From 72c7953a17cab7b234b538122cdfbbc30de75388 Mon Sep 17 00:00:00 2001
From: Craig Freeman <craigfreeman@gmail.com>
Date: Wed, 14 Nov 2018 12:33:09 -0700
Subject: [PATCH] Initial commit

---
 .editorconfig                                |  13 +
 .gitignore                                   |   1 +
 README.md                                    |  26 ++
 coding-standards/css/.gitignore              |   4 +
 coding-standards/css/grids.md                |   8 +
 coding-standards/css/readme.md               | 306 ++++++++++++++++++
 coding-standards/css/susy-demo/bower.json    |  16 +
 coding-standards/css/susy-demo/index.html    | 181 +++++++++++
 coding-standards/css/susy-demo/styles.css    | 182 +++++++++++
 coding-standards/css/susy-demo/styles.scss   | 149 +++++++++
 coding-standards/emails/readme.md            |  28 ++
 coding-standards/html/readme.md              |  24 ++
 coding-standards/js/readme.md                | 145 +++++++++
 coding-standards/js/script.js                | 105 ++++++
 coding-standards/php/readme.md               | 175 ++++++++++
 development.md                               |  49 +++
 employee_handbook.md                         | 317 +++++++++++++++++++
 frameworks/laravel/readme.md                 |  10 +
 frameworks/wordpress/plugins.md              |  15 +
 frameworks/wordpress/pre-launch-checklist.md |  28 ++
 frameworks/wordpress/readme.md               |  13 +
 snippets/image-hotspots/index.php            |  40 +++
 snippets/image-hotspots/readme.md            |   1 +
 snippets/readme.md                           |  12 +
 snippets/row-dropdown/index.php              |   0
 snippets/row-dropdown/script.js              |   0
 snippets/wp-root.php                         |  21 ++
 tech-talk.md                                 |   3 +
 wiki-template.md                             |  85 +++++
 29 files changed, 1957 insertions(+)
 create mode 100644 .editorconfig
 create mode 100644 .gitignore
 create mode 100644 README.md
 create mode 100644 coding-standards/css/.gitignore
 create mode 100644 coding-standards/css/grids.md
 create mode 100644 coding-standards/css/readme.md
 create mode 100644 coding-standards/css/susy-demo/bower.json
 create mode 100644 coding-standards/css/susy-demo/index.html
 create mode 100644 coding-standards/css/susy-demo/styles.css
 create mode 100644 coding-standards/css/susy-demo/styles.scss
 create mode 100644 coding-standards/emails/readme.md
 create mode 100644 coding-standards/html/readme.md
 create mode 100644 coding-standards/js/readme.md
 create mode 100644 coding-standards/js/script.js
 create mode 100644 coding-standards/php/readme.md
 create mode 100644 development.md
 create mode 100644 employee_handbook.md
 create mode 100644 frameworks/laravel/readme.md
 create mode 100644 frameworks/wordpress/plugins.md
 create mode 100644 frameworks/wordpress/pre-launch-checklist.md
 create mode 100644 frameworks/wordpress/readme.md
 create mode 100644 snippets/image-hotspots/index.php
 create mode 100644 snippets/image-hotspots/readme.md
 create mode 100644 snippets/readme.md
 create mode 100644 snippets/row-dropdown/index.php
 create mode 100644 snippets/row-dropdown/script.js
 create mode 100644 snippets/wp-root.php
 create mode 100644 tech-talk.md
 create mode 100644 wiki-template.md

diff --git a/.editorconfig b/.editorconfig
new file mode 100644
index 0000000..cdcbbb2
--- /dev/null
+++ b/.editorconfig
@@ -0,0 +1,13 @@
+root = true
+
+[*]
+end_of_line = lf
+insert_final_newline = true
+
+[*.{js,scss,html,md}]
+indent_style = tab
+indent_size = 4
+
+[*.json]
+indent_style = space
+indent_size = 2
diff --git a/.gitignore b/.gitignore
new file mode 100644
index 0000000..e43b0f9
--- /dev/null
+++ b/.gitignore
@@ -0,0 +1 @@
+.DS_Store
diff --git a/README.md b/README.md
new file mode 100644
index 0000000..631c44c
--- /dev/null
+++ b/README.md
@@ -0,0 +1,26 @@
+# VOLTAGE Development Guidelines
+Internal Information for use by Voltage
+
+## To Contribute
+1. Fork this repository to your account
+2. Make your suggestions
+3. Create a pull request
+4. Post a link to the pull request into the `#pull-requests` channel in Slack for discussion, tagging everyone in the channel with an `@group` mention
+
+## Table of Contents
+- [Development](development.md)
+- [Tech Talk](tech-talk.md)
+- Coding Standards
+	- [HTML](coding-standards/html/)
+	- [CSS](coding-standards/css/)
+	- [JavaScript](coding-standards/js/)
+	- [PHP](coding-standards/php/)
+	- QA/Testing
