“Slow Down & Smell the Coffee”

Kape Klasiko Coffee Shop is a cozy and inviting coffee haven that celebrates the timeless art of brewing
and savoring exceptional coffee, At Kape Klasiko Coffee Shop, we're committed to delivering a genuine
coffee experience that combines tradition and innovation in every sip.

Kape Klasiko

Mountain View, Norzagaray Bulacan.

 Preface
A coffee shop is not just a place to grab a cup of coffee; it's a thriving hub of social interaction,
entrepreneurship, and a testament to the power of a simple idea. In this preface, we will delve
into the world of business coffee shops, exploring their significance, evolution, and the unique
blend of factors that make them an integral part of our modern lives.

Coffee shops have a rich history, dating back centuries, and have played a crucial role in the
intellectual and cultural development of societies around the world. In the 17th century,
coffeehouses were known as "penny universities" because for the price of a cup of coffee, one
could engage in lively discussions and exchange knowledge on various topics. Today's
business coffee shops continue to be spaces where people gather to work, study, network, and,
of course, enjoy coffee.

The business model of coffee shops has also evolved over the years. From small, independent
shops to international chains, coffee shops have become a staple of urban landscapes. The rise
of specialty coffee and the artisanal approach to brewing have added a new layer of
sophistication to the industry. Customers are now not just seeking a caffeine fix, but a sensory
experience and a sense of community that only a well-crafted cup of coffee can provide.

Business coffee shops offer a unique blend of elements that contribute to their success. They
provide a place for remote workers, students, and entrepreneurs to escape the confines of their
homes and offices. With the advent of technology and the growth of the gig economy, these
spaces have become essential for those seeking a change of environment or a space to hold
meetings and discussions. The aroma of freshly brewed coffee, the cozy ambiance, and the
hum of activity make coffee shops more than just a workplace; they're a source of inspiration
and productivity.

In this exploration of business coffee shops, we will delve into various aspects of this industry.
We'll discuss the economic impact of coffee shops, the challenges they face, and the trends
shaping their future. From sustainability initiatives to the digitalization of ordering and payment
processes, the coffee shop landscape is continually evolving.

As we embark on this journey through the world of business coffee shops, we'll gain a deeper
appreciation for their role in our lives and the unique blend of coffee, culture, and commerce that
makes them an enduring and beloved institution.
 Introduction
Welcome to Kape Klasiko!

We are thrilled to have you join our team. Our goal is to provide our customers with the best
coffee experience possible, and we believe that starts with our employees. This handbook is
designed to provide you with the information you need to be successful in your role and to help
you understand what is expected of you as a member of our team.
Kape klasiko's goal is to offer an environment where people can come, communicate, and enjoy
outstanding coffee and food in a pleasant and natural setting. The company was founded by
Mark Lester. On a daily basis, we take pride in having a workplace that works hard, has fun, and
gives outstanding service to our clients.
What is important to being a part of the team at Kape klasiko?
We believe in Product quality - It is critical to ensure that the coffee beans are of high quality
and that the brewing process is carried out correctly to produce a great cup of coffee, Great
client service - It is critical to make customers feel welcome and appreciated, Coffee shops may
prioritize customer satisfaction by providing excellent service and creating a relaxing and
welcoming atmosphere, Food safety: Coffee shops may prioritize food safety by ensuring that
their product is safe to consume.
Here are some Kape Klasiko policies:
Code of Conduct: We require all employees to follow a professional code of conduct, which
includes treating customers and coworkers with respect, courtesy, and fairness. This includes
policies for appropriate behavior, dress code, and maintaining a healthy work environment.
Anti-Discrimination and Harassment: We have a zero-tolerance policy for discrimination or
harassment based on race, gender, religion, age, handicap, or any other protected feature. We
establish clear reporting mechanisms and ensure that appropriate action is done to resolve such
situations.
Work Schedule and Attendance: Our employee handbook outlines the expectations for
punctuality, attendance, and requesting time off. It explains how to request schedule changes or
time off, as well as the ramifications of excessive absenteeism or tardiness.
Compensation and Benefits: We give information about employee pay, such as pay rates, pay
periods, and any applicable bonuses or incentives. In addition, we describe the employee
benefits available, such as health insurance, retirement programs, and any other bonuses or
awards.
Safety and Security: We place a high value on the safety and well-being of our staff and
customers. Our handbook offers instructions on maintaining a safe work environment,
addressing emergencies, and following correct security standards.
Confidentiality and Data Protection: We emphasize the necessity of keeping sensitive
information, both customer-related and internal, secret. Employees are expected to handle data
properly and to adhere to data security requirements.
We hope that this handbook has been helpful in providing you with the information you need to
be successful in your role at our coffee shop. If you have any questions or concerns, please do
not hesitate to reach out to your manager or supervisor. We are committed to providing a safe
and supportive work environment for all of our employees, and we look forward to working with
you!
Table Of Contents
First Aid/ Hygiene Kit
Chapter 2 Management
 Contract of Partnership Agreement
Law of Partnership
In a business context, when you're referring to the "law of agreement," you're likely
discussing the principles of contract law. Contracts are crucial in the operation of a coffee shop,
as they govern the relationships between the coffee shop and various parties, such as
employees, suppliers, landlords, and customers. Here are some key aspects of contract law that
apply to business agreements, including those in the coffee shop industry:

