Handy-Dandy Employee Handbook

Purpose of this Handbook

Although we will try to answer most of your questions, this handbook cannot anticipate everysituation or answer every question about employment. It is not an employment contract. Neither this handbook, nor any other communication by any management representative, whether oral or written, made at the time of hire during the course of employment, is intended in any way to create an employment contract. Employment remains at-will, which means you retain the right to terminate your employment with CPG at any time for any reason and CPG retains the corresponding right to end the employment relationship at any time for any reason.

In order to retain necessary flexibility in the administration of policies and procedures, CPG reserves the right to change or reverse policies, procedures and benefits described in this handbook, whenever we determine that such action is needed.

What’s in this Handbook?

  • Standard Policies

  • Employee Classification

  • How do I get Paid?

  • Vacation & Time Off

  • Benefit Basics

  • Training Your Body

  • Other Policies

What’s NOT in this handbook?

This handbook is designed as a reference for all the intricate logistics related to your CPG employment. It does not include any references to swingers, ninjas, juice bars, or anything else that describes the true heart and soul of your CPG journey. Our goal of this handbook is to outline all the ways CPG has committed to taking care of you. Read it carefully and ask lots of questions. We know CPG thrives as a community when you are living your best life -- take vacations, swing heavy bells, save for retirement, and keep learning!

- Sean & Grant

Standard Policies

Equal Employment Opportunity Policy

We are an equal opportunity employer. It is our policy to provide equal employment opportunities to all qualified individuals regardless of race, creed, color, religion, sex, sexual orientation, genderidentity or expression, national origin, age, disability, genetic predisposition or carrier status,marital status, domestic abuse status, veteran’s status, military status, or any other basisprohibited by federal, state or local law. We will provide reasonable accommodation toemployees or applicants with a known protected disability or for an employee’s religious beliefs, provided such accommodation does not cause undue hardship to CPG. 

If you have any questions or concerns about any type of discrimination in the workplace, we encourage you to bring these issues to the immediate attention of your supervisor or to Sean and Grant. You can raise concerns and make reports without fear of reprisal. Your concerns will beinvestigated, and anyone found to be engaging in any type of unlawful discrimination orharassment will be subject to disciplinary action, up to and including termination of employment.

Policy Against Harassment

CPG is committed to providing a work environment free of unlawful discrimination or harassmentand maintains a strict policy prohibiting its employees from engaging in unlawful discriminatory orharassing conduct based on race, creed, color, religion, sex, sexual orientation, gender identity orexpression, national origin, age, disability, genetic predisposition or carrier status, marital status,domestic abuse status, veteran’s status, military status, or any other basis prohibited by federal,state or local law.  Any such discrimination or harassment will not be tolerated and can be a basisfor termination or other appropriate disciplinary action.

Unlawful harassment may include actions, words, pictures, or jokes based on an individual’s sex,sexual orientation, gender identity or expression, race, color, religion, national origin, disability,age, veteran status, or other protected characteristic, which is uninvited and unwelcome, andwhich creates a hostile or offensive work environment which unreasonably interferes with therecipient’s ability to perform his/her job.  Unlike other forms of harassment, sexual harassmentmay also involve unwelcome sexual advances, requests for sexual favors, or other conduct of asexual nature that is explicitly or implicitly made a condition of employment or which is used as abasis for an employment decision.


All employees have the right to set the situation right when they have been the victim of unlawfuldiscrimination or harassment. In order to invoke this right, a complaint must be provided by the employee to any one of the following:

  • Your immediate supervisor

  • Grant Anderson

The complaint must be filed as soon as possible after the occurrence of any incident theemployee believes is prohibited. The complaint should include the details of the incident(s), thename(s) of the individual(s) involved, and the name(s) of any witness(es).

Once a complaint is received, CPG will undertake an objective investigation of the allegations.The complaint will be kept as confidential as practicable, disclosing it only to the extent necessary to investigate it properly and work out a resolution. This investigation will becompleted and a determination regarding the appropriate action to be taken will be made andcommunicated to the employees involved as soon as possible.  

If CPG determines that unlawful discrimination or harassment has occurred, it will take effective remedial action commensurate with the severity of the offense. Remedial action may include counseling, oral or written warnings, suspension or termination of employment. Appropriate action will also be taken to deter any future discrimination, harassment or retaliation against the complaining employee.

