Welcome to Glantz!

This Handbook is intended to communicate some helpful information about what to expect from Glantz and what we expect from you. Let’s start with why we are here!

Glantz’s mission is to craft beautiful, effective brands through enduring partnership, genuine curiosity, and proactive iteration.

We’re not just about design. Our developers, project managers, writers, designers, and strategists advance visuals, simplify communications, and nurture marketing programs. We’re about getting creative and thinking smart. We believe in career development, exploring opportunities and continual growth, so get ready to bend your brain in new ways.

You can expect to:

  • Have fun
  • Be challenged
  • Work hard

We expect each other to uphold our Glantz Core Values:

  • Learn every day: Technologies and tastes constantly change. That kind of progress invigorates us. We learn at every level and routinely evolve our skills to prevent obsolescence.
  • Support one another: We are an inclusive studio that acts as a team. We promote individual strengths and expect collaborative contribution.
  • Ask why, and then ask again: Curiosity is essential to creativity. We ask questions first to find clarity, then to uncover opportunity.
  • Communicate sincerely and directly: Strong partnerships require open communication. We are unafraid to challenge our colleagues and clients, and always do so with respect.
  • Celebrate wins and grow from mistakes: We believe in recognizing successes, big or small. We also appreciate that failure is required for growth. We learn — and try again — as a team.

We are always open for feedback:

  • If at any time during your Glantz career you want to provide anonymous feedback, please use this form. The Executive Leadership Team will receive an email when a new submission is sent.
Getting Started icon

Getting Started

Let’s not jump the gun. We have a few things we must do to remain compliant and of course make sure you get paid.

Getting Started

Below you’ll find the essentials for being a successful Glantzer.


We respect your privacy, so we won’t be snooping on your email. But with great technological power comes great responsibility. We may not be working with classified government information, but let’s learn from the greats, and use email responsibly and not share anything that could be considered private.

But it’s not just email. Respecting our client’s privacy means being prudent on all fronts. You’ve already signed an NDA and a copy of this can be found in the appendix of our manual. Please be sure to re-read this document from time to time—our clients count on our discretion!


This Handbook is intended as an easy to use reference guide on Glantz procedures, policies and benefits. We hope it will provide you with a general understanding of how we operate—what we expect from you and what you can expect from us. It is intended solely for informational purposes and is not a contract, express or implied, and its contents do not contain an enforceable promise of any kind. Nor does anything in this Handbook change your employment status with Glantz or guarantee employment for any set period of time. Your employment with Glantz is at all times employment at-will, unless you have a written contract to the contrary, signed by you and Keith Glantz. 

This Handbook supersedes and/or modifies any and all pre-existing handbooks, rules, benefits, policies, and procedures, whether written or not. As the business grows, changes or modifications to this handbook may become necessary and Glantz reserves the right to revise these policies, procedures or processes at any time, for any reason, and without prior notice. We will endeavor to provide notice of changes or additions, whenever possible, and will update the Handbook online as quickly as we can.

We have worked to make this handbook as thorough and user-friendly as possible, and we recognize that it cannot anticipate every workplace situation or answer every question about your employment, and that from time to time you might have questions. Please do not hesitate to contact Keith Glantz or Jen Lemerand when such questions arise.

A Remote-First Team icon

A Remote-First Team

We work 100% remote with optional in-person meetups. Here are procedures you should know about.

Office Culture


In terms of dress, we expect men to come to work in suit and tie, and women to come in pantsuit and blouse. Just kidding. As long as you feel good and are clean, we have no complaints. Be aware of the days that you have in-person meetings with clients, or where you’ll be representing Glantz, and dress accordingly. If you are on a video call with anyone, you should also be conscious of your appearance as well as the background. Please make sure you and your space look clean enough to confidently turn your camera on. We expect that on all calls that have a video option your camera is turned on. If you require use of a virtual background, feel free to do so.


If you need something to do your work such as sticky notes, markers, paper clips, materials to build the next largest rubberband ball, let Laura know and she will get that for you. While working remotely, if you need to print something please ask your creative director to help coordinate the purchase on your behalf or save the receipt and expense it if approved by your supervisor.