1. Offer and Acceptance: For a contract to exist, there must be a clear offer made by one party
and an acceptance of that offer by the other party. For example, when you order a cup of coffee,
you make an offer to purchase it, and the coffee shop accepts your offer by providing the coffee.

2. Consideration: A contract requires "consideration," which means that both parties must
receive something of value in exchange for their promises. In a coffee shop, this can include the
exchange of money for coffee or services.

3. Legal Capacity: All parties entering into a contract must have the legal capacity to do so. This
means that they must be of a sound mind and not under the influence of undue pressure or
duress when entering into the agreement.

4. Legality of Purpose: The purpose of the contract must be legal. For example, a contract for
the sale of illegal substances or an agreement that promotes unlawful activities would not be
enforceable.

5. Meeting of the Minds: Both parties should have a clear understanding of the terms and
conditions of the contract. Misunderstandings or ambiguities can lead to disputes.

6. Written vs. Oral Contracts: In many cases, oral contracts are legally binding, but having a
written contract can provide clarity and reduce the potential for disputes. In some situations,
such as employment agreements or large purchases, written contracts may be required by law.

7. Performance and Breach: Contracts outline the obligations and responsibilities of each party.
If one party fails to fulfill their obligations, it may be considered a breach of contract, which can
lead to legal remedies, such as damages.

8. Termination and Termination Clauses: Contracts often include provisions for how and when
the agreement can be terminated. Coffee shop leases, employment contracts, and supply
agreements may have termination clauses that specify the process for ending the relationship.

9. Third-Party Rights: Some contracts may confer rights and obligations on third parties. For
example, an employment contract may include benefits for the employee's family, which are
third-party rights.