No Retaliation

CPG will not retaliate against any employee for filing a good faith complaint or for cooperating in the investigation of a complaint and will not permit retaliation by anyone employed by CPG against a complaining or cooperating employee.  Any employee found to have committed retaliation will be subject to disciplinary action, up to and including termination.  MFF encourages all employees to report any incident of discrimination or harassment forbidden by this policy immediately so that complaints can be quickly and fairly resolved.


This Policy applies to all employees, and no employee is exempt from compliance.  It is the responsibility of every employee to maintain fair employment practices at all times and to refrain from unlawful discrimination or harassment.

Other Important Rights & Policies

 Employee Classifications


A full-time employee is, for a calendar month, an employee employed on average at least 30 hours of service per week, or 130 hours of service per month.  


Part-time employees are regularly scheduled to work less than 30 hours per week.


Employees who are subject to all provisions of the Fair Labor Standards Act (FLSA) as amended.These employees are paid by the hour and receive overtime pay for hours worked beyond 40hours in any workweek at one and a half times their regular hourly rate.


Salaried executive, professional, administrative, outside sales and some computer professionalemployees who are excluded from the overtime provisions of the Fair Labor Standards Act (FLSA)as amended.  Exempt employees do not receive overtime pay for hours worked beyond 40 hoursin any workweek.

 How do I get Paid?


  • Pay day falls on the 26th each month (or the Friday before if the 26th falls on a weekend)

  • There are 12 pay periods in 1 year

  • Direct deposit strongly preferred with written consent


  • Each pay period…


Sean is responsible for running profit first allocations every 10th & 25th of every month. Payday occurs right after the allocation on the 25th.

Vacation & Time Off 


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All time off is accrued by calendar year. Employee start year PAST YEAR 1 is determined by rounding to the nearest January.

Days Closed (9): New Years Day, Memorial Day, July 4th, Labor Day, Columbus Day,Thanksgiving, POSSIBLE CPG Retreat, Christmas Day


Day off - a request for up to 3 of your regular days off to be a specific day. That means that you arestill working the standard 5 days for the week. 

Paid vacation - a request for paid days off beyond your regular 2 days off each week. 

Long Weekend Trips (salaried employees only) - a request for 3 or less days off by working overtime to “cover your shift”.

Unpaid vacation (hourly trainers only) - a request for a day off beyond your regular 2 days off each week that will not be paid.


  1. Print & fill out the primal vacation request form

  2. Personally hand your manager the vacation request form.

  3. One your request has been reviewed, you will be notified by email if your dates have been approved and entered on the vacation calendar.


  • All salaried employees are able to take up to 3 days off of work and make up for it by “working overtime” to cover the shifts they will miss.

  • The only currency that is transferable are coaching hours. You must make up as many hours as you plan to miss.

  • Any time off that is more than 3 days is counted towards your paid vacation time.


  • Your vacation allotment must be used in the calendar year January 1 - December 31st.

  • Paid vacation days accrue throughout the year. You may use them in advance of accrual(meaning you don’t have to wait to use them). If you should use more days than you accrue during your employment with MFF, those days will be deducted from your last paycheck. 

    • Accrual example: If you have 10 paid vacation days per year, you accrue 1vacation day about every 36 days

  • Switching Shifts: You may switch shifts without using vacation days. However you must still work a minimum number of hours per week or those days will be considered vacation.

  • Use it or lose it: Vacation days will not roll over to the next year. You will not be paid for unused vacation days unless you have submitted three or more requests that have been denied. 

  • Work From Home: We understand that occasionally working from home may be advantageous for some positions. Any team member, with a Member Facing position, who wishes to work remotely must get approval from their supervisor for each instance. Pleasemake your request more than 24 hours in advance. You must have specific approval foreach instance. Note, in most cases, working from home should not be an alternative to being at the gym if you are ill. Take a sick day, and get better. Working from home is to be used for specific projects that you can more effectively complete, alone and focused.

  • “Banking” Days Off: Salaried employees who work on their “normal” day off in any given week (More than five days in one week), in order to fulfill job duties, may make-up their day off on another day within the same calendar month, with PRIOR approval of their supervisor.

Benefit Basics

The following is a summary only, and is subject to change as benefit plans or laws change. At all times, the terms of the official plan documents shall apply.

Medical Insurance

  • Full-time staff eligible after 60 days

  • Current cost: varies depending on…

  • CPG covers x amount/month….

