Let’s get rolling.
You’ve made it to this page because you’ve earned the trust of our team, passed the requisite hiring triathlon and, above all, made a decision to be an ambassador for Oggo and the City of Cincinnati. We hope this is the beginning of a bountiful relationship for all of us.
Now that you’re here, there is something we need to set straight: Oggo is an experience and you are at the center of it. Every ride is a chance to make someone a believer; a believer in the community, a believer in fun, a believer in Oggo and, most importantly, a believer in you.
Let’s bring free rides to the people, support the brands that support us and have a f**k ton of fun.
Former UC Quarterback, Meat-head & Serial Entrepreneur
Designer, Creative, Brand Builder & Operator
700 Pete Rose Way, Suite 127
Cincinnati, OH 45203
We fundamentally believe everyone has the right to move freely.
We believe in win-win economies, where our organization can make an impact in the everyday lives of the community, that the ability for residents and visitors to easily navigate the city stimulates development and fosters positive growth. We honor the mutually beneficial connection between our sponsors and guests.
We are excited for the future of our urban environments and believe in taking action to improve the quality of life within. We believe in building a healthy company, that puts it’s employees first.
We believe in good times and working hard. Let’s roll.
We give without expectation.
For others and ourselves.
Above all else on the street & in the app.
You have a unique perspective to share.
In our community.
We never settle and strive to improve.
People, neighborhoods, brands, experiences.
HOW WE ROLL - BASIC RULES OF THE ROAD
Loading and unloading passengers is permitted exclusively when the vehicle is stopped at curbside locations; loading/unloading while double parked is prohibited.
Loading and unloading passengers is permitted from the curbside of the vehicle only.
Stopping, loading, or unloading passengers is prohibited within the streetcar obstruction zone as defined in Section 501-1-SB of the Cincinnati Municipal Code.
Stopping, loading, or unloading passengers is prohibited within intersections or crosswalks.
No person shall have in the person’s possession an opened container of beer or intoxicating liquor.
Low speed vehicles may drive at a maximum speed of 25 mph and may not be modified to drive faster.
Low speed vehicles are subject to Ohio’s mandatory seat belt requirements.
Maximum capacity of 6 people, including the driver.
Passengers must be 18 years or older unless with a parent or guardian.
No sidecars, trailers, or non-motorized equipment are permitted for use on vehicle.
Absolutely no texting or phone calls while driving
Absolutely NO SMOKING in the vehicle.
Turn on car and check for full power on battery.
Turn on wi-fi hotspot if applicable.
Remove main power cord, auxiliary power cord and tablet power cord (if applicable).
Inspect exterior for damage and interior for cleanliness. Notify supervisor and take photos of any negative findings.
Turn on tablet.
Visually inspect tire pressure, ensure lights and signals work.
Make sure mobile phone is charged and bring along phone charger to keep battery full.
Place personal items, cash and unneeded credit cards in secure area.
Check that you are carrying your drivers license and proof of insurance.
Log-into Oggo Driver App, ensure you driver profile is up to date and turn on your availability.
You are ready to roll.
Roll out of garage and ensure the building is secure behind you.
Adjust mirrors if needed.
Head toward the central business district and await your first ride request.
Save power by keeping your foot off of the pedal. Momentum will carry the car. Don’t rush to red lights
GIVE PLENTY OF SPACE, the Gem6 does not have stop on the dime breaking, keep safe distance in front of you, watch for pedestrians and apply slow down entering intersections.
Oggo is a service, treat each guest better than your grandmother. Open doors, carry luggage and always go above and beyond.
Avoid stopping in all areas highlighted in LSV policy.
Watch traffic carefully as guests enter and exit.
Ensure each rider wears their safety belt.
Drive safely and cautiously. Stay calm.
If an incident or violation occurs, report it to your manager immediately. See in-car protocol guide.
Do not stop for longer than 15 minute intervals when on duty. When stopped ensure car is powered down to conserve battery life.
Do not aggressively ask for or require the rider to tip. Be courteous and offer a nice ride, a majority of riders will reward you. The app is built to make this process easy on the rider.
Be careful handling cash and cautious of the visibility of showing tips. At the end of the night you may consider rolling up windows and locking doors while in a busy well lit area before returning to the garage.
If you are in an accident or someone is injured while riding. Ensure your passengers, others involved and you are unharmed. Call 9-1-1 for any serious injury or emergency.
Call your manager, and stay put until directed by police or your supervisor. Ensure you and your passengers are out of harms way.