It's important for coffee shop owners and operators to understand and follow contract law when
entering into agreements with employees, suppliers, landlords, and customers. Consulting with
legal professionals and having clear, written contracts can help ensure that the agreements are
legally enforceable and that all parties involved are protected
 KAPE KLASIKO
FRANCHISE AGREEMENT
WITNESSETH:
WHEREAS, Kape Klasiko's has developed and owns a unique and distinctive system for the
development, establishment and operation of retail Cafes and Pastry specializing in the
preparation and sale of specialty coffee beverages, proprietary coffee products and other menu
items developed.
WHEREAS, The name "Kape Klasiko "; distinctive interior and exterior design and layouts,
decor, color schemes, and furnishings; confidential food formulae and recipes used in the
preparation of food products, formulas and specifications for preparing specialty coffee drinks
and other coffee and non-coffee-based products; specialized menus; standards and
specifications for equipment, equipment layouts, products, operating procedures, and
management programs, all of which may be changed, improved, and further developed by
Franchisor from time to time;
WHEREAS, Franchisor identifies the KK SYSTEM by means of certain trade names, service
marks, trademarks, logos, emblems, and other indicia of origin, including, but not limited to, the
marks "KAPE KLASIKO", "KK" and such other trade names, service marks, trademarks and
trade dress as are now, or may hereafter, be designated by Franchisor for use in connection
with the KK SYSTEM (collectively referred to as the "Proprietary Marks");
WHEREAS, Franchisor continues to develop, use, and control the use of such Proprietary
Marks in order to identify for the public the source of services and products marketed
thereunder in the SBC SYSTEM and to represent the System's high standards of quality,
appearance, and service;
NOW, THEREFORE, the parties hereto agree as follows:

ARTICLE 1
Employment

1.1. Employment. The Kape Klasiko agrees to employ Employee, and Employee accepts
employment with the Company, on and subject to the terms and conditions set forth in this
Employee Agreement.
1.2. Term. The Kape Klasiko will employ the Employee pursuant to this Employee Agreement
effective as of November 3 2023. The employment of employee will be at-will, meaning that
employment may be terminated by either party at any time in accordance with the provisions of
Article 7.

ARTICLE 2
Duties

2.1. Position and Duties. The Kape Klasiko agrees to employ Employee to act as its President.
Employee shall be responsible for performing the duties as described in Appendix A attached
hereto and made a part hereof. Employee agrees that he will serve the Company faithfully and
to the best of his ability during the term of employment, under the direction of the Board of
Directors of the Company. The Kape Klasiko and Employee may jointly from time to time to
change the nature of Employee’s duties and job title.
2.2. Time Devoted to Work. Employee agrees that he will devote all of the necessary business
time, attention, and energies, as well as Employee’s best talents and abilities to the business of
the Company in accordance with the Kape Klasiko’s instructions and directions. Employee may
engage in other business activities unrelated to the Kape Klasiko during the term of this
Employee Agreement so long as such other business activities do not interfere with the terms
and conditions of this Employee Agreement.

ARTICLE 3
Place of Employment
3.1. Place of Employment. Employee shall perform his duties under this Employee Agreement
at Norzagaray, Bulacan (Mountain View) Rural

ARTICLE 4
Vacations and Other Paid Absences

4.1. Vacation Days. Employee shall be entitled to the same paid vacation days each calendar
year during the term of this Employee Agreement as authorized by the Company for its other
employees.
4.2. Holidays. Employee shall be entitled to the same paid holidays as authorized by the
Company for its other employees.
4.3. Sick Days and Personal Absence Days. Employee shall be entitled to the same number of
paid sick days and personal absence days as authorized by the Company for its other
employees.

ARTICLE 5
Fringe Benefits

Employee shall be entitled to participate in and receive benefits from all of the Company’s
employee benefit plans that are now, or in the future may be, maintained by the Company for its
employees, including, without limitation, the Company’s health insurance plan. No amounts paid
to Employee from an employee benefit plan shall count as compensation due Employee as
base salary or additional compensation. Nothing in this Employee Agreement shall prohibit the
Company from modifying or terminating any of its employee benefit plans in a manner that does
not discriminate between Employee and other Company employees.

ARTICLE 6
Fringe Benefits

Employee shall be entitled to participate in and receive benefits from all of the Company’s
employee benefit plans that are now, or in the future may be, maintained by the Company for its
employees, including, without limitation, the Company’s health insurance plan. No amounts paid
to Employee from an employee benefit plan shall count as compensation due Employee as
base salary or additional compensation. Nothing in this Employee Agreement shall prohibit the
Company from modifying or terminating any of its employee benefit plans in a manner that does
not discriminate between Employee and other Company employees.

