Jeeves Employee Handbook 2013

EMPLOYEE HANDBOOK

2013

JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

Welcome to Jeeves - London’s Finest Dry Cleaners Welcome on board!

At Jeeves of Manila, we have a clear focus on the core business as fine dry cleaners. We, a franchise from London, are in an upmarket cleaning service for customers (celebrities, royalty, politicians, businessmen, philanthropists, discerning and stylish individuals) who have expensive clothes, require an exceptional service to look after them, and are prepared to pay a premium to get the required quality.

Employees are expected to handle customer’s garments like their own. Furthermore, employees are expected to keep their own work area, locker, employee lounge, company vehicles and other company property neat and tidy at all times.

JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

This handbook has been written by Jeeves of Belgravia Manila, Inc. and applies to all employees.

The purpose of the handbook is to help employees know more about the Company’s vision, mission, benefits, rules, policies and procedures relating to their employment with the Company.

This handbook forms part of the Contract of Employment and may be varied at the absolute discretion of the Company.

If there are any differences between this handbook and the terms found in the offer letter or statement of main terms and conditions, the offer letter and statement of terms must have priority in accordance with the laws of the Philippines.

Employees are encouraged to discuss any queries with their Line Manager or the HR Department.

Employees are expected to comply with all of the Company’s policies, procedures and rules in force.

In accepting employment with the Company, the employee is, in effect, accepting the content of this handbook. Failure to comply with the conditions of this handbook may lead to disciplinary action that could result in dismissal.

This handbook is a property of the company. It shall not be disclosed or photocopied to anyone else, except as may be necessary to evaluate its contents for legal purpose.

JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

TABLE OF CONTENTS Our 7 Stage Process............................................................4 Organization Chart................................................................5 I. Company Benefits .............................................................6 II. Working Practices .............................................................6 III. Company Rules .............................................................8 IV. Absence, Sickness and Injury ........................................17 V. Personnel Policy and Procedure/ Employee Services ............................................................21 VI. Disciplinary Procedure ...............................................25 VII. Fair Claims Guide and Trademarks ...........................28

JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

Services Jeeves provide a combination of hand valeting with the most advanced and environmentally friendly techniques in fabric care.

Every piece, even everyday items, go through our seven stage cleaning process starting with an evaluation of the fabric and ending with a final hand inspection.

Our seven stage process 1. Detailing Garments are thoroughly inspected and prepared for cleaning. This including measuring from blocking when required, button or ornamental protection or removal, surface and structural surveying, evaluating for serviceability, and more.

2. Stain removal Performed by professionals using proven traditional and advanced modern techniques and drawing from Jeeves’ 40 years of experience.

3. Cleaning Dry-cleaning, laundering and hand cleaning procedures using the finest technology, extensive classification and only the purest (and where possible, greenest) of solvents. Jeeves of Manila uses GreenEarth for dry cleaning.

4. Hand finishing Pressers of the highest standard individually finish your garment requirements.

5. Minor repairs Jeeves attends to loose hems, open seams, loose buttons, missing buttons, etc.

6. Inspection Every garment is formally inspected in staggering detail to ensure that it is at its very best before being reunited with its owner.

7. Packaging Most garments are individually protected with a quality robe. We makeextensive use of tissue, custom hangers and specially designed bags and boxes in order to ensure your garments’ safe return to your wardrobe.

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JEEVES OF MANILA ORGANIZATION CHART JULY 2013 BOARD OF DIRECTORS GENERAL MANAGER ADMINISTRATION PRODUCTION

SHOPS

Accounting & Audit

Dry Cleaning

Makati

Human Resources

Laundry

Information Technology

Leather Cleaning

Customer Service (CPU)

Security & Maintenance

Carpet Cleaning

Legal

Uniforms Guest Services

(Raffles & Fairmont Hotels)

Pick-up & Deliveries

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Van Sales

JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

I Company Benefits I.1 All benefits by law afforded to all employees with the Company.

I.2 The company provides uniform at no cost to the employee.

Contractors who employ their own personnel for project assignment with Jeeves must provide uniforms to their personnel.

II Working Practices Jeeves clients expect quality from the Company. It is of utmost importance that quality services are provided and in timely fashion.