  • By law you are required to have…

Dental Insurance

  • Full-time staff eligible after 60 day

  • Cost: see current offering

  • 100% employee responsibility

Retirement - 401(k) (Voluntary)

  • All employees eligible after 6 month

  • how do we match?


All benefits taken directly from paycheck are pre-tax dollars and reduce overall tax liability.

Partner Benefits

  • CPG partner benefits for CPG services are granted to full-time employees and their partners once the couple is married, engaged or living together for 1 year or more. 

  • Full-time CPG staff and their partners will also be required to sign an agreement stating that they are life partners (not friends, roommates, etc).

  • Partners will receive a free unlimited classes per month membership and will be required to pay full price for all other services and products.

Other important Illinois Employer benefits

Illinois State Paid Family & Medical Leave Benefits

Chicago Primal Gym follows the Illinois Federal FMLA rights. Employees who’re eligible may take up to 12 weeks of leave for serious health conditions, bonding with a new child, or preparation for a family member’s military service; more leave is available for employees who need to care for a family member who was seriously injured on active military duty.

How do I know if I’m covered? Employees are eligible for FMLA leave if:

  • they have worked for the company for at least a year

  • they worked at least 1,250 hours during the previous year, and

  • they work at a location with at least 50 employees within a 75-mile radius

Reasons for Leave

FMLA leave is available if an employee needs time off to:

  • recuperate from a  serious health condition

  • care for a family member with a serious health condition

  • bond with a new child

  • handle qualifying exigencies arising out of a family member’s military service, or

  • care for a family member who suffered a serious injury during active duty in the military. 

How much leave is available?

Illinois employees may take up to 12 weeks of leave in a 12-month period for a serious health condition, bonding with a new child, or qualifying exigencies. This leave is available every 12 months.

Employees may take up to 26 weeks of leave in a single 12-month period for military caregiver leave. However, this is a per-injury, per-service member entitlement. Unless the same family member is injured again, or another family member suffers an injury while on active duty, an employee may not take additional leave for this purpose.

Leave and Reinstatement Rights

Employees are entitled to continue their health insurance while on leave, at the same cost they must pay while working. FMLA leave is unpaid, but CPG employees are allowed to use their accrued paid leave during FMLA leave.

When an employee’s FMLA leave ends, the employee is entitled to be reinstated to the same or an equivalent position.

Illinois Military Family Leave

CPG allows eligible employees to take up to 15 days of unpaid leave to spend time with a spouse or child while that person’s federal or state deployment orders are in effect.

Illinois Domestic Violence Leave

CPG allows eligible employees who are victims of domestic or sexual violence, or who have a family or household member who is a victim of domestic or sexual violence, to take up to 12 weeks of unpaid leave in a 12-month period to:

  • seek medical treatment

  • obtain services from a victim services organization

  • get counseling

  • engage in safety planning, relocate, or otherwise take steps to increase the victim’s safety, or

  • seek legal assistance or remedies

All information on Illinois FMLA rights are outlined in this legal article.

Employee Confidentiality, Noncompete, and Non-solicitation Agreements



  • Weekly staff training time at CPG’s happens from 12:15-1:30

  • You may also train during a class hour that is outside of your daily shift

*Training at CPG is only appropriate as long as employees are consistently fulfilling their work responsibilities

*Training Your Body Benefits are at the discretion of CPG and availability

Social Media and Online Personal Communication 

The use of social media, including but not limited to, blogs, Facebook, Twitter, Instagram, SnapChat, and LinkedIn, has become a common activity for everyone. CPG takes no position on your decision to participate on a social media website.

While we respect the rights and interests of employees to utilize the internet in their personaltime, employees’ must not use social media to:

  • Harass or otherwise discriminate against employees or customers

  • Make defamatory statements about CPG or its services, products, employees or customers

  • Disclose proprietary, privileged or confidential information, including sensitive financial information

  • Disparage CPG’s customers, products or services

You also may not represent your views or opinions as those of MFF when engaging in socialmedia or online personal communications. 

If you are found to have violated the CPG’s social media and online personal communication policy, you may be subject to discipline up to and including termination.  Postings subject to this policy shall not be restricted to written postings but include all content, including but not limited to, photographs or videos that may be placed on the internet.  

Nothing within this policy shall be construed to improperly restrict the right to engage in lawful recreational activities away from work, the right to discuss wages, hours, and/or other working conditions, or other rights protected by law.