Getting Paid icon

Getting Paid

While you may love working at Glantz, let’s assume you aren’t working for free.

Getting Paid

Work Hours and Hours Worked


In general, unless otherwise agreed upon, Glantz employees are expected to work from about 8AM to 5PM or 9AM to 6PMCST, Monday through Friday. You are expected to track 38-40 hours weekly. We encourage you to get away from your workspace for a one-hour lunch. A change in scenery can help you stay productive and give you a fresh perspective on your work.

As a temporary benefit, our Friday schedule ends two hours earlier depending on your start time. This is to give everyone the opportunity to start your weekend of rest and relaxation a bit earlier. So if you start at 8am, you wrap at 3pm. If you start at 9am, you wrap at 4pm.


We invoice clients for our time; therefore, everyone must accurately enter their time daily. Being more than a week late on your timesheets is grounds for discipline, loss of privileges such as direct deposit, and dismissal. Glantz is currently using the FunctionFox timekeeping system.

Per our remote work schedule, everyone is expected to track 8 hours of work a day (we don’t track our 1-hour lunch breaks), and 6 hours on Fridays for a total of 38 hours. Even if time is unbillable with Glantz, we want that time captured to alleviate any questions on if you are missing billable time. If you take PTO on Friday, you are still expected to track 8 hours, not 6 hours. Learn more details about tracking time under FunctionFox in How We Work

Receiving Your Pay


In order to comply with the state and federal governments, we need you to complete your federal and state W-4, found in the . Be sure to calculate the deductions you’d like to take and sign both documents.


The I-9 form affirms that you are legally eligible to work for Glantz. We’ve highlighted the required sections you’ll need to complete and we will make and keep a copy of the documents you use to complete the form. The I-9 form is available in the  of this handbook.


We pay all employees through direct deposit. To get you set up with direct deposit, please complete the Direct Deposit Authorization Form, located in the of this handbook, and include a voided check or deposit slip. Make sure you update this form before closing any bank account(s) where we are depositing you pay. If you have any questions contact Laura Glantz at [email protected].


To be reimbursed for business-related expenses, expense reports should be submitted to the Accounting Department at [email protected] semi-monthly, by the 10th and 25th of the month.

Leave and Paid Time Off icon

Leave and Paid Time Off

Your paid time off is important to take to reset.

Leave and Paid Time Off

At Glantz, we appreciate the importance of vacations and holidays. Below is more information about how we structure our paid time off (PTO), how to request it, and how to track it.


As a full-time Glantz employee, you get fifteen (15) days of PTO each year. This is the bank of hours that you can draw from for vacation, sick, and personal days.

All PTO of more than one day must be approved by Jen at least two (2) weeks in advance.

PTO accrues at a rate of 1.25 days (10 hours) each month. We encourage you to only use what has been accrued, but Glantz will advance up to one (1) week of unaccrued PTO, upon request and your agreement to repay the value of the advance when appropriate. Additionally, you can take no more than two (2) weeks of PTO at one time, unless approved by Leadership.

One (1) week, or 40 hours, of PTO can be rolled over from the current year to the next year. Rolled-over hours must be used in the first quarter, unless otherwise approved by Leadership. All employees will be required to maintain 3 full days of PTO for October-December to hedge for winter illnesses. 

If you earned compensatory time in Q4, consider your total amount to be rolled over. We can only roll over an additional 5 hours IF that time was earned in December. Any time is October or November is all considered part of the same bucket of 40 hours to rollover. 

Should you leave Glantz, any accrued and unused PTO will be included in your final pay; any used and unaccrued PTO will be deducted from your final pay.


  1. Choose the date(s) you want to take off.
  2. Send a message to Jen in the PTO Tracker & Schedule team in Basecamp. Always use the same thread from past requests for easy tracking.
  3. Make sure only Jen is notified when the message is sent and your name is in the message title.
  4. Hit “post this message.”
  5. Your PTO is not approved until Jen responds and you see the time posted in FunctionFox.

For sick or personal days, please call in at least 1 hour prior to your start time. Always take the time you need to recuperate. We appreciate any work you can produce from home if you are just “under the weather”, but know your health is a priority first! Be sure to log your time in FunctionFox accordingly under your PTO To Do.