ARTICLE 7
Termination of Employment

7.1. Termination of Employment. Employee’s employment hereunder shall automatically

terminate upon (i) his death; (ii) Employee voluntarily leaving the employ of the Company; (iii) at
the Company’s sole discretion, upon fifteen (15) days prior written notice to Employee if the
Company terminates his employment hereunder without "cause;" (iv) at the Company’s sole
discretion, upon two (2) days prior written notice to Employee if the Company terminates his
employment hereunder for "cause." For purposes hereof, "cause" shall include (i) Employee’s
willful malfeasance, misfeasance, nonfeasance or gross negligence in connection with the
performance of his duties (which shall not include any exercise of business judgment in good
faith), (ii) any willful misrepresentation or concealment of a material fact made by Employee in
connection with this Employee Agreement; or (iii) the willful breach of any material covenant
made by Employee hereunder.
7.2. Payments on Termination. In the event that Employee’s employment under this agreement
is terminated for any reason, Company shall promptly pay Employee any amounts due to
Employee under this agreement, including any salary accrued through the date of termination,
and reimbursement for business related expenses during the period of Employee’s employment,
providing that such expenses are submitted in accordance with Company policies, but such
payments shall be in full satisfaction of all Company’s obligations to Employee.

ARTICLE 8
Protective Covenants

Employee acknowledges that his specialized skills, abilities and contacts are important to the
success of the Company, and agrees that he shall faithfully and strictly adhere to the following
covenants:
8.1. Non-competition. Employee acknowledges that by reason of the character and nature of the
Company’s and/or the Affiliates’ business activities and operations, and further by reason of the
scope of the territory in which Employee will perform the services under this Employee
Agreement, in order to protect the Company’s and/or the Affiliates’ legitimate business interests
it is necessary for Employee to agree not to engage in certain specified activities in such
territory at any time during the term of this Employment Agreement and for a period of time
thereafter.
8.2 Non-solicitation of Customers. Employee agrees that all customers whose relationships are
managed by Employee, or with whom Employee has contact during the term of this Employee
Agreement, are the Company’s customers, and that all fees and revenues produced from such
relationsh
 Types of Partnerships
Partnerships are a common form of business structure where two or more
individuals or entities collaborate to run a business and share in its profits and losses.
There are several types of partnerships, including:

1. General Partnership (GP): In a general partnership, all partners are equally

responsible for the management of the business and share in its profits and losses.
Each partner has unlimited liability, which means they are personally responsible for the
business's debts and liabilities.

2. Limited Partnership (LP): A limited partnership consists of both general partners and
limited partners. General partners have unlimited liability and are actively involved in the
business's day-to-day operations, while limited partners have limited liability and
typically do not participate in management. Limited partners' liability is usually restricted
to the amount they have invested in the business.

3. Limited Liability Partnership (LLP): In an LLP, all partners have limited liability, which
means their personal assets are protected from business debts and liabilities. However,
each partner is usually responsible for their own actions within the business. LLPs are
often preferred by professionals like lawyers, accountants, and doctors.

4. Limited Liability Limited Partnership (LLLP): An LLLP is a variation of a limited

partnership where all partners have limited liability, including the general partners. This
structure offers greater liability protection for all partners involved.

5. Joint Venture: A joint venture is a partnership formed for a specific project or purpose.
It can involve individuals, companies, or other entities working together for a limited
duration to achieve a common goal. Joint ventures can take various legal forms,
including general partnerships, limited partnerships, or corporations.

6. Family Limited Partnership (FLP): An FLP is a type of partnership often used for
estate planning and asset protection within a family. Family members contribute assets
to the partnership, and it is managed by the family. Limited partners may hold
ownership in the FLP, while general partners (often family members with management
responsibilities) have more control.
7. Professional Limited Liability Partnership (PLLP): Similar to an LLP, a PLLP is
specifically designed for licensed professionals, such as doctors or architects, who want
to form a partnership while limiting personal liability for professional malpractice.

