Taneyhill's Group Therapy

Eighteen Ink LLC • Staff onboarding & operations

THE STAFF HANDBOOK, MADE PRACTICAL

Your first shift starts here.

Know your team. Understand your pay. Be ready for the floor.

STAFF GUIDE
2026 EDITION
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1. Company Governance & Chain of Command

Operating Entity: Eighteen Ink LLC
Use the contacts below for day-to-day decisions and concerns.
EMPLOYEE REFERENCE

Master Employee Handbook

Read the complete 21-page handbook covering conduct, wages and tips, alcohol service, cash controls, food safety, security and daily responsibilities.

Open master handbook (PDF) ↗

Digital acknowledgment: Complete your employee signature and submit all acknowledgments together in Section 5. Management reviews it after receipt. No separate paper acknowledgment is needed in this workflow.

WORKPLACE EXPECTATIONS

Discipline & corrective action

The handbook describes documented verbal warnings, written warnings, a final warning with unpaid suspension, and termination. The company may begin at any step or take immediate action based on the severity of the conduct; a fixed sequence of warnings is not guaranteed.

Serious misconduct: The handbook identifies conduct such as theft, violence, falsifying records, working under the influence, prohibited restraints, and unlawful alcohol service as grounds for immediate action.

Who decides: The GM may suspend or remove an employee immediately to protect safety, operations or compliance. Final termination decisions require owner review and approval, except when immediate termination is necessary to prevent imminent physical harm or severe legal exposure, as stated in Handbook Section 1.3.

Raise a concern: Employees may report supervisor misconduct, harassment, discrimination, safety concerns or suspected financial wrongdoing directly to Tabitha Taneyhill. Good-faith reporting must not result in retaliation.

Read the full conduct, attendance & discipline policy (pages 4–6) ↗

Summary of Handbook Sections 1.3–1.4 and 2.5–2.7. Refer to the full handbook for attendance rules, examples and disciplinary classifications.

Operational Hierarchy

RolePersonnelAuthority & Duties
Company RepresentativeTabitha TaneyhillCompany-level escalation for financial, insurance, employment and operational matters.
General ManagerJosh SuttonDaily shift operations, scheduling, facility management, and staff supervision.
Head of SecurityCody MorrisonDoor controls, forensic ID scanning, guest safety, line management, and security personnel.
Manager on DutyAssigned Shift LeadShift floor supervisor and primary emergency point of contact.

OPEN-DOOR ESCALATION POLICY

Employees may bypass the standard management chain and contact Tabitha Taneyhill directly regarding harassment, discrimination, safety violations, wage concerns, or supervisor misconduct.

Open Employee Concern Report ↗

2. Employment Forms & Payroll

Employment forms & payroll setup

STEP 1 · PAYROLL ACCESS

Employee Payroll Portal Setup

Send your current name, email address and mobile number to accounting so they can activate your QuickBooks Workforce access. The form also includes the payroll review policy acknowledgment.

Open payroll setup form ↗

Opens Google Forms in a new tab. Submit it there, then return here. This form does not collect bank details or authorize direct deposit.

Not yet marked as submitted.

AFTER YOU SUBMIT

Activate QuickBooks Workforce

Watch for an email from Intuit / QuickBooks Workforce after accounting updates your file. Follow that invitation to activate access or sign in to your existing account. You can view weekly pay stubs, year-end W-2 forms and pay history.

Payroll schedule: The company notice states payroll is submitted Wednesdays by noon for the previous week, with direct deposits on Thursdays. Exact deposit timing depends on your bank.

Review each payday: Report questions about hours, rate or deductions to Josh (GM) within the company’s stated 7-business-day reporting window. Older concerns can still be raised with Tabitha Taneyhill.

Original payroll update

The original rollout notice requested contact details by November 1, 2026. That historical deadline is not a new employee’s personal due date. Ask management when your setup is due.

Read the original payroll update (PDF)
FEDERAL WITHHOLDING · 2026

Form W-4

Complete the applicable sections of the Employee’s Withholding Certificate, sign and date it, and hand it directly to the GM.

Open 2026 W-4 (fillable PDF) ↗

Optional: IRS Tax Withholding Estimator

Use the IRS tool to review your federal withholding. Have your recent pay stubs available. You can use its results to prepare a W-4 for payroll.

Open IRS withholding estimator ↗

The estimator opens on the IRS website. The onboarding guide does not collect your SSN, tax elections or estimator answers. Your W-4 requires its own signature; the handbook acknowledgment does not sign tax forms. Ask the GM for the separate South Carolina SC W-4 for state withholding.

EMPLOYMENT ELIGIBILITY

Form I-9

Use the employment eligibility form with management to complete both the employee attestation and the employer’s document review.