II.1The basic working week for full time Retail and Central Processing Unit employees is 48 hours. These hours are divided over a seven-day working week for retail staff and over six-day working week for all other staff. The working hours of part time staff are agreed locally with the Line Manager and vary according to the needs of the business and hours of operations.

Due to the nature of business and the needs of clients, some shops may open on Sundays.

Employees who are not Sunday only staff may opt out of working on Sundays. All employees will have received a statement informing them of their statutory rights and the current procedure for opting out. Additional information can be provided from the Line Manager.

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From time to time employees may be asked to work extra hours. Prior notice will be given in order to enable the employees to organise their time.

Where employees are unable to attend work, care must be taken to notify the Line Manager no later than their time of duty. The employee must explain the reason for their absence and also provide an expected date of return.

Persistent lateness without any reasonable explanation is taken seriously and can result in disciplinary action.

In order to address the changing needs of the business, employees may need to change their working patterns.

The Company reserves the right to amend employee working hours to meet these needs of the business. If changes in work patterns are necessary, employees will be given adequate notice to allow for any discussion on the affects of these changes.

II.2 Salaries are payable bi-monthly by direct credit transfer to the designated bank accounts of the employees.

The entitlement of breaks is dependant on the number of factors. Any queries on this matter may be directed to the Line Manager or the People Department.

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III Company Rules Employees should refer to their Contract of Employment for any restrictions that may apply to their particular position.

Any questions regarding Company Rules can be directed at the Line Manager or People Department.

III.3

The Company dress code governs the appearance of all staff.

All employees must present themselves in uniforms provided by the Company in a clean and neat manner.

Hair must be kept neat and tidy at all times and hairstyles and colour should be in keeping with the overall business-like image of the Company. Facial jewellery and / or tattoos must be covered or removed whilst at work.

The Company will endeavour to provide and / or agree acceptable clothing for staff who cannot wear standard garments for reason of size, religion or allergy.

III.4

All Retail Employees, Managers and Supervisors must conform to the proper standards of appearance in keeping with the professional and corporate image of the Company.

Appropriate items of clothing include: Plain or small patterned blouses, or shirts (short or long sleeved) worn with a tie Tailored trousers Knee length skirts / dresses Black shoes Company pin / logo or ID 8

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Home Delivery Representatives: Polo shirts, trousers, black shoes Company pin / logo or ID CPU Employees: Excluding Managers and Supervisors (see dress code above) Plain black or small patterned blouses, shirts, polo or T shirts Trousers or black jeans Knee length skirts / dresses Closed toed shoes or trainers Company pin / logo or ID III.5

Any employee who does not comply with this policy may be liable to disciplinary action, which could lead to dismissal. Where an employee’s appearance is unacceptable the employee may be required to return home to change. The employee will not be paid for the duration of absence from work.

III.6

For the self-protection of employees, serving relatives or friends over the counter is not allowed. This will help to avoid any embarrassment or any suspicion of dishonesty.

III.7

From time to time the Company may search employee lockers, vehicles and or personal belongings whilst on the Company premises. These checks will only be conducted by management and will be properly organised in line with employee legal rights.

It is advised not to bring valuables to work, as it is not possible to guarantee their security. Should employees 9

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bring any valuable items to work, including parking cars on Company premises, the Company will not be responsible for any loss.

Refusal to co-operate with this procedure may result in disciplinary action.

III.8

Stealing, or attempting to steal, services or property which has not been paid for or does not belong to the employee is a very serious offence. This will result in disciplinary action which lead to dismissal and criminal prosecution.

III.9

In line with the Health and Safety at Work legislation, smoking is not permitted on any Company premises.

Contravention of this policy may lead to disciplinary action and result in dismissal. Smoking may be allowed on areas designated by the Line Manager and/or People Department.

III.10 The introduction and use of alcohol and illegal drugs on Company premises is forbidden. Any employee believed to be under the influence of alcohol and or illegal drugs may be refused entry to or be evicted from the premises.

III.11 Mobile phones, MP3 players, Ipods, CD players or Radios, laptops, newspapers, comics, etc, must not be carried or used in the store or CPU unless supplied by the Company as doing so presents a health and safety issue.

Disciplinary action may be taken against any employees found using any of the above on the shop or CPU floor.