We have approximately 12 holidays a year: New Year’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, and the last week of the year. A calendar of Glantz holidays is included in the .

Callout Clock Icon

PTO should be logged in FunctionFox under Glantz > 2023 PTO > Task is “Your name PTO”. 


We appreciate your commitment to our clients and your willingness to do what it takes to deliver for the client each and every time. When you end up working over 40 hours/week due to client requests, we want to know about it so we can ensure you get time off to recuperate.

When you work more than 8 hours in a day due to client requests and deadlines, let the Account Manager and Jen know how much time you worked overtime. Time may be rewarded back to your PTO bank at a rate of 1.25 hour per 1 additional hour worked. Examples of this are late nights past 6PM due to client deadlines or weekend web launches. If you simply take longer on projects and work late, time is not rewarded back. It needs to be overtime requested.


Maternity leave may be taken through Glantz’s short term disability benefit. Our short-term disability benefit will pay you up to 60% of your salary for up to thirteen (13) weeks. After exhaustion of the short-term disability benefit, you may elect to use your PTO, for a maximum maternity leave of sixteen (16) weeks.

We ask that you discuss your leave with leadership and develop a leave plan at least thirty (30) days in advance and that you advise us if at any point that plan changes.


Our paternity leave policy includes 4 unpaid weeks of leave. Glantz also grants new fathers one extra week (40 hours) of PTO that calendar year, so that some or all of your paternity leave can be paid.


Nursing mothers may take paid breaks to express breast milk for up to one year after the birth of their children.


Glantz encourages employees to fulfill their civic duties. To that end, employees will be allowed leave to serve on a jury if summoned. We request that you provide a copy of your summons notice to Jen as soon as you receive it. If you are called during a particularly busy period, we may ask you to request a postponement. The Company will provide additional documentation in this regard, if necessary, to obtain such postponement.

Jury duty can last from several days to several months, or more. During this time, you will be considered on a leave of absence and will be entitled to continue to participate in insurance and other benefits as if you were working. While serving on jury duty, we expect you to communicate with your supervisor daily to keep him or her apprised of your status.

The Company will compensate full-time employees for the difference between jury duty compensation and your current daily pay for the first five days you serve as a juror (or in accordance with applicable law, if different). If additional time is required, it will be granted, but without additional Glantz pay. You are welcome to keep your jury duty pay.


Parenting is an important job and one that demands your presence. Glantz will grant up to eight (8) hours annually for you to attend conferences or classroom activities for your dependents. We ask that you give us the standard notice of this time-off, that you take no more than four (4) hours of school visitation leave in a single day and, while this time off is unpaid, you may use your available PTO to receive payment for this time off.


We do not have an unpaid leave policy. On a case-by-case basis, if all PTO has been utilized and extenuating circumstances require additional time off, we can discuss an unpaid leave with a return-to-work arrangement.


After 5 full years of continuous full-time employment with Glantz Design, you will be eligible for a paid 4-week sabbatical. You must give us 120 days’ notice of when you plan on using the sabbatical. And that time must be pre-approved. You cannot use additional PTO to extend the duration. You will use your PTO throughout the calendar year in normal increments.

The sabbatical is not four extra weeks of PTO that year. It must be used in a four-week (20 business days) span. It is your time to rest, relax, get the “rainy days” stuff done or go on an adventure.

Your sabbatical can be rolled over indefinitely, but you are encouraged to use it during the milestone year. Employees on sabbatical leave will not be required to use any accrued leave during this period and are permitted to carry over all left in the instance that the sabbatical leave crosses from one calendar year into the next. Employees will not accrue any additional paid time off during their sabbatical duration.

Employees on approved sabbatical leave will receive pay and continued benefits during the period of leave. Unused sabbatical time cannot be cashed out upon termination from Glantz. If someone leaves on their own accord prior to utilizing their approved sabbatical it is not paid out.


Each full-time employee receives two additional PTO days a year to use for professional training. Consider using this for conferences and classes. The training, PTO, and budget will need to be approved by Jen. To be approved, the training also must be in line with your goals. If you find a workshop on a weekend, work with your supervisor to potentially take Friday or Monday off as your PTO day to ensure you are fresh and relaxed for the week of work ahead.