8. Public-Private Partnership (PPP): PPPs involve a collaboration between a

government entity and a private sector company for the provision of public services,
infrastructure projects, or other ventures. They are typically used for large-scale projects
like toll roads, airports, or public utilities.

These are some common types of partnerships, and the specific rules and regulations
governing each type may vary by jurisdiction. It's important to consult with legal and
financial professionals when considering forming a partnership to ensure that the
chosen structure aligns with your business goals and complies with local laws.
 Terms and Conditions
Terms and conditions for a coffee shop's services can vary depending on the specific business
and its policies. However, here are some common terms and conditions that a coffee shop
might include in their service agreement:

1. Opening Hours:
- Specify the coffee shop's regular operating hours and any exceptions for holidays or special
occasions.

2. Service Offerings:
- Describe the range of services and products offered, such as coffee, tea, pastries,
sandwiches, and any special menu items.
- Indicate whether you provide any additional services, such as free Wi-Fi, power outlets, or
meeting spaces.

3. Pricing:
- Clearly state the prices of various menu items.
- Note any taxes, service charges, or fees that may apply.

4. Payment Terms:
- Explain the accepted payment methods (cash, credit cards, mobile payments, etc.).
- Specify whether there's a minimum purchase amount for using certain payment methods.

5. Refunds and Returns:

- Outline your policy on refunds, returns, and exchanges for items that do not meet customer
expectations.

6. Loyalty Programs:
- If applicable, detail any loyalty or rewards programs and how customers can participate.

7. Reservation and Booking:

- If you offer reservation services or bookable event spaces, clarify the terms and conditions
for making reservations, any associated fees, and cancellation policies.

8. Conduct and Behavior:

- State your expectations for customer behavior within the coffee shop, including a
commitment to creating a respectful and inclusive environment.
- Specify any rules regarding the use of Wi-Fi and other amenities.

9. Health and Safety:

- Highlight any health and safety measures that customers are expected to adhere to,
including cleanliness, mask policies, or any specific rules related to food allergies.
10. Intellectual Property:
- Specify ownership rights and usage policies for any intellectual property associated with
your brand, such as logos, slogans, or marketing materials.

11. Privacy Policy:

- Explain how you handle customer data, including any data collected for loyalty programs,
online ordering, or reservations.

12. Changes to Terms and Conditions:

- Reserve the right to modify the terms and conditions and specify how customers will be
informed of any changes.

13. Termination of Service:

- Outline circumstances under which the coffee shop may refuse service or ask customers to
leave.

14. Liability:
- Disclaim any liability for loss or damage to personal belongings or any injuries that occur on
the premises.

15. Contact Information:

- Provide contact information for customer inquiries, feedback, or complaints.

16. Governing Law:

- Specify the jurisdiction and applicable laws in case of any legal disputes.

It's important to ensure that these terms and conditions are clear and easily accessible to
customers, typically through your coffee shop's website, menu, or posted in-store. Additionally,
it's a good practice to have legal counsel review your terms and conditions to ensure
compliance with local regulations and business best practices.

Operating a coffee shop involves compliance with various laws and regulations, which can vary
depending on your location and the specific nature of your business. Here are some key legal
considerations for a coffee shop:

1. Business Structure: You need to choose a legal structure for your coffee shop, such as a sole
proprietorship, partnership, limited liability company (LLC), or corporation. Each structure has its
own legal and tax implications.

2. Business Licenses and Permits: You'll likely need various licenses and permits to operate a
coffee shop, including a business license, food service permit, health department permit, and
more. Check with your local government to determine what's required.
3. Health and Food Safety Regulations: Compliance with health and food safety regulations is
crucial. Ensure that your coffee shop meets all local health codes, food safety standards, and
hygiene requirements.