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III.12 Company telephones, photocopiers, computers and other facilities and services should not be used for private purposes except in an emergency or with prior permission. Employees must not conduct private business of any form on the Company premises.

III.13 The Company recognises many employees try to balance their careers with their home responsibilities.

III.14 Notice by an employee must be sent as a letter addressed to the Company at the principal place of business. Notices by the Company must be sent as a letter addressed to the employee at his/her last known address.

Any notice given through a letter will be treated as being given at the time at which the letter would have been delivered in the ordinary course of second-class post. Any notice delivered by hand will be treated as being given upon delivery.

III.15 Where necessary the Company may install CCTV cameras within its stores and other locations. This information is monitored for the purpose of crime prevention and public safety only.

The employee gives the Company permission to collect and retain these images.

III.16 Deductions from salary will be made for: • Social Security payments • Income Tax • Pension contributions where appropriate 11

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• Items agreed with the Company and authorised by the employee • Items required by or under any statute – including any under attachment of earnings orders At any time during or at the end of one’s employment, the Company can deduct from their salary any overpayments made and or monies that the employee owes to the Company. This includes but is not limited to: any excess holidays taken; overpayment of sick pay; outstanding loans; advances of salary; relocation expenses; and the cost of repairing any damage or loss to company property.

The Company will recover overpayments of salaries and outstanding amounts: • In the next pay slip, or • An agreed number of future packets for large amounts (that is one which is more than 50% of a normal week’s pay) • In the case of termination of employment, from the last week’s pay.

• Underpayments will be rectified in the next scheduled payroll.

III.17 Employees are entitled to paid service incentive leave, medical leave and holiday breaks in accordance with the law.

III.18 The Company licenses the use of personal computer software from a variety of suppliers but does not own the licensed software or its related documentation.

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Unless authorised by the software developer, the Company does not have the right to reproduce it. Any duplication of licensed personal software, except for backup or archival purposes or as permitted in the licence agreement, may be a violation of copyright laws.

Employees are not permitted to introduce any software onto the system without first seeking and obtaining approval from Line Manager. Under no circumstances should any software be introduced onto the system, which has not first been checked for viruses.

III.19 Email is a quick and effective way of communicating with colleagues and customers. It should not be used to send inappropriate messages or comments.

III.20 Games available on the Company’s computers should only be played outside working hours. Games will be removed from individual computers / laptops if this is abused. Failure to comply with the above procedure may lead to disciplinary action.

III.21 Company policy is to comply with all laws regulating computers and data protection. It is important that employees minimise any exposure to risk due to careless practices concerning the use of data or inappropriate, or illegal, use of software.

Employees supplied with computer equipment or point of sale machines are responsible for its safety and maintenance as well as the security of software and data stored on all systems with remote access.

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Personal passwords must be kept confidential at all times.

Employees must not use any computer systems to access information that is not relevant to their jobs.

Employees must comply with all policy documents issued on the use of computers or similar devices.

III.22 Employees are not permitted to disclose any confidential information about the Company during or after their employment with Jeeves of Belgravia. All employees have a personal responsibility to protect and maintain confidentiality of both Company and customers’ information.

Employees must ensure the safe custody and accuracy of documents, records, money and other items that come into their possession or are the property of the Company, a colleague, a customer, or a supplier to the Company. Unless employees are given specific authority they must not make any statement concerning the business of the Company in circumstances in which it is likely to become public.

Employees must strive to avoid any actual or potential conflicts of interest with the Company at all times.

Conflicts of interest may arise when an employee has a direct or indirect interest in a news source, customer, supplier, or other company dealing with the Company’s determination, such interest affects the employee’s actions in making judgments or decisions for the benefit of or on behalf of the Company. In the event that any employee has or should know of any such actual or 14

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potential conflict of interest, they should inform their Line Manager immediately.

This obligation continues after the end of employment unless and until any such information becomes available to the public except by a breach of this provision.

Any disclosure or misuse of information will be regarded a gross misconduct. Employees may be terminated from employment without notice or payment in lieu of notice.

III.23 The Company’s equipment, including that which is located in the homes of any of its employees , should only be used to conduct business on the Company’s behalf.

Employees wishing to remove any materials or products from the Company premises must first obtain permission from their Line Manager, stating the reason for wanting to remove the materials or products and provide the expected date of return. The Line Manager has the right to refuse or grant such an application without giving any reasons.