Document the seen with photos and information on all that are involved. Obtain pictures of insurance and identification documents (driver’s license).
Supervisor will help you through process. You will be required to take a drug screen immediately following resolution of incident.
You are in charge of your vehicle and your personal safety. You are free to refuse service at any time if you feel the rider is jeopardizing your safety, damaging the vehicle or being disrespectful.
Oggo is a fully inclusive service and safe space. UNDER NO CIRCUMSTANCES are you to refuse service or disrespect passengers on the basis of race, gender, disability or socioeconomic status.
If a rider is intoxicated or acting eratically it is within your right to refuse service. If a rider becomes sick in your vehicle document their information and the damage caused.
If a rider is beligerent, challenges your safety or causes damage to the vehicle alert your supervisor and/or call the police to help with the situation.
Turn off app availability and roll into garage and ensure the building is secure behind you.
Inspect exterior for damage and interior for cleanliness. Notify supervisor and take photos of any abnormal findings.
Gently wipe down interior and exterior remove all garbage and debris. Leave car as clean as possible inside and out.
Plug car in. Ensure excess cord is not coiled while charging.
Leave keys in car cup holder or ignition.
Report cash tips to supervisor for tracking.
Remove personal items.
Secure all doors and set alarm as you exit the building.
Keep app toggled in the ON position at all times during shift.
Be sure to turn off and log-in/out before and after every shift.
Download the rider app to double check yourself.
Log-in/out frequently to reset.
We all share the responsibility of maintaining a positive and energetic work environment that is built on mutual respect and hard work. From the highest decision maker to the newest employee, we strive to passionately create an inviting environment to build relationships and work experience in the transportation and hospitality field.
Oggo maintains employment classification to determine your employment status. Full-time: working at least 30 hours per week Variable Hour: expected to work less than 30 hours per week
All applicants for employment are advised that the company hires only individuals who are United States citizens and/or aliens with authorization to work in the United States. On your first day of employment, you will be required to present documentation establishing your identity and authorization to work in the United States as well as complete and sign an Employment Eligibility Verification Form (I-9) attesting to the authenticity of the documents presented.
After accepting your position, you have agreed to the opportunity to work for Oggo. You are an “at-will” employee at Oggo. This mean you are not contracted to work with Oggo and may freely leave at any time. Out of respect for our managers, we do ask that you provide two weeks’ notice before you take leave. Oggo, as the employer, has the right to terminate your employment at any time, with or without cause or notice. Oggo is an equal opportunity employer and does not tolerate unlawful discrimination in hiring or in operational activities. If you feel you have been discriminated against, please inform a manager immediately. We hold the same standards for harassment; we do not tolerate it. If you witness or are a victim of harassment in or outside of our facilities, inform a manager immediately, or contact the Human Resources department for assistance.
90-Day Evaluation Period
Oggo will endeavor to provide you with a performance evaluation following the first 90 days of your employment. Both attendance and performance will be important factors in the evaluation.
As an employee of Oggo, you should maintain a professional image at all times. You may learn sensitive and/or confidential business information during your employment with Oggo. During and after your employment with Oggo, such information may not be shared with non-employees of Oggo and may only be shared with other Oggo employees on a need-to-know basis. Sharing sensitive or confidential information inappropriately can be deemed a terminable offense.
It is not permitted to discuss your salary with non-employees at any time. If you are going to discuss with a member of our team, you must do so outside of work. We do not want a guest to be within earshot of you at any time.
DRUG & ALCOHOL FREE WORKPLACe
We are required by law to provide a safe and healthy work environment. Oggo strictly prohibits the unlawful manufacture, distribution, dispensing, use, possession, sale, or attempted sale of alcohol, drugs, or controlled substances in the workplace. Alcohol and/or drugs cannot be consumed on company property. Additionally, the use of alcohol and/or drugs during work hours, or reporting to work under the influence of the aforementioned, is strictly prohibited.
Harassment, Including Sex Harassment
Oggo believes that employees should be able to work in an environment free from all forms of discrimination, including but not limited to harassment on the basis of race, color, religion, age, national origin, disability, gender, sexual orientation, or marital status.
Harassment and/or Sex Harassment in any form – verbal, physical, or visual – is strictly against company policy and may result in disciplinary action, up to and including termination of employment. Sex harassment may be classified as slurs, threats, derogatory comments, unwelcome jokes, exposure to sexually-oriented literature or pictures, leers, teasing, sexual advances, and other offensive verbal or physical conduct.
