Welcome
Here's a quick look at your HR overview.
New Dashboard Migration
We are currently moving to our new HR dashboard. Please allow us some time as we update and transfer everything over to the new server. Some features may be temporarily unavailable during this transition. Thank you for your patience.
Agreements
All employment agreements and policies.
Offer of Employment — Tech Support Specialist (Full-Time)
Offer Letter · Uploaded May 6, 2026 · Dated May 1, 2026512 Hosting · Austin, Texas · 512hosting.com · Issued May 1, 2026 by Shira Katz, Human Resources
A summary of the key terms is provided below for quick reference. The PDF above is the official document.
Position. Tech Support Specialist, Full-Time (40 hours per week). Reports To: 512 Hosting Management. Anticipated Start Date: June 16, 2026.
Compensation. Hourly Rate: $31.95 per hour, paid on 512 Hosting's regular payroll cycle. Overtime, where applicable, will be paid in accordance with the Fair Labor Standards Act (FLSA), 29 U.S.C. § 201 et seq., requiring non-exempt employees to receive one and one-half times their regular rate for all hours worked over 40 in a workweek.
Benefits. As a full-time employee, you will be eligible for the following, subject to plan terms:
• Health Insurance — company-sponsored medical coverage.
• Dental & Vision — dental and vision insurance coverage.
• Paid Time Off (PTO) — 80 hours (2 weeks) per year, accrued per 512 Hosting's PTO policy.
• Paid Holidays — per 512 Hosting's annual holiday schedule.
• 401(k) Retirement Plan — eligibility subject to plan terms and any applicable waiting periods.
Offer Revocation. This offer is conditional and may be withdrawn by 512 Hosting at any time prior to your first day, including for: failure to satisfy pre-employment conditions (including I-9 verification), elimination or restructuring of the position, discovery of information that would have affected the hiring decision, or failure to complete required onboarding steps. No employment relationship is created until your first day of work, and this offer does not guarantee employment for any specific duration.
Start Date Modifications. 512 Hosting reserves the right to adjust the anticipated start date of June 16, 2026 for legitimate operational business reasons, with reasonable notice and good-faith effort to agree on a revised date.
Employment Eligibility Verification (Form I-9). Per the Immigration Reform and Control Act of 1986 (IRCA), 8 U.S.C. § 1324a, you must complete Form I-9 and present acceptable documentation establishing identity and employment authorization no later than your first day. Acceptable documents include List A (e.g., U.S. Passport, Permanent Resident Card, EAD) or List B + List C combined (e.g., state ID + Social Security card or birth certificate). 512 Hosting will not request specific documents or discriminate based on document type under 8 U.S.C. § 1324b.
Equal Opportunity. This offer has been extended without regard to race, color, religion, sex, national origin, age, disability, or any other characteristic protected under Title VII (42 U.S.C. § 2000e), the ADA, the ADEA, and Texas Labor Code Chapter 21.
Acceptance Window. The signed offer letter must be returned within 14 calendar days of May 1, 2026. If a signed copy is not received within 14 days, the offer will be considered withdrawn.
Do you agree with the terms outlined in this offer letter?
At-Will Employment Agreement
Employment · Effective 2026-01-011. At-Will Employment. Your employment is on an "at-will" basis. Either party may terminate at any time, with or without cause or notice.
2. No Guaranteed Term. Nothing herein guarantees employment for any definite term.
3. Modification. The Company may modify compensation, duties, title, and reporting at any time.
4. Entire Agreement. Supersedes all prior representations regarding employment.
Confidentiality & Non-Disclosure Agreement
Compliance · Effective 2026-01-011. Confidential Information. Includes client data, server configs, internal tools, business strategies, and financial records.
2. Obligation. Shall not disclose without written consent. Survives termination.
3. Return of Materials. All materials returned upon termination.
4. Remedies. Breach may cause irreparable harm; all remedies available.
5. Duration. Survives two (2) years after termination.
Acceptable Use Policy (AUP)
Technology · Effective 2026-01-011. Authorized Use. Business purposes. Limited personal use okay if it doesn't interfere.
2. Prohibited. No illegal use, unauthorized software, bypassing security, or personal commercial use.
3. Monitoring. Company may monitor all activity. No expectation of privacy.
4. Security. Strong passwords, MFA, immediate incident reporting.
5. Violations. Disciplinary action, termination, or legal action.
Employee Code of Conduct
Conduct · Effective 2026-01-011. Professionalism. Professional conduct at all times.
2. Respect. Zero tolerance for harassment, discrimination, or retaliation.
3. Integrity. Fraud, theft, or dishonesty = immediate termination.
4. Conflicts of Interest. Disclose potential conflicts immediately.
5. Compliance. Follow all laws, regulations, and policies.
Benefits Enrollment Agreement
Benefits · Effective 2026-01-011. Eligibility. Full-time employees eligible starting on their start date.