Failure to return any materials or products may result in disciplinary action. The Company may regard a failure to return company property as theft.

Any unauthorised removal of Company property may be considered a criminal offence, which may lead to prosecution and or dismissal.

Employees are not permitted to adjust, repair, move or 15

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otherwise interfere with Company equipment, plant and machinery, materials, products or other property unless it is part of their normal job function to do so, or unless prior authorisation has been given.

III. 24 To play a part in the Company’s continued success, it is important that all employees know what is happening within the business and how the Company is performing.

All Company premises are equipped with notice boards to provide employees with the following information: • Announce upcoming changes that may affect the employees • Provide relevant guidelines and instructions • Communicate matters of general interest Employees must ensure they view the notice boards on a regular basis to keep up to date with any information being provided. Alleged ignorance will not be accepted as an excuse for non-compliance with instructions contained in a notice.

Memos are produced to provide everyone with information about other businesses and departments as well as giving regular updates on both the Group and the Company’s performance.

All employees are welcome to contribute to the Company by way of making suggestions at any time.

Employees wishing to do so should speak their to their Line Manager who will pass their ideas on to appropriate personnel.

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IV. Absence, Sickness and Injury IV.1

The Company aims to secure the full attendance of all employees throughout the working week. Absence due to sickness may sometimes be necessary, but frequent absence is a problem for the Company and will be reviewed on an ongoing basis.

Frequent tardiness and absences will result in disciplinary action.

IV.2

Employees are required to be available for work during normal working hours. Every effort must be made to attend work.

If employees are unable to attend work the Line Manager must be notified no later than his/her reporting time on the first day of absence. The Line Manager must be given the reason for the absence and the expected date of return to work. Employees must arrange for someone else to notify the Company if they are unable to do so themselves.

Failure to provide prompt notification may affect any claim for payment of Statutory Sick Pay and may result in disciplinary action.

Upon return to work, a self-certification form must be submitted to the Line Manager stating the cause of the sickness absence. These forms are available from the Line Manager.

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Where employees are absent for seven or more days (including weekends), a doctor’s certificate must be submitted. Additional certificates will be required to cover the total period of absence at least once every seven days. Employees are responsible for keeping the Company informed about any progress and likely date of return.

It is possible that in the employees’ absence the Line Manager may have arranged for cover. It is important that employees contact the Line Manager on the day before they intend to return to work in order to avoid any misunderstandings.

Repeated or prolonged absences of any kind may lead to disciplinary action.

Failure to supply a sick note will result in non-payment of sick pay and possible disciplinary action.

IV.3

Employees who wish to leave the premises at any time during a normal working day (this includes leaving and returning in the same day and leaving early) must notify and seek permission from their Line Manager, stating the reason for the absence. The Line Manager has the right to grant or refuse such absences.

Absence from work during the day without notification to the Line Manager is considered to be gross misconduct and may result in dismissal.

Time off for any emergency will be granted at the discretion of the Company and may be without pay.

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IV.4

Employees will be entitled to maternity, paternity, adoption leave and pay in accordance with current statutory provisions.

IV.5

Dental and medical appointments should be made outside working hours. Employees must give as much notice as possible to the Line Manager and in some circumstances provide evidence of the appointment.

IV.6

It is not Company policy to grant extended leave.

Any applications for extended leave must be submitted in writing and the reason for the proposed absence, length of leave period and expected date of return clearly stated.

The Company reserves the right to reject or grant the application or amend the dates of the extended leave.

If the Company grants an extended period of leave, the employee will be expected to sign an agreement that states the due date of return. Failure to return on the due date may result in disciplinary action.

IV.7

Employees are responsible to notify the Company if they carry out public duties or are summoned by the Court. Employees are expected to give as much notice as possible of any proposed time away from the workplace. In instances where employees are not required at Court during any part of their jury service, they must attend work whenever reasonably possible.

The Company will allow unpaid time off for these 19

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duties. Employees are expected to claim any allowances and payments that may be available from the court whilst carrying out these duties. Releasing employees for public duties will also depend on the needs of the Company at the time leave is required.

IV.8

Where employees are absent from work due to an accident occurring in the normal course of their duties the Line Manager will determine whether the Company may continue to pay the employee at the normal rate of pay. It will only be in exceptional circumstances where the employee will continue to be paid if they have been absent for a period of two months or more.