If you believe you have been subjected to or have witnessed harassment, including sex harassment, in the workplace, bring it to the attention of the manager for investigation. If you do not feel comfortable reporting it to the manager, you should report it to one of the owners. Oggo will respond promptly and effectively to every report of workplace harassment. No employee of Oggo will be subjected to retaliation for making a good faith report of workplace harassment or participating truthfully in an investigation of workplace harassment.
Oggo will respond promptly and effectively to every report of workplace harassment. Employees who violate the company’s Harassment Policy will be subject to disciplinary action up to and including termination of employment.
Oggo requires all employees to treat one another with professional courtesy and respect at all times and to conduct themselves professionally while representing the company outside of the establishment. Employees should avoid any outside activities that substantially interfere with work performance or cause conflict with a guest, vendor, or coworker.
Oggo discourages romantic fraternization between staff, and the company prohibits romantic fraternization between supervisors/managers and subordinates. Romance is considered to be the employee’s personal matter and as such should not be conducted on company premises or while representing the company outside of the establishment. If a personal relationship creates conflicts of interest, causes dissension, interrupts the flow of work, or creates a negative work environment, one or both parties will be asked to resign from the company.
As an employee of Oggo, you represent our company and its standards both on and off the clock. Knowing this, Oggo has the right to use any inappropriate or dishonest posting/publishing related to the company as a basis for disciplinary action.
Employees receive their paychecks on a weekly basis through direct deposit. Each pay period runs from Sunday through Saturday, and paychecks are issued the following Friday via CraftForce. Paystubs are available electronically. If employees don’t have access to a traditional bank account, free pay cards are available from CraftForce.
Below is a list of rules related to employee conduct. It is not a complete list, nor is it intended to limit the reasons for which an employee may be disciplined. Oggo has the right to expand, modify, or amend this list at its sole discretion.
Employees are required by law to report all tips
All employees must have manager approval
before leaving the garage
Prioritizing friends or selectively choosing riders is not allowed signed as Oggo Driver
Oggo has a Zero Smoking tolerance
Cell phones should not be used for personal matters while clocked in during your shift
AFFORDABLE CARE ACT - Oggo Policy
Oggo will extend medical benefits to full time eligible employees in accordance with the Affordable Care Act (ACA). Upon hiring, employees are classified as into their ACA Status group as detailed below:
Full Time Employees- employees who maintain 30 or more hours per week, on average, across 60 days
Variable Hour Employees- employees who are hired to work less than 30 hours per week, or whose hours cannot be accurately estimated due to level of business, etc.
All full-time employees will be eligible for health insurance via CraftForce on the 1st day of the month, following 60 days of maintaining at least 30 hours/week driving for Oggo. Full-time employees will be given an insurance packet to complete in order to elect or waive medical coverage. If no packet is turned into CraftForce by the required date, the employee will be required to waive medical and optional coverage until Open Enrollment for the group in November.
CraftForce provides company-paid life and long term disability to all full-time employees, who maintain working 30 hours/week on average.
All Variable Hour employees will undergo a twelve month measurement period to review their hours worked over that period of time. If they average 30 or more hours per week over the measurement period, they are eligible for medical insurance coverage through Craftforce. The employee will receive a notification of eligibility from their manager along with the insurance packet to complete. The employee has until the end of the month to elect coverage. Coverage will backdate to the beginning of the month of eligibility. If no packet is turned into HR before this deadline, the employee will be required to waive coverage. If the employee is still a Full Time Eligible Employee at the time of Open Enrollment in November, they may choose to elect coverage at that time.
If a Variable Hour Employee chooses to waive their right to medical insurance when they become eligible for it, they may re-apply for coverage before open enrollment as a result of a Qualifying Event. Qualifying Events include:
Involuntary Loss of other Coverage
Example – aging out of a parent’s plan
COBRA Coverage Expiration
In order to apply for coverage after a Qualifying Event, the employee must:
Be eligible for coverage per the current measurement period
Submit proof of the Qualifying Event
Submit election paperwork to management for processing within 30 days of the Qualifying Event
Effective Date for Coverage will be the date of the Qualifying Event.
DRUG TESTING POLICY
Oggo believes that hiring qualified individuals to fill positions contributes to the overall strategic success of Oggo. Drug testing serves as an important part of the selection process at Oggo. The results of these tests serves as a means of promoting a safe work environment for you and all Oggo employees. Drug testing also helps Oggo determine the applicant’s overall employability, ensuring the ethical and safety standards set forth by Oggo.