2. Benefits. Health, dental, vision, PTO, retirement, and additional perks.
3. Enrollment. Must complete during the designated period.
4. Changes. Only during open enrollment or qualifying life events.
5. Discretion. Company may modify benefits with reasonable notice.
Data Protection & Privacy Policy
Compliance · Effective 2026-01-011. Data Handling. Handle all data per privacy laws.
2. Access Controls. Only access data needed for your role.
3. Storage. Authorized systems with encryption only.
4. Breach Notification. Report breaches immediately.
5. Disposal. Secure disposal per retention policies.
Remote Work & Telecommuting Policy
Employment · Effective 2026-01-011. Eligibility. At management's discretion, subject to change.
2. Workspace. Safe, productive workspace. Company not responsible for home office costs.
3. Availability. Available during scheduled hours via approved channels.
4. Security. VPN, secure network, follow all data policies.
5. Equipment. Company equipment returned upon request or termination.
6. Revocation. May be revoked at any time.
Datacenter Access & Security Agreement
Operations · Effective 2026-03-151. Access Authorization. Access to 512 Hosting datacenter facilities (AUS-1, AUS-11, and future locations) is granted solely for authorized business operations. All visits must be logged and approved in advance.
2. Security Protocols. Employee must comply with all physical security measures including badge access, biometric verification, visitor escort policies, and camera surveillance areas.
3. Equipment Handling. No unauthorized removal, installation, or modification of any datacenter equipment. All hardware changes must be documented and approved by management.
4. Environmental Controls. Do not tamper with HVAC, fire suppression, or power distribution systems. Report any environmental anomalies immediately.
5. Incident Reporting. Any security breach, unauthorized access attempt, or equipment failure must be reported to management within one (1) hour of discovery.
6. Liability. Employee is personally liable for damages caused by negligence or violation of this agreement. 512 Hosting reserves the right to revoke access at any time.
Updated NDA — Datacenter Operations Addendum
Compliance · Effective 2026-03-151. Scope Extension. This addendum extends the existing Confidentiality & Non-Disclosure Agreement to cover all datacenter-specific operations, infrastructure details, and client hosting configurations.
2. Facility Information. All datacenter locations, floor plans, power capacity, network topology, and security systems are classified as Confidential Information under the original NDA.
3. Client Data. Any client data, server configurations, IP allocations, or hosting arrangements observed during datacenter operations must not be disclosed to any third party.
4. Vendor & Partner Information. Details of hardware vendors, ISP arrangements, and service contracts are strictly confidential.
5. Enhanced Duration. Obligations under this addendum survive three (3) years after termination, superseding the two-year term in the original NDA for datacenter-related information.
Lyft Business Account Agreement
Benefits · Effective 2026-03-151. Account Provision. 512 Hosting will provide a Lyft Business account for authorized business-related transportation with a monthly allowance of $450.00.
2. Authorized Use. The Lyft Business account is strictly for work-related travel including commutes to datacenter facilities, client meetings, and company events. Personal use is prohibited.
3. Monthly Limit. Monthly spending is capped at $450.00. Any charges exceeding this limit will be the employee's personal responsibility unless pre-approved by management in writing.
4. Expense Reporting. All rides are automatically logged. Employee must verify and categorize trips weekly through the company expense system.
5. Abuse & Misuse. Any misuse of the Lyft Business account, including personal rides or allowing unauthorized users, will result in immediate account revocation and may lead to disciplinary action up to and including termination.
6. Account Termination. The Lyft Business account will be deactivated upon separation from the company or at management's discretion.
Time Off
Request PTO and view your history.
New Request
Submit a time off request for manager approval.
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My Info
Your employee details and onboarding status.
Onboarding · Not Yet Active
Company
Announcements, directory, and resources.
Will Swan
CEO, 512 Hosting
Welcome to 512 Hosting. I want to personally welcome every new team member who joins us. This company was built on doing things the right way, and I take pride in being hands-on with every part of this business.
If you ever have any questions, concerns, or just need to talk — my door is always open. I believe in direct communication and I'm here for my team. Don't hesitate to reach out to me directly.
That said, please keep in mind that all formal employment matters, disputes, policy changes, and any legal-related concerns must go through the proper channels and be reviewed by our legal team before any action is taken. This is to protect both you and the company.
I'm glad you're here. Let's build something great together.
New Datacenter Expansion — Will Swan
Big news team — we are officially moving into a brand new datacenter right here in Austin, Texas. We're bringing in 15 new servers to add to our growing infrastructure. With over 5 datacenters already in Austin, this expansion is another big step for 512 Hosting and I couldn't be more excited about where we're headed. More details coming soon.
CEO AnnouncementWelcome New Team Members
We're excited to welcome new employees joining 512 Hosting this month.
AnnouncementQ1 All-Hands Meeting
Quarterly all-hands is March 15 at 2:00 PM CST. All employees expected to attend.
ImportantInfrastructure Upgrade Complete
Data center migration done. All systems at full capacity with improved performance.
UpdateUpdated PTO Policy
PTO now accrues at 6.67 hrs/month (80 hrs/year). Up to 40 hrs carry over.
PolicyWill Swan
CEO & Founder
Keyon Ward
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