Any decision to continue payment after a period of two months will be made by the Line Manager.

The Line Manager must conduct a Return to Work interview with the employee after each period of sickness absence.

The purpose of the Return to Work interview includes but is not limited to: • Demonstrate that sickness absence matters to the Company • Provide support to the employee, where appropriate • Ensure the employee is fit to return to work • Advise employees on any developments and / or changes having taken place in their absence • Give the employee an opportunity to voice any concerns they may have and / or underlying reasons to their absence

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• Raise awareness of the employee’s sickness absence levels The same stages and rights of appeal apply as per the disciplinary procedure.

IV.9

Company sick pay (CSP) is at the complete discretion of the company.

V. Personnel Policy and Procedure / Employee Services V.1

New employees are required to provide the following items to the People Department: • Name, address and telephone number • Date of birth • Next of kin • Bank account details • Any qualifications held • Any medical problems • Eligibility to work • Employment clearances It is essential that the Company has up-to-date records on all employees. It is the employees’ responsibility to tell the Line Manager and or People Department of any changes to their personal circumstances.

Specific details that must be kept up-to-date are as follows: • Change of marital status • Change of name, address or telephone number • Change of bank / building society account 21

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• Change of next of kin or emergency contact details • Details of parental responsibility • Achievement of academic or professional qualifications and membership of professional associations, institutes, etc.

• Any change to work permits or visa Employees requiring access to their personal file should contact the Line Manager or the People department.

V.2

For the purposes of integrating into the Company as quickly as possible, all new employees are required to undergo a structured induction programme. This induction programme is aimed to help familiarise employees with Company practices and procedures and also provide specific information for their new roles and location of work.

Employees moving into more senior positions will undergo another induction into their new role.

The Line Manager is responsible to ensure the induction is carried out, the checklist completed and placed on file.

V.3

Following the induction and probationary period (as appropriate), the People department will review and identify, in conjunction with the Line Manager, any further ‘on the job’ training that needs to be addressed.

A formal assessment will also be completed to determine the employees’ strengths and weaknesses.

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V.4

Employment is based on the condition that employees undertake training or re-training and attend courses, as required, throughout their career with the Company.

The above is in respect of new or existing equipment, technology or practices and may be carried out on or off site.

New employees will be given the following training: • Company induction • Health and safety • Customer service skills • Specific work related training • Other work related training programmes Employees may be required as part of their normal job functions to be involved in the training or re-training of new or existing employees.

In all cases contractual rates of pay will be maintained, and all necessary out of pocket expenses will be reimbursed on production of receipts.

The Company positively promotes development within the organisation and encourages everyone to progress within the business. Employees wishing to apply for any advertised position should contact their Line Manager.

V.5

Any lost, misplaced or suspicion of personal property having been stolen whilst on Company premises must be reported to the Line Manager immediately. The Company will instigate a search based on the report.

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If any lost property is found the Line Manager must be notified immediately.

V.6

Any expenses incurred on the Company’s behalf may be reclaimed with authorisation from the Line Manager before payment is made. Employees required to travel away from their place of work or to stay overnight on Company business can reclaim expenses with authorisation from the Line Manager. All receipts must be retained and presented along with any expense claims. A copy of the Expense policy can be found in the Personnel Policy Manual. Failure to follow this procedure may result in disciplinary action and possible dismissal.

V.7

Employees responsible for a Company vehicle must immediately report any accidents to the Line Manager.

All accidents will be investigated and may result in disciplinary action being taken.

V.8

Job opportunities are advertised internally (Company notice boards) and concurrently with external advertising.

All new appointments will be subject to satisfactory references being obtained. The Company may terminate the Contract of Employment should the references be considered unsatisfactory.

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VI. Disciplinary Procedure The Disciplinary procedure does not form part of the Contract of Employment, save for those parts required by statute.

VI.1

The Disciplinary Procedure exists to encourage employees to observe and adhere to the standards of conduct and performance established as being necessary for the efficient operation of the Company’s business.

The Disciplinary Procedure provides a fair and consistent method of correcting conduct and maintaining standards.