Benefits and Perks icon

Benefits and Perks

We give you more than just pay and time off. We also provide some extras.

Benefits and Perks

We compete with large firms for client business, and our goal is to be competitive as an employer as well. As a result, we offer a suite of employee benefits and perks that are competitive, robust and available to all full-time Glantzers.


Employees who work at least thirty (30) hours each week, are immediately eligible to select Health Insurance through the company for you, your spouse and/or your family. The election form is included in the of this handbook. If you have any questions contact Laura Glantz at [email protected].


After 6 months of full-time employment, you are eligible to participate in Glantz’s 401k retirement plan. Sign up forms are in the . If you have any questions contact Laura Glantz at [email protected].


All full-time employees are automatically enrolled in Short Term Disability, which provides partial pay in the event you have an illness, sickness, or pregnancy that prevents you from working. Benefits begin on the first day for accidents and on the 8th day for sickness. Short term benefits could continue up to 13 weeks. If you have any questions, contact Laura Glantz at [email protected].


As a remote-first company, you must demonstrate a level of accountability that gives us confidence that productivity and quality of work will not be diminished by your working out of office. You will be required to have excellent Wi-Fi and Slack on at all times during the workday, updating your Slack status when away. If you have continued issues with Wi-Fi, sound, or your home computer that hinder your ability to work, we will request that you find a reputable space to perform your job. Co-working spaces and coffee shop costs are not reimbursable by Glantz unless approved by Leadership.

Currently we do not offer a stipend for remote-work such as wi-fi, office supplies, etc. This is a benefit we will revisit in our quarterly financial reviews.

For the local team, we will offer meetups on occasion to collaborate. These will always be optional unless otherwise requested by leadership.

How We Work icon

How We Work

When in doubt, over-communicate. You’ll quickly learn how to reach out internally and externally.

How We Work

Project Management: BASECAMP

If you don’t stay organized, it can be pretty hectic at Glantz. Whether you’re on the design, developement, or account side, you’ll be juggling multiple clients and various projects at once. Basecamp is how the entire team stays up to date with each other’s tasks and each project’s progress. You’ll be assigned to-do’s, likely by an account person, for some phases of a project like QA. But most actions will come through our time tracking tool Function Fox (see below).

Basecamp is where we keep the most up-to-date documents and edits on files. Both you and the client will be constantly updating and changing this content, so, when used properly and consistently, Basecamp is an invaluable organizational tool.


There are two aspects to Basecamp: the client-side and the Glantz side (which the client cannot see). Make sure you are aware of what you are sending to clients when you send them a copy of threads or to-dos. Anything under the client-side will have a YELLOW label.

You can log in at basecamp.com with the login information that we provide you.


FunctionFox is the platform we use to keep track of hours worked so that we can bill clients appropriately. You can log in at functionfox.com. Our organization code is 76653. To accurately track time in FunctionFox, please take these steps:

  • When you work on a project for a client, you create a new time entry or track it against the assigned hours for that project. You can see your assigned items by going to the To Do page under the TimeSheet tab.
  • For each entry, select the client and project name that fits the task you are working on and then pick the task that is most relevant, if there is one.
  • Write a brief description of the work in the notes section so that when billing happens, it’s easier to see what needs to be billed where.
  • Record your time by fractions of an hour, so if you worked for 15 minutes on a project, enter .25 in FunctionFox.
  • If you are tracking to an assigned to-do or action, close it when complete so it no longer appears in the Availability view.
  • This needs to be done daily by the end of day.

Review their Help Center for video overviews. You can also book a FREE training session, encouraged for all new employees to arrange at the start, and any time you need a refresher.

Glantz expects that you’ll log an 8 hour day, with 6-7 hours of client billable work, however, each department has a utilization goal your supervisor will share with you. When recording your time, please note:

  • Any non-billable Glantz administrative time goes under Miscellaneous Non-Billable (with notes), or we have projects under Standups/Resourcing, Marketing, Professional Development, and others that may be specific to an internal project.
  • PTO time should be billed under your PTO project (Glantz Design > 2023 PTO > “Your Name” PTO) where you will log 8 hours for each full day you are out sick or on vacation.
  • For partial sick or vacation days, you will log any client billable time or Glantz administration time accordingly, and log the remainder of your 8 hours as sick or vacation.