4. Zoning and Location: Confirm that your coffee shop location complies with local zoning laws
and regulations. Certain areas may have restrictions on the types of businesses that can
operate there.

5. Employment Laws: If you hire employees, you must comply with labor laws, including
minimum wage, overtime, and workplace safety regulations. Be aware of the employment laws
in your jurisdiction.

6. Food and Beverage Regulations: Ensure that your coffee shop complies with regulations
regarding the sale of food and beverages. This may include menu labeling, alcohol licensing (if
you serve alcohol), and restrictions on certain ingredients.

7. Intellectual Property: Avoid using copyrighted or trademarked material without proper

authorization. Be mindful of intellectual property laws when designing your logo, signage, and
branding.

8. Contracts and Agreements: Draft contracts for your business relationships, such as lease
agreements, vendor contracts, and employment contracts. Legal contracts help protect your
interests.

9. Taxes: Understand your tax obligations, including income taxes, sales taxes, and
employment taxes. Keep accurate financial records and consider consulting with an accountant
or tax professional.

10. ADA Compliance: Ensure that your coffee shop is accessible to individuals with disabilities
in compliance with the Americans with Disabilities Act (ADA).

11. Environmental Regulations: Comply with environmental regulations, especially if you handle
waste disposal, energy usage, or other eco-sensitive aspects of your business.

12. Signage and Advertising: Review local regulations on signage and advertising to ensure that
your promotional materials are compliant.

13. Permits for Outdoor Seating: If you plan to offer outdoor seating, you may need additional
permits and must adhere to local regulations.

14. Music Licensing: If you play music in your coffee shop, make sure you have the appropriate
licenses for any copyrighted music you use.
15. Alcohol Sales (if applicable): If you plan to serve alcohol, you'll need an alcohol license, and
you'll need to follow specific regulations for alcohol sales.

It's essential to consult with an attorney or legal advisor who specializes in small business or
restaurant operations to ensure that you are compliant with all applicable laws and regulations.
Local regulations can vary significantly, so understanding and following the specific rules in your
area is critical to the success of your coffee shop.

Terms and conditions for articles of a business typically pertain to the rules and regulations
governing the operation and management of the business entity. These terms and conditions
are often outlined in the company's articles of association or articles of incorporation, depending
on the jurisdiction and the type of business structure (e.g., corporation, LLC, partnership). Here
are some common elements that may be included in the terms and conditions of business
articles:

1. Name and Type of Business: The articles should specify the name of the business and its
legal structure (e.g., Corporation, LLC, Partnership).

2. Purpose of the Business: The articles should outline the primary purpose and activities that
the business will engage in.

3. Registered Office and Agent: The registered office address and the registered agent's
information (if required by law) must be specified.

4. Shareholder or Member Information: For corporations or LLCs, the articles should detail the
information about shareholders or members, including their names and addresses.

5. Board of Directors or Managers: Information about the board of directors or managers,

including their names and responsibilities, should be included.

6. Capital Structure: For corporations, details about authorized capital stock, the number of
shares, and their par value (if applicable) should be outlined.

7. Governance and Decision-Making: The articles may include provisions about how the
business will be governed, decision-making processes, voting rights, and procedures for
meetings.

8. Ownership Transfer: Rules and restrictions regarding the transfer of ownership interests,
such as shares or membership interests, should be included.

9. Dissolution and Liquidation: The articles should specify the procedures and reasons for
dissolution and the distribution of assets upon dissolution.
10. Amendments: Procedures for amending the articles of the business, as well as any voting
requirements for amendments, should be defined.

11. Record Keeping: Provisions related to maintaining proper records and books of account
should be outlined.

12. Indemnification: Provisions related to the indemnification of officers and directors in certain
situations may be included.

13. Conflict of Interest: Rules and procedures for handling conflicts of interest among the
business's stakeholders may be addressed.

14. Miscellaneous Provisions: Other clauses may be included, such as dispute resolution
mechanisms, choice of law, and registered agent information.