VI.2

The Disciplinary Procedure applies to all employees (full-time, part-time, temporary and permanent) of Jeeves of Belgravia Manila, Inc.

VI.3

Each Manager has the responsibility for ensuring their employees are aware of what is expected of them in terms of standards, conduct, work performance and understanding the Company’s operating rules and procedures including the Health and Safety Policy and Procedures.

The Company expects good standards of discipline from employees and satisfactory standards of work.

Where an employee’s conduct or performance falls below the required standards, a manager should make informal efforts to provide counseling for the employee, 25

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where appropriate, prior to commencing formal disciplinary action under the Disciplinary Procedure.

The Disciplinary Procedure applies to any misconduct or any failure to meet performance or attendance standards, where counseling does not prove satisfactory or is inappropriate in the circumstances.

The Procedure is such that all the facts relating to a case are established quickly and that all employees who are subject to disciplinary action will be dealt with in a fair and consistent manner.

VI.4

An employee may be suspended on full pay pending a disciplinary investigation.

All disciplinary proceedings, witness statements and records will be kept confidential within the operation of the disciplinary procedure.

VI.5

Examples of misconduct include but are not limited to: • Poor standards of work performance • Disruptive behaviour • Poor attendance/time keeping record / lateness • Unauthorised absence from work • Unauthorised use of the telephone , e-mail or internet system • Misuse of Company/ Customer’s / Supplier’s premises and or property • Contravention of minor safety regulations • Failure to wear personal protection equipment • Refusal to carry out a responsible instruction 26

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• Time wasting • Minor damage to Company property • Minor breach of company rules VI.6

A Senior Manager and / or Director of the Company will normally deal with a case of alleged serious misconduct. Examples of serious misconduct that warrant summary dismissal if proven include but are not limited to: • Theft or unauthorised possession of property belonging to other employees, the Company, customers or suppliers • Fraud • Violent, abusive or intimidating conduct • Dishonesty • Deliberate falsification of records which may include Company records and medical reports • Deliberate damage to Company property • Serious breaches of Health and Safety Policy and Procedure • Assault on another person, either on Company premises or whilst engaged in Company business or where the act committed irrevocably damages the required trust and mutual confidence between the Company and the employee • Serious acts of insubordination • Consuming or distributing alcohol or illegal drugs at work • Working whilst under the influence of alcohol or illegal drugs • Serious acts of negligence or misuse of Company vehicles or equipment which causes, or was 27

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• • • • • • • • •

reasonably likely to have caused injury to persons or results in the loss of or damage to Company property Bullying or harassment (including sexual, racial or any other offensive behaviour) Serious breach of confidence Sleeping on duty Conviction for any serious criminal offence whilst an employee of the Company Any action likely to bring the Company into serious dispute Rudeness to customers / clients / colleagues / superiors Misuse of the Company’s property or name Serious breach of Company rules, policies and procedure Any discrimination on the grounds of sex, sexual orientation, age, race, ethnic origin, disability, religion or similar belief

VII Fair Claims Guide and Trademarks The International Fair Claims Guide for Consumer Textile Products was introduced in 1961 as an adjustment formula for the settlement of damage claims for textile products. The company and employees are jointly and severally liable for consumer complaints.

Jeeves and Logo Trademarks. Jeeves of Belgravia Limited, Jeeves, Jeeves of Belgravia, “London’s Finest Drycleaner” and the Jeeves device are registered trademarks of Jeeves of Belgravia Limited, England, UK. 28

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JEEVES OF MANILA EMPLOYEE HANDBOOK 2013

JEEVES OF BELGRAVIA MANILA, INC. Luxury Dry Cleaning and Laundry from London, UK GreenEarth™ Siloxane Dry Cleaning Process Pre-Opening Dry Cleaners and Launderers Raffles and Fairmont Hotels Makati SHOP Shop No. 3, New World Makati Hotel Makati Avenue corner Arnaiz Avenue 1200 Tel: 625 0460 | M: 0917 355 3322 E: jeeves@jeevesofbelgravia.net CENTRAL PROCESSING PLANT Worldwide Corporate Center Shaw Boulevard 1550 Tel: 696 3232 | M: 0917 769 1111 WORLDWIDE http://www.jeevesofbelgravia.co.uk GARMENT CARE AND DRY CLEANING TWEETS @jeevesclub