At Oggo, drug testing will be conducted on all job applicants. Oggo will utilize CraftForce to conduct drug testing. Drug testing will be done before an offer of employment is extended and at random throughout the duration of the applicant’s employment with Oggo.
Oggo will ensure that drug testing is held in compliance with all federal and state statutes. Oggo has opted to follow the precedent the federal government set in The Drug-Free Workplace Act of 1988. Failure to pass a drug test will result in non-hiring of the applicant. The failure of a random drug-testing once employed by Oggo will first result in suspension without pay pending successful completion of a course, counseling, or treatment program and passing a “return to duty” drug test. Subsequent failing of random drug testing will result in immediate termination of employment with Oggo.
Be aware that possession of illegal substances while on the work-site is a criminal offense, and authorities will be called immediately. Possession of illegal drugs in the workplace is a zero-tolerance offense, and disciplinary action up to/ including termination will be taken. Also keep in mind that state unemployment laws might deny you benefits if terminated as the result of failed drug testing, and COBRA health insurance benefits may be denied as well.
Oggo will endeavor to keep all information obtained from the reference and background check process confidential. The information so obtained will only be used as part of the employment process. The Personnel Department will maintain a log that will include the position you are applying for, your name, and the date of the background check. Be assured that only appropriate personnel at Oggo will have authorized access to this information.
paid time off
Oggo offers salaried employees a paid time off plan. This is a flexible arrangement that gives the employee a set amount of days off annually to be used at the employee’s discretion. These days can be used for personal days, vacations, or for whatever reason the employee may need time off. The amount of PTO days offered accumulates through years of service within the organization. All PTO requests are subject to approval by the employee’s direct supervisor.
PTO Requests may only be submitted through a PTO Request Form turned into the Financial Department. If a request must be submitted after the time has already been taken, the supervisor must also submit the reason as to why the request was not submitted prior to the days off.
Whenever possible, all time off should be scheduled at least 30 days in advance of the desired date(s) prior to the first requested day off. Ideally, PTO days should be scheduled in the months of January through October and not during the holiday season. This is to ensure that a sufficient number of employees are available to staff our restaurants during our busiest times. The terms and policies below apply to all BRG employees, at all levels, unless otherwise stated in a written contract or offer letter.
Usage of Paid Time Off
Employees are not eligible to use PTO within the first 90 days of employment without prior approval from your supervisor.
Per Calendar Year:
Year 1: 7 working days
Year 2-4: 10 working days
Over 4 years: 15 working days
Employees may not use their PTO prior to accruing the hours without the approval of their department head. If an employee has a negative amount of PTO in their PTO bank and employment is terminated, their final paycheck will be adjusted for the negative amount. Employees may not use more than ten (10) consecutive PTO days unless approved by their direct supervisor. All PTOs must be used before requesting emergency unpaid leave.
Corporate Company Days Off
Corporate company and store days off are not counted towards PTO use. Please see the corporate and store’s indivdual schedule for company days off. Additional days off may be requested, but will only be granted based on the needs of the department and/or restaurant.
Salaried employees are provided with paid time off for making arrangements, settling family affairs, bereavement, and/or attending the funeral or memorial service of a family member, including same sex domestic partners. Three paid days will be granted to the employee upon approval of the supervisor. Bereavement time will not count towards PTO usage.
Reset and Carryover of Unused Paid Time Off
PTO will reset on the employee’s date of hire. Employees will not be allowed to carry over any unused PTO days.
Upon an employee’s resignation from the company, employees leaving in good standing will be paid out half of any unused PTO at a prorated value. This will be applied to the employee’s final paycheck.
Salaried employees with Oggo are entitled to six weeks off for Maternity Leave and two weeks off for Paternity Leave. Employees are entitled to return in full standing at the end of their leave.
FAMILY LEAVE POLICY
For Maternity Leave, Oggo compensates the employee at 40% of her salary for the entire six week period. Each employee will be assisted by the HR Department in filing an application for her Short Term Disability benefit as well, which will compensate her for the remaining 60% of her salary beginning in week two of her leave. If the employee wishes to supplement the first week of her leave with any available PTO Days, she may do so as well. (60% of the work week works out to about 3 PTO Days.) Please see the chart below for reference:
For an employee taking Paternity Leave, Oggo compensates for two weeks at 100% pay. Short Term Disability is not available for Paternity Leave.
All use of Family Leave must be documented on a PTO Request Form and signed by the employee’s supervisor. Paternity Leave will not count against an employee’s PTO available to them, so please be sure to specify on the form if the time off is for Maternity or Paternity Leave.