It's important to note that the specific terms and conditions can vary significantly depending on
the business type and jurisdiction. When forming a business, it is advisable to consult with legal
counsel or a business formation expert to ensure that the articles are compliant with local laws
and tailored to the business's unique needs.

Additionally, the exact terminology used in the articles may vary, but they typically cover these
essential elements to govern the business effectively.
Terms and conditions in business law refer to the legal agreements that outline the rights and
responsibilities of parties involved in a business transaction or relationship. These terms and
conditions can vary widely depending on the specific context of the business, but some common
elements include:

1. Offer and Acceptance: A valid business contract typically begins with an offer by one party
and an acceptance of that offer by the other party. Both parties must have a meeting of the
minds regarding the terms of the contract.

2. Consideration: A contract generally requires consideration, which is something of value

exchanged between the parties. It can be money, goods, services, or even a promise not to do
something.

3. Legal Capacity: All parties entering into a contract must have the legal capacity to do so. This
means they must be of sound mind and age, and not under duress or undue influence.

4. Legality of Purpose: The purpose of the contract must be legal. Contracts that involve illegal
activities or are against public policy are generally unenforceable.

5. Clear and Certain Terms: Contracts must have clear and certain terms so that the parties
understand their obligations and can perform them as required.
6. Performance and Delivery: The contract should specify the time, place, and manner of
performance and delivery. This includes details about payment, delivery of goods or services,
and any other performance obligations.

7. Breach of Contract: The terms and conditions should outline the consequences of a breach of
contract, including remedies, damages, and dispute resolution mechanisms.

8. Termination and Cancellation: The contract should specify the circumstances under which it
can be terminated or canceled, as well as the notice requirements.

9. Dispute Resolution: Business contracts often include provisions for resolving disputes, such
as through negotiation, mediation, arbitration, or litigation.

10. Confidentiality and Non-Disclosure: Some contracts include clauses to protect confidential
information and trade secrets, preventing one party from disclosing or using sensitive
information without consent.

11. Governing Law: Contracts typically specify the jurisdiction and the laws that will govern the
agreement. This is important for determining which court or legal system will resolve disputes.

12. Force Majeure: A force majeure clause addresses unforeseen events or circumstances,
such as natural disasters or acts of war, that may excuse a party's non-performance under the
contract.

13. Indemnification: This clause can stipulate how one party will compensate the other for
losses or liabilities arising from the contract.

14. Assignment: Some contracts may allow or restrict the transfer of rights and obligations to
third parties.

15. Entire Agreement: A clause stating that the written contract represents the entire agreement
and supersedes any prior oral or written agreements can be included to prevent
misunderstandings.

It's essential to consult with legal counsel when drafting or entering into business contracts to
ensure that the terms and conditions comply with applicable laws and regulations. The specifics
of terms and conditions can vary significantly depending on the nature of the business, the
industry, and the location.

Running a coffee shop, like any other business, involves compliance with various laws and
regulations. These laws are designed to ensure the safety of your customers and employees,
protect your intellectual property, govern employment relationships, and more. Here are some
key areas of business law that are relevant to coffee shop owners:

1. Business Structure and Registration:

- Choose a legal structure for your coffee shop, such as a sole proprietorship, partnership,
LLC, or corporation.
- Register your business and obtain the necessary permits and licenses, including a food
service license, health department permits, and a business license.

2. Health and Safety Regulations:

- Comply with food safety regulations to ensure that your coffee shop's products are prepared,
stored, and served safely.
- Adhere to local health department guidelines, including regular inspections to maintain a
clean and hygienic environment.
- Train your staff in proper food handling and safety procedures.

3. Employment Laws:
- Follow labor laws, including minimum wage, overtime pay, and child labor laws.
- Maintain proper employment records and adhere to anti-discrimination and anti-harassment
regulations.
- Ensure that employees have a safe and healthy working environment.