Open I-9 (fillable PDF) ↗

Read the official USCIS instructions ↗ · View acceptable documents (page 2) ↗

  1. Employee — Section 1: Complete and sign after accepting the job offer and no later than your first day of employment.
  2. Choose your documents: You choose acceptable List A documents, or a List B and List C combination. Management must not specify which acceptable documents you provide. Receipt and extension rules may apply; see the instructions.
  3. Employer — Section 2: Management or an authorized representative reviews the documents and completes and signs Section 2 within three business days after your first day of employment. Jobs lasting fewer than three business days require verification on the first day. Examination must follow USCIS requirements, including any authorized alternative procedure.

Supplied edition: January 20, 2025. Printed expiration: May 31, 2027. The four-page PDF includes acceptable-document lists and Supplements A and B. Return the completed form through management’s approved process. Identity documents and I-9 answers are not collected by this guide; its handbook signature does not sign Form I-9.

PAYMENT DETAILS

Direct deposit authorization

Use the Intuit Employee Direct Deposit Authorization form to provide your payment instructions to the employer.

Open direct deposit form (fillable PDF) ↗
  1. Download the form and complete your account details. Enter Eighteen Ink LLC as the Company.
  2. Sign and date the authorization. Attach a voided check for each account, as the form instructs.
  3. Hand the completed form and required attachments directly to the GM.

The employer retains this authorization. Opening the form does not submit it. Bank details belong in the authorization and the payroll process; the Google contact form above is for Workforce access setup.

Attendance & timekeeping

Be ready at the scheduled start time. Report call-outs directly through management’s designated method. Shift swaps require approval. Record all time worked, never work off the clock, and report timekeeping errors promptly.

Deadlines for Federal Compliance

  • Form I-9 (Section 1): Complete on or before your first day of paid work.
  • Form I-9 (Section 2 - Document Verification): The employer completes Section 2 within 3 business days after paid work begins. You choose acceptable List A or List B + C documents; acceptable receipts and extensions may apply. Jobs lasting fewer than 3 business days require verification on day one.
  • Tax Withholding (Form W-4): Complete federal Form W-4 and South Carolina Form SC W-4 through the employer’s payroll process.

Understanding Your Form W-2

W-2 BoxDescriptionWhat It Tracks
Box 1Wages, tips, other compTaxable wages, reported tips and other compensation; amounts may differ from cash paid because of payroll adjustments.
Box 7Social Security tipsThe tip portion of your income reported for FICA verification.
Box 2 & 17Federal & State TaxTotal income taxes withheld from your paychecks all year.
RETURN COMPLETED EMPLOYMENT FORMS

Give completed forms to the GM

Complete and sign your W-4, I-9 employee section and direct-deposit authorization, then hand them directly to the General Manager. Follow the GM’s instructions for I-9 document review and any required attachments. These forms are not uploaded through this website.

Your handbook and policy acknowledgments are submitted together once in Section 5.

3. The Tipped Paycheck Decoder

PAYROLL REFERENCE

Tipped Paycheck Decoder Cheatsheet

Keep this company quick reference alongside your actual pay statement.

Open paycheck cheatsheet (PDF) ↗

Read the examples carefully: Cash tips already received may be included in taxable earnings without being paid again in your deposit. The walkthrough’s net deposit assumes every dollar labeled as paycheck tips is paid on that check. Withholding amounts are illustrative and depend on payroll details and your tax elections.

The original PDF is unchanged. Its blanket tax wording does not address the qualified-tips deduction. See the explanation above and IRS employer guidance. Use federal Form W-4 and South Carolina Form SC W-4 for their respective withholding elections.

The Golden Formula:
Cash wages + tips paid on this check − withholding − authorized deductions = net deposit

Why Doesn't My Deposit Match My Tip Slips?

  1. Report all tips: Tips remain reportable. Eligible workers may qualify for a federal qualified-tips deduction; this does not remove Social Security and Medicare tax obligations.
  2. Separate paid tips from reported tips: Cash tips already received can affect taxable earnings without being paid again in your deposit. Payroll withholding depends on available pay and applicable rules.
  3. Withholding varies: Higher weekly pay can change withholding. Your tax elections and payroll frequency also affect the calculation.
Minimum wage protection: A $2.13 direct cash wage is permitted only when tip-credit requirements are met. The employer must make up any shortfall to the applicable minimum wage for each workweek. This illustration assumes all $1,245 in tips are paid on the check; federal and state withholding amounts are examples, not a tax calculator.

Illustrative Paystub Walkthrough

Line ItemCalculationAmount
Base Hourly Wage32.70 hrs @ $2.13/hr+$69.65
Paycheck TipsTips paid with this check only+$1,245.00
TOTAL GROSS TAXABLE INCOMEBase Wages + Tips$1,314.65
Social Security (FICA)6.20% of Gross-$81.51
Medicare (FICA)1.45% of Gross-$19.07
Federal Income TaxW-4 Table Rate-$119.42
SC State Income TaxSC DOR Rate-$66.26
TOTAL TAXES WITHHELDTotal Deductions-$286.26
NET DIRECT DEPOSITGross − Total Taxes$1,028.39

4. Handbook Review & Training

The Master Employee Handbook is the policy reference for onboarding. Read the full handbook and the sections relevant to your role, then complete this review checklist.