We use Trello for a bird’s eye view of projects. This includes a Web Project view of what phase each web project is in, as well as an Individual Project list so anyone on the team can see who is on what project at a glance.


You can access email at the web address: mail.google.com and log in with your email and password. We require that all email uses 2-factor authorization. Or, if you would like, we can configure your work computer and smartphone to get mail through programs like Apple Mail or the Gmail app. While we promote work-life balance, communication happens at random times and we strongly encourage you to have email access via your smartphone as well.

Beware of Phishing scams, especially when you start employment. Never trust an email or text from Keith asking you to send money or click a link. If you are not sure, ask him by Slack or in person. Never respond to a questionable email to check as that gives the phisher information.

Your work computer should not be used for personal email accounts.

If you want to make an out-of-office reply only create it through mail.google.com. Do not ever set up out-of-office reply through other platforms like Apple Mail as there are many issues that happen. Go to Gmail>Settings to set this up.


We have a shared calendar so everyone can keep track of when we have meetings, when people are going to be out of town, and other important scheduling information. This calendar is connected to your Glantz email and can be accessed from the Google webmail platform or at calendar.google.com.


You are expected to have access to the tools you need to complete your job in the same fashion as you would in an office. This includes excellent WiFi for uploading large files and being on video calls.

Most of our calls are via Zoom, Google Meet, or Slack Huddles. We expect cameras to be on for video calls. If you are not able to share your camera view, let the most senior person on the call know ahead of time.


Server Usage icon

Server Usage

We take our servers quite seriously. Please take special note of how we save to the server.

Server Usage

Our server has some specific rules for how to save files, access files, and not delete files. This is important stuff.


On Day 1, you’ll be granted access to our server via Dropbox. This is our single source of truth!

By granting you access, we are trusting you with our most valuable assets—our work. Please do not delete things from the server until you have a full understanding of how it works.

Saving Files

Always save your work to Dropbox at the end of the day. For designers, files may be too large to work off the server, so must be worked on your desktop then uploaded. Use the following naming convention: client-project-name-v#. Always identify the version of the document for easy reference. Instead of deleting files, save an archive backup folder where possible.


We use Dropbox via web browser to manage and access file. We can send clients direct links to large files when needed. Keith will get you set up with a user name. You will access two main folders: Clients and Glantz.

Version Control

At Glantz, we often go through many versions of a design before submitting it to a client, and even more versions once we receive edits from a client. It’s important that we keep all of these versions organized on the server so that we can go back to them if necessary. 

When you are done making changes and updates to a file, you should save it with an updated version number. For example, if you’re working on a file called Glantz_is_Great_v1.pdf and you make updates to this file, you should save it as a new file called Glantz_is_Great_v2.pdf in the same folder on the server as version 1. The version number will keep increasing with every new update. Try to avoid using names like Glantz_is_Great_FINALVERSION because more often than not, it’s not the final version.

Saving Files

Files should be saved in their preferred Glantz format, as follows:

  • Website Mock-ups = Figma Prototype (Invision phasing out as tool in 2023) 
  • Print items = PDF for review
  • Digital ads = Provided at size as JPEGs
  • And always save native files on the server in their corresponding version (AI, PSDs, indd, etc).

Callout Folder Icon
When starting a new project on the server, go to the “clients” folder, copy the folder “_Job Template” at the top of the list and paste it into the proper client folder. Inside is a READ ME file with instructions on organizing files in this structure, naming convention, and archiving old files.


Our server is set up with folders that organize files into categories. Most of our files are under the client folder which is broken up with one folder per client. Within each client folder are folders for the projects we have worked on and then within those folders are specific files, versions, etc.

Communication icon


When in doubt, over-communicate. You’ll quickly learn how to reach out internally and externally.


Glantzers are in constant communication, so make sure you know the best channel for what you want to communicate.

Don’t ever be afraid to ask a question. But if you do have a question about what method of communication to use—refer to this handy-dandy chart that teaches you when to email, when to Slack, when to message on Basecamp. And when all else fails, Slack, or pick up the phone.

