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Employee Handbook

Detail Page, LLCLast Updated: November 2025

1. Welcome & Introduction

Hey there, and welcome to Detail Page! We're thrilled to have you on board. This handbook lays out how we work, what you can expect from us, and what we expect from you. It's meant to be clear and practical—not legal jargon.

2. Employment Relationship

Employment at Detail Page is at-will. That means either you or the company can end the relationship at any time, with or without cause. We hire adults and treat you like one. Your employment classification, title, compensation, and benefits are outlined in your offer letter.

Your position is full-time and exempt from overtime pay, meaning your salary covers all hours worked. Detail Page operates as a remote-first company, and you're expected to maintain a professional, distraction-free work environment.

3. Compensation & Bonuses

Your base salary and any applicable bonuses are outlined in your offer letter. Bonuses may include retention bonuses and client renewal bonuses depending on your role, and details will be shared with your manager.

Some employees may also be eligible to participate in the Evansberg 2020 Equity Incentive Plan. Participation details are provided separately.

4. Code of Conduct & Professional Expectations

Be kind. Be honest. Don't do shady stuff. We expect everyone to act with integrity and professionalism. Conflicts of interest, outside work, or side gigs need to be disclosed and approved.

You will also sign confidentiality, IP ownership, non-solicitation, and non-compete agreements. Those agreements take precedence over this handbook if there's ever a conflict.

5. Workplace Policies

Detail Page has zero tolerance for discrimination, harassment, or workplace violence. We comply with all applicable laws and will provide reasonable accommodations where required.

6. Work Schedule & Payroll

We're flexible but responsible. Standard work expectations align with your role. Payroll runs on our regular schedule. Pay is distributed in equal installments throughout the year.

Because exempt positions are salaried, there is no overtime pay. If you're in a non-exempt role, time tracking is required.

When you work remote, we expect you to (1) never be the primary care provider for children at the same time and (2) be online during normal work hours. It's painful to not be able to get with someone when you need them.

7. Benefits & Eligibility

We offer competitive benefits for full-time employees. Details may change annually, but here are current highlights:

Health Benefits

Insurance (HRA)

As Detail Page is a nationwide employer, we use an HRA administered via ADP and TakeCommand Health. An HRA (health reimbursement arrangement) is a tax-advantaged benefit that enables Employees to receive tax-free reimbursement for health insurance in their state.

  • DetailPage contribution of up to $478/month for Employee healthcare plans
  • HIPAA Compliant administration
  • Works with most major individual medical plans and includes coverage for pre-existing conditions
  • Employees may select the plan that best fits their needs, either independently or through the TakeCommand Health marketplace

Eligibility: To use the HRA benefit, Employees must be enrolled in an individual health insurance plan in their own name. Employees who are covered under a spouse's employer-sponsored health plan or another group plan are not eligible to receive HRA reimbursements.

Explore available plans: TakeCommand Health Plan Search

Wellness Stipend

For those not able to use the HRA arrangement, a taxable Wellness stipend of up to $400 per employee per month will be granted to support and encourage a healthy lifestyle. This stipend is available to full-time employees who work the minimum number of hours required by law in their state.

The stipend may be used for:

  • Non-ACA-compliant wellness or health expenses intended to support personal health
  • Gym or fitness memberships
  • Exercise classes or training programs
  • Diet, nutrition, or weight-management plans

To enroll, employees must submit a request via email after 60 days of employment to accounting@detailpage.com. The Wellness Stipend is considered taxable income.

Retirement Benefits

Employees will be eligible to participate in the company's retirement savings plan. Full plan details will be provided via plan administrator.

  • Plan administered via ADP and integrated as part of your payroll solutions
  • 100% match on Employees' first 1% of retirement contributions
  • 50% match on Employees' next 5% of retirement contributions
  • Must be 18 years old to participate
  • Eligibility begins on the paycheck following 90 days of employment
  • Employee contributions are immediately vested. Company contributions will be vested after 1 year of employment

8. Leave Policies

We follow all applicable federal and state leave laws. That includes parental leave, bereavement leave, jury duty leave, and others where applicable. If you need time off beyond PTO, talk to your manager or HR.