4. Intellectual Property:
- Protect your brand and logo through trademark registration to prevent others from using
similar marks.
- Respect the copyrights of others when using music, artwork, or literature in your coffee shop.
- Use non-disclosure agreements to protect your business's confidential information.

5. Contracts and Agreements:

- Create clear contracts with suppliers, employees, and service providers to outline
expectations, responsibilities, and terms of payment.
- Lease or rent agreements for your coffee shop location should be reviewed carefully and
negotiated as needed.

6. Taxation:
- Comply with federal, state, and local tax laws, including income, sales, and property taxes.
- Keep detailed financial records and work with a tax professional to maximize deductions and
minimize liabilities.

7. Environmental Regulations:
- Dispose of waste and recycle materials responsibly, following local environmental
regulations.
- Implement energy-efficient practices to reduce your coffee shop's environmental impact.
8. Accessibility Laws:
- Ensure that your coffee shop is accessible to people with disabilities, in compliance with the
Americans with Disabilities Act (ADA) or equivalent laws in your region.

9. Consumer Protection:
- Clearly display your coffee shop's prices and refund/exchange policies.
- Adhere to consumer protection laws and regulations to avoid deceptive practices.

It's crucial to consult with legal professionals, such as attorneys and accountants, to ensure that
your coffee shop operates within the bounds of the law. Keep in mind that business laws can
vary by location and can change over time, so staying informed and up-to-date is essential for
long-term success in the coffee shop industry.

TERMS AND CONDITIONS OF EMPLOYMENT

Employee: [Name and address of employee]
Employer: KAPE KLASIKO Employment Status, Job Description and Duties The
employees will begin working continuously on [...................] 1.2 The employee will be
assigned to the position of [job title] in the [department]. Other reasonable duties as
requested by the company may be assigned to the employee. 1.3 All positions are
subject to a one-month probationary period. The employee's performance and
attendance at work will be monitored by the relevant line manager during this time. The
Company may extend the probationary period under exceptional circumstances. If an
employee's performance, attendance, or conduct is poor while on probation, he or she
may be fired during or at the end of the probationary period. If successful, the
employee's manager will confirm the employee's employment at the end of the
probationary period. Working Hours. The employee's usual weekly working hours will be
48 hours per week. The regular working hours will be 7am to 5pm or [working days].
[The Company reserves the right to change working hours, days, and times in order to
fulfill the demands of the organization. Any modifications will be communicated to the
employee in a timely manner.] The employee may undertake any outside business
interest or activity without the prior consent of his/her line manager Overtime will not be
paid if the employee works more than 15 hours a week. Salary The Employee shall be
entitled to the following benefits if he performs his obligations under this Agreement: a
weekly salary of the amount mentioned in the schedule, payable on Saturdays only.
However, wages will not be paid while absent due to: a medical condition duly certified
by a qualified medical practitioner approved by the Company or The Company
authorizes leave periods in advance. Compensation and Benefits Employees will be
eligible for additional benefits such as SSS, PAG-IBIG, PHILHEALTH, and 13th month
salary, vacation leave, sick leave, or retirement plans. Code of Conduct Take phone
calls outside - Working sessions may include taking necessary phone calls. Always use
headphones - Loud phone calls are not the only source of distraction at coffee shops.
You've probably been working somewhere and been interrupted by someone listening
to music or watching a film with the audio playing for all to hear. Don't be an outlet
addict - If you work in coffee shops often, you've probably seen your fair share of outlet
addicts: people who can't work without plugging in their laptop. Termination 6.1 Subject
to the provisions for earlier termination stated elsewhere in this Agreement, either the
Company or the Employee may terminate this Agreement at any time by providing the
other with at least three months written notice of termination. The notice must expire on
the last day of the month. 6.2 The Company may, in its sole discretion, terminate the
Employee's employment at any time with immediate effect by issuing a payment in lieu
of notice equal to the Employee's basic salary only.