With so many methods of possible communication—email, Basecamp, Slack, text—it can be confusing and frustrating.

In simple terms: Dropbox should be the single source of truth for design work and documents.


Basecamp is how we move from work on the server through revisions amongst a discussion thread. Once the project is finished, the Basecamp files will be archived.


Email is the secondary method for client communication and any intra-office communication for files that don’t go through Basecamp threads.


We use Slack as our team IM software. Slack should be used for quick questions, not for documents or discussions requiring a long-term reference. If you have a question on what medium is the best to use in various scenarios, see the end of this manual on communications. 

We have channels for client projects in Slack. Ask an account manager on any project to add you. If you are on a break, in a meeting, heads down focused, or on PTO be sure to update your Status for visibility. Please respond in a timely manner on Slack when you are online to keep our team up and running.

Since Slack is essentially text messaging, please try not to share large files via Slack—it eats up our storage way too fast. Instead, Slack the link to the place on basecamp or the file path to the server location. Search in Slack stinks, so try not to Slack anything that will need to be referred to in the future.

Annual Review icon

Annual Review

How are you doing? How are we doing? Let’s take stock.

Annual Reviews


We’re all about growth—not just on the company level, but on the individual level too. That’s why we have monthly 1-1s, conduct a partial performance review mid-year in June and full review in December.

We use the tool Progression to level-set skills for each team and role. You will have the opportunity to perform a check-in on your three focus skills (assigned in your mid and annual review), give and receive wins, give and request feedback, and see your growth with data visualization.

During our more formal review, we look inwards and evaluate ourselves with simple questions:

  • What is working?
  • What isn’t working?
  • What was your best work of the year?
  • What are your goals for the upcoming year?

Keep track of your goals in a monthly one-on-one meeting with your supervisor, we will review your take on things as well as ours.


Each year the agency sets tangible and intangible goals that are shared with everyone at “the state of Glantz” meeting. It’s our hope that every employee will contribute to these goals throughout the year and that when we achieve them, we will all reap the benefits.

Glantz is committed to hands-on training throughout the year, as well as paying for specific training that we mutually agree would benefit your career and our agency. Be sure to bring these opportunities up in your annual performance review.
Policies icon


As a growing small business, we are always adding to our official office policies. Here is some of our "fine print."



Creating a safe work environment is important to us at Glantz and something that everyone here, regardless of your membership in any legally protected class, can expect from us as your employer.

At Glantz, we have a zero-tolerance policy for discrimination, bullying, and harassment. Anyone found to have engaged in this type of behavior will be subject to discipline, including immediate termination. We expect you to be aware of each other’s unique backgrounds, value them as important to our collective, and generally exhibit care and respect in the workplace.

Anyone who feels that they have been subjected to, or witnessed, sexual or other forms of harassment or discrimination, should immediately report to Keith, Jen, or Perspectives HR (800.456.6327), so that the situation can be reviewed and dealt with in accordance with our policy and the law. You will be protected from any form of retaliation by coming forward in good faith.

On an annual basis, the entire team must complete Harassment Training prevention through Easy Llama to be compliant with state regulations. New hires will go through the training during their onboarding process, and everyone will re-train when their certification ends.


Our hardware and software are yours to use, but not abuse. Glantz reserves the right to view all use of computers including browsing history, so please avoid attending to private matters on company computers. Please do not use Glantz time or materials for personal use without prior permission. And please do not download suspicious files from the internet onto company computers.

Glantz Computer Policy

Every full-time Glantz employee will receive a Glantz-owned and issued computer. Glantz aims to provide each employee with the power and tools necessary to successfully execute their job. In addition to an easily transportable machine, each employee can request a single monitor.


All software installed on Glantz-owned computers must be authorized by and licensed by Glantz. All licenses need to be tracked and accounted for. No software licenses will be granted for additional “at home” computers.


All Glantz-owned computers must retain a @Glantz.net Apple ID so that it can be wiped or recovered. All Glantz-owned computers must employ 2FA. If a computer is lost or stolen, the employee must notify ELT, change all passwords and file a police report immediately. As stated in the above, all content on Glantz-owned computers is subject to review at any time as is not protected as private information belonging to the employee. While social media channels and the internet are tools used for work, employees are advised not to click into 3rd party links, as they can be dangerous tunnels for viruses and vulnerabilities.