9. Paid Time Off (PTO) Policy

Purpose

This policy outlines the guidelines for accruing, requesting, and using paid time off (PTO) for all eligible employees at Detail Page, LLC. PTO is designed to provide flexibility for employees to take time away from work for rest, personal matters, or other needs, while supporting the smooth operation of the business.

Eligibility

  • All full-time employees are eligible to accrue PTO beginning on their first day of employment
  • Part-time employees may be eligible for prorated accrual based on their regular work schedule, at the Company's discretion

Accrual

  • The amount of PTO available to each employee will be determined by the terms outlined in their offer letter
  • PTO begins accruing monthly starting on the employee's hire date, unless otherwise stated
  • Accrued PTO may be used after it has been earned
  • If PTO is taken before it is fully accrued, any negative balance will be deducted from the employee's final paycheck if employment ends
  • If state or local law requires a different accrual process or minimums, employees may notify their manager to request a variance

Holidays

In addition to PTO, employees receive the following paid company holidays:

  • New Year's Day (January 1)
  • Martin Luther King Jr. Day (Third Monday in January)
  • Presidents Day (Third Monday in February)
  • Memorial Day (Last Monday in May)
  • Independence Day (July 4)
  • Labor Day (First Monday in September)
  • Thanksgiving Day (Fourth Thursday in November)
  • Thanksgiving Day+1 (Fourth Friday in November)
  • Christmas Eve (December 24)
  • Christmas Day (December 25)

Using PTO

  • Employees are encouraged to use PTO throughout the year to rest and recharge
  • PTO should be requested in advance through the company's scheduling or HR system and approved by the employee's manager
  • PTO may be used in full-day or half-day increments
  • PTO may not be used to extend unpaid leaves without prior approval

Carryover and Payout

  • Unused PTO will not carry over to the next calendar year
  • Unused PTO will not be paid out upon separation from the Company, unless required by state law

Manager and Employee Responsibilities

  • Employees are responsible for submitting PTO requests in a timely manner and ensuring work is appropriately covered during their absence
  • Managers are responsible for approving PTO requests fairly, balancing business needs with employee well-being

10. Sick Leave Policy

Annual Sick Leave

Employees receive 5 sick days per year. We trust our team to use this time responsibly. If you need additional time off due to illness, manager approval is required and additional days may come from vacation/PTO, except where prohibited by state or federal leave laws.

Using Sick Time

If you're ill, contagious, or unable to perform your work effectively, take the time you need to recover. Please let your manager know as soon as possible and keep them updated if your absence will exceed expectations.

Extended Absences

If you expect to be out more than 3 consecutive days, notify your manager so we can offer support and comply with any applicable state leave requirements. We do not require a doctor's note unless an absence becomes extended or recurring.

Family Care

This policy also applies when caring for an immediate family member who is ill.

11. Technology & Security

We trust you with company equipment and data. Please use good judgment, keep things secure, and protect sensitive information. Never, ever share sensitive client data. This is when things get ugly and we have to fire you for what's known as "cause".

12. Health, Safety & Security

Know what to do in an emergency, report concerns quickly, and look out for each other.

13. Performance & Development

We conduct performance reviews annually in April. To participate in the review and promotion cycle, you must have been with the company for at least 7 months. Reviews are an opportunity to reflect, grow, and reward great work. Let's do that together.

14. Dress & Appearance

When clients are around, dress professionally. When they're not—just wear clothes. We trust your judgment to keep it appropriate.

15. Travel

We don't have a strict travel expense policy. Use common sense when spending company money. Don't be the person who makes us write one.

16. Employment Conditions & Agreements

Your employment is subject to background checks, confidentiality agreements, non-compete clauses, invention assignment agreements, and non-solicitation clauses as outlined in your offer letter. These agreements supersede any conflicting handbook language.

17. Governing Law

This handbook and all related employment agreements are governed by the laws of the State of Utah. Jurisdiction and venue are in Salt Lake County, Utah.

18. Acknowledgment & Agreement

By signing below, you acknowledge that you've received, read, and understood the Detail Page Employee Handbook. This handbook is not a contract and can be changed at the company's discretion.

Questions?

If you have any questions about this handbook or company policies, please reach out to your manager or contact us through our contact form.