Any extension to an employee’s leave may be taken through the use of additional PTO Days available to the employee, at their supervisor’s discretion.
PTO Request Forms and Short Term Disability Request Packets are available to the employees via the Google Drive.
At Oggo, through CraftForce, employees will be eligible to participate in a 401k plan, on the 1st day of the month, following 90 days of full-time employment (maintaining 30 work hours/week, on average). CraftForce matches up to 4% of an employee’s contribution. Full-time employees will be given a 401k packet to complete in order to elect plan participation. If no packet is turned into CraftForce by the required date, the employee will be required to waive participation until Open Enrollment for the group in January.
All employees of Oggo are supported by the generous contributions of our sponsors. It is important that we all demonstrate our support of these companies and actively endorse them during rides and while they are a client of Oggo. It is not required to actively “sell” the sponsors, use their products or pretend to endorse them, it simply means you need to display your appreciation for their investment into Oggo and transportation in the city you are working.
GIVEN TO HIRES ELECTING BENEFITS #1
Model General Notice of COBRA Continuation Coverage Rights
(For use by single-employer group health plans)
** Continuation Coverage Rights Under COBRA**
You are receiving this notice because you have recently become covered under a group health plan (the Plan). This notice contains important information about your right to COBRA continuation coverage, which is a temporary extension of coverage under the Plan. This notice generally explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect the right to receive it.
The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you when you would otherwise lose your group health coverage. It can also become available to other members of your family who are covered under the Plan when they would otherwise lose their group health coverage. For additional information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator.
What is COBRA Continuation Coverage?
COBRA continuation coverage is a continuation of Plan coverage when coverage would otherwise end because of a life event known as a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage.
If you are an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because either one of the following qualifying events happens:
Your hours of employment are reduced, or your employment ends for any reason other than your gross misconduct.
If you are the spouse of an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because any of the following qualifying events happens:
Your spouse dies
Your spouse’s hours of employment are reduced
Your spouse’s employment ends for any reason other than his or her gross misconduct
Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or
You become divorced or legally separated from your spouse.
Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens:
The parent-employee dies
The parent-employee’s hours of employment are reduced
The parent-employee’s employment ends for any reason other than his or her gross misconduct
The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both); The parents become divorced or legally separated; or
The child stops being eligible for coverage under the plan as a “dependent child.”
When is COBRA Coverage Available?
The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. When the qualifying event is the end of employment or reduction of hours of employment, death of the employee, or the employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), the employer must notify the Plan Administrator of the qualifying event.
You Must Give Notice of Some Qualifying Events
For the other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 after the qualifying event occurs. You must provide this notice to: Corrinna Kinnard (see information below.)
How is COBRA Coverage Provided?
Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children.
COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death of the employee, the employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), your divorce or legal separation, or a dependent child’s losing eligibility as a dependent child, COBRA continuation coverage lasts for up to a total of 36 months. When the qualifying event is the end of employment or reduction of the employee’s hours of employment, and the employee became entitled to Medicare benefits less than 18 months before the qualifying event, COBRA continuation coverage for qualified beneficiaries other than the employee lasts until 36 months after the date of Medicare entitlement. For example, if a covered employee becomes entitled to Medicare 8 months before the date on which his employment terminates, COBRA continuation coverage for his spouse and children can last up to 36 months after the date of Medicare entitlement, which is equal to 28 months after the date of the qualifying event (36 months minus 8 months). Otherwise, when the qualifying event is the end of employment or reduction of the employee’s hours of employment, COBRA continuation coverage generally lasts for only up to a total of 18 months. There are two ways in which this 18-month period of COBRA continuation coverage can be extended.
Disability extension of 18-month period of continuation coverage
If you or anyone in your family covered under the Plan is determined by the Social Security Administration to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to receive up to an additional 11 months of COBRA continuation coverage, for a total maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage.
Second qualifying event extension of 18-month period of continuation coverage
If your family experiences another qualifying event while receiving 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if notice of the second qualifying event is properly given to the Plan. This extension may be available to the spouse and any dependent children receiving continuation coverage if the employee or former employee dies, becomes entitled to Medicare benefits (under Part A, Part B, or both), or gets divorced or legally separated, or if the dependent child stops being eligible under the Plan as a dependent child, but only if the event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred.
If You Have Questions
Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below. For more information about your rights under ERISA, including COBRA, the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit the EBSA website at www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.)
Keep Your Plan Informed of Address Changes
In order to protect your family’s rights, you should keep the Plan Administrator informed of any changes in the addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan Administrator.