Glantz computers will include Apple Care and all repairs will be handled by Glantz. Should an employee’s machine need repairs, please contact Studio Lead, Jen Lemerand. If gross negligence is found to be the cause of a machine breaking or failure, the employee will be responsible for the repair or replacement of the machine.

Employee-owned computers

In the rare exception that an employee must use their own computer as their main device, a $500/year budget (paid out in monthly installments) will be allocated to the employee to take care of repairs, maintenance, and depreciation of the machine. In this case, a Glantz machine will not be issued to the employee. Prior authorization is required for this arrangement and due to licensing of software, this is discouraged.

Contract Employees

Short term contract employees (project-based) will not be issued Glantz-owned equipment. Longer term contract employees (90+ days) can choose to use their own equipment or borrow a computer from Glantz.


We get it. You’re sitting in front of the magical world that is the Internet and how could you not check reddit for the latest hedgehog meme?! But we also want to make sure that that hedgehog meme isn’t detracting from your ability to keep our clients happy. If you have to, recharge for a few moments—just don’t let it affect your high-quality work!

Beyond work, we want to ensure that you are using social media consistent with being a Glantzer. Please know that the same principles, guidelines, and expectations we have of you in the workplace also apply to your online activities outside of work. Before creating online content, remember that any conduct that adversely impacts your job performance, the job performance, or workplace safety of co-workers or visitors to Glantz or otherwise adversely impacts Glantz or our business interests is grounds for discipline and/or termination.


The use, sale, or possession of controlled substances is highly discouraged. We expect you to come to work physically and psychologically prepared to do great work, as a result, we prohibit working under the influence of alcohol or marijuana, unless sanctioned by management or medically necessary, and strictly prohibit any illegal drugs or controlled substances while at work. While lawfully prescribed medications are permitted, Glantz may ask you to leave the workplace under any circumstances where your condition impacts the safety or health of others in the workplace.


No insider trading. This isn’t Wolf of Wall Street. We’re a wholesome down-to-earth company. We ask that you also respect the confidentiality of clients’ work (as committed in your NDA).

In order to put your Glantz work on a personal portfolio, you need approval in advance to make sure it’s okay. We as a company, do the same, before sharing on Glantz.net.


Glantz is committed to ensuring our workplace is safe and healthy. We ask for your cooperation by working safely, not taking unnecessary risks, and reporting any workplace injuries to Keith within twenty-four (24) hours. 

COVID-19: As our team has gone to a remote model of work, we require employees to be vaccinated for any in-person collaboration. We follow the most up-to-date CDC Guidelines per county to understand if masks are needed for in-person meetings.


We recognize the increase in violence and bullying in our world and it is our intention to ensure that it does not impact our workplace. Accordingly, any words or actions suggestive of or threatening violence of any kind towards any person have no place at Glantz, or while you are representing our brand. This includes direct communication as well as indirect communication via social media or gossip. 

We consider it our job to protect you against such threats so that you can work in peace and with peace of mind. Therefore, if you have any concerns relating to workplace safety, whether yours or that of a team member, please let Keith, Jen or Perspectives HR know as soon as possible. Your good faith reports in this regard will be protected from retaliation and are greatly appreciated.


Glantz wants to offer every person an equal opportunity for a career. If you have a disability and elect to tell the executive leadership team, we will work with you to make any appropriate accommodations necessary. 

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn’s Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression


We know that even the very best things must sometimes come to an end. If it is time for us to part ways, please know that we wish you continued success in your career and in life. We hope you wish the same for us. Please remember the commitment made via your NDA and this handbook. We’ll ask you to share with us, via an Exit Interview, your insights on how we continually grow and get better. If contacted by a third-party at your request, we will provide employment verification that includes your position and responsibilities, but never salary. We will retrieve any company property you’ve been using and ask for future contact information to ensure we are able to contact you, if needed.

Most of all, we will thank you for your hard work and commitment to our clients and all that you accomplished while you Glantzed.

Appendix icon


Here are a few more things you might find helpful.