YOUR POLICY REFERENCE

Master Employee Handbook

Includes alcohol service, entry scanning, conduct, cash controls, safety and department responsibilities.

Read the master handbook (PDF) ↗

Review checklist

Alcohol-server certification steps
  1. Confirm with management whether your role requires certification and whether your current certificate is valid.
  2. If you are a covered new server or manager without a current certificate, complete SCDOR-approved training within 30 calendar days.
  3. Provide management with your SCDOR-issued certificate for the on-premises records and keep it available while serving.

Find approved training and certificate information ↗

Checking these items records a review only. They do not certify you or verify that training has been completed.

5. Safety & Policy Acknowledgment

SAFETY & REPORTING

Incident Reporting Form

Use this form to document an incident in accordance with the handbook’s reporting procedures. Notify the MOD promptly when immediate attention is needed.

Open Incident Reporting Form ↗

Opens Google Forms in a new tab and may require Google sign-in. Submit the report there. This portal does not verify submission. Complete it when an incident requires reporting; it is not a routine onboarding form. For immediate danger, call 911.

OPTIONAL · AVAILABLE ANYTIME

Employee Concern Report

Use this form to report harassment, discrimination, bullying, retaliation, inappropriate conduct, or a workplace safety concern. The form lets you choose whether to provide your name.

Open concern reporting form ↗

Opens Google Forms in a new tab. Submit your report there. This is optional and separate from onboarding completion. You may also report directly to Tabitha Taneyhill. For immediate danger, call 911.

Respect, safety & reporting

Harassment, discrimination, threats and retaliation are prohibited. Report concerns to the MOD, Josh Sutton, security for safety issues, or directly to Tabitha Taneyhill. Come to work alert and able to perform your duties safely. Non-security staff should not physically intervene except for immediate defense from imminent harm.

Report significant incidents before the end of the shift whenever practicable. Give truthful information and preserve evidence. Do not post private incident footage, employee records or patron IDs. Lawful discussion of wages, hours and working conditions remains protected.

Emergency Action Priority:

For fights, weapons, or severe injuries, call 911 immediately. Cordon off the scene, preserve CCTV footage, and maintain logs. Follow the company’s record retention schedule and preserve records subject to any investigation or legal hold.

One submission sends your reviewed sections, checklist confirmations and typed signature to the company’s private records. Wait for the receipt page to confirm delivery. Management reviews the record after receipt.

Employee Policy Sign-Off

One digital acknowledgment

Review the statement, type your full name and signature, then select Sign & submit acknowledgment. No manager or witness is required beforehand. Hand your completed tax, I-9 and direct-deposit forms to the GM separately.

I HEREBY ACKNOWLEDGE THAT I HAVE RECEIVED, READ, AND UNDERSTAND THE EIGHTEEN INK LLC D/B/A TANEYHILL'S GROUP THERAPY EMPLOYEE OPERATIONS & COMPLIANCE HANDBOOK. I AGREE TO STRICTLY COMPLY WITH ALL OPERATIONAL STANDARDS, SOUTH CAROLINA DEPARTMENT OF REVENUE (SCDOR) ALCOHOL SERVICE RULES, SOUTH CAROLINA DEPARTMENT OF AGRICULTURE (SCDA) FOOD SAFETY CODES, CASH CONTROL POLICIES, AND SECURITY RESTRAINT PROHIBITIONS CONTAINED HEREIN. I EXPRESSLY ACKNOWLEDGE AND AGREE THAT MY EMPLOYMENT WITH EIGHTEEN INK LLC IS AT-WILL, PURSUANT TO SOUTH CAROLINA CODE ANN. § 41-1-110. I UNDERSTAND THAT EITHER I OR EIGHTEEN INK LLC MAY TERMINATE MY EMPLOYMENT RELATIONSHIP AT ANY TIME, WITH OR WITHOUT CAUSE, AND WITH OR WITHOUT ADVANCE NOTICE. I FURTHER ACKNOWLEDGE THAT THIS HANDBOOK IS A STATEMENT OF WORKPLACE POLICIES AND EXPECTATIONS AND DOES NOT CONSTITUTE A CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED, FOR ANY SPECIFIED DURATION. ONLY A FORMAL WRITTEN AGREEMENT SIGNED PERSONALLY BY THE SOLE OWNER OF EIGHTEEN INK LLC CAN ALTER MY AT-WILL EMPLOYMENT STATUS.

ONBOARDING ACKNOWLEDGMENT

This certifies that

has reviewed and acknowledged the operational standards, payroll guidelines, and safety policies of Eighteen Ink LLC d/b/a Taneyhill's Group Therapy.

Digital handbook acknowledgment, not an SCDOR alcohol server certificate. Submission is confirmed only when the receipt page displays a receipt number. You may download a copy for your own records.

Management reviews submitted documents after receipt. No manager or witness signature is required for you to submit.