+	- [HTML Emails](coding-standards/emails)
+- Frameworks
+	- [WordPress](frameworks/wordpress/)
+		- [Plugins](frameworks/wordpress/plugins.md)
+		- [Pre-Lauch Checklist](frameworks/wordpress/pre-launch-checklist.md)
+	- [Laravel](frameworks/laravel/)
+- [Code Snippets](snippets/)
+- [Wiki Template](wiki-template.md)
diff --git a/coding-standards/css/.gitignore b/coding-standards/css/.gitignore
new file mode 100644
index 0000000..5c244f8
--- /dev/null
+++ b/coding-standards/css/.gitignore
@@ -0,0 +1,4 @@
+bower_components/
+.DS_Store
+.sass-cache/
+*.map
diff --git a/coding-standards/css/grids.md b/coding-standards/css/grids.md
new file mode 100644
index 0000000..db97589
--- /dev/null
+++ b/coding-standards/css/grids.md
@@ -0,0 +1,8 @@
+# Designing/Developing with Grids
+
+1. [Gridulator](http://gridulator.com/) - Grid calculator
+1. [GuideGuide](http://guideguide.me/) - Photoshop extension that adds guides to your document, artboard, or selection
+1. [Susy](http://susy.oddbird.net/) - "Grid system system"
+	- [Example](susy-demo/index.html)
+		- Using Susy
+		- Susy grid highlighter
diff --git a/coding-standards/css/readme.md b/coding-standards/css/readme.md
new file mode 100644
index 0000000..cfac9de
--- /dev/null
+++ b/coding-standards/css/readme.md
@@ -0,0 +1,306 @@
+# CSS / Sass Standards
+
+Adhere (mostly) to the [CSS Guidelines](http://cssguidelin.es/)
+
+## General
+
+At a high level, we want:
+- 80 character wide columns;
+- multi-line CSS;
+- minimal specificity;
+- always avoid use of !important;
+- meaningful use of whitespace;
+- high level of reusability
+
+Leverage the [LiveReload browser extension](http://livereload.com/extensions/) where possible.
+
+Create a style guide / kitchen sink when possible. It can be hard to maintain, but it will pay off over time.
+
+Split discrete chunks of code into their own files, which are concatenated during a build step.
+
+Use hyphen case, not camel or underscore (snake)
+
+For string use single quotes vs double quotes
+
+Correct: 
+`font-family: 'DINWebPro-CondMedium', Helvetica, sans-serif;`
+
+Incorrect:
+`font-family: "DINWebPro-CondMedium", Helvetica, sans-serif;`
+
+Sections of code should be organized and ordered in a manner that corresponds to the html
+
+```
+/******* HTML *******/
+<section class="main-header">
+	/* ... */
+</section>
+
+<section class="main-content">
+	/* ... */
+</section>
+
+<section class="main-footer">
+	/* ... */
+</section>
+
+/******* CSS ********/
+
+/*****************
+CSS Header section
+******************/
+.main-header {
+	/* ... */	
+}
+
+
+
+
+
+/**********
+CSS Content 
+**********/
+.main-content {
+	/* ... */
+}
+
+
+
+
+
+/************
+CSS Footer
+************/
+.main-footer {
+	/* ... */
+}
+
+```
+
+If there are multiple selectors, place one selector per line. Exceptions to this rule should be fairly apparent, such as similar rule sets that carry only one declaration each.
+
+```css
+.first-item,
+.second-item,
+.third-item {
+	/* ... */
+}
+
+.fourth-item { display: none; }
+```
+
+Avoid [collapsing margins](http://www.sitepoint.com/web-foundations/collapsing-margins/) by applying vertical margins to the bottom of elements, where possible.
+
+For media queries, use `min-width`s when possible (mobile first):
+
+```scss
+.selector {
+	/* Default mobile style */
+	display: none;
+
+	@include breakpoint(min-width 480px) {
+		display: inline;
+	}
+
+	@include breakpoint(min-width 720px) {
+		display: inline-block;
+	}	
+
+	@include breakpoint(min-width 990px) {
+		display: block;
+	}
+
+	...
+}
+
+```
+
+Refrain from using capitalized text in your markup. Uppercase text should be set in the CSS via `text-transform: uppercase;`
+
+Use `padding` instead of `line-height` where possible when applying vertical padding to elements.
+
+When indenting Sass, we stick to the same four (4) spaces, and we also leave a blank line before and after the nested ruleset.
+
+`!important` should be the nuclear option. Avoid if possible.
+
+Single space after the selector and curly bracket
+
+```
+/* Correct */
+.class-name {
+	...
+}
+
+/* Incorrect */
+.class-name{ 
+
+}
+
+.class-name
+{
+
+}
+```
+
+Single space after the `:` and before the rule value
+
+```
+.class-name {
+	/* Correct */
+	display: none;
+
+	/* Incorrect */
+	display:none;
+	display : none;
+	display :none;
+}
+```
+
+Use shorthand properties and avoid using multiple properties when it's not needed:
+
+```css
+.class-name {
+ 	/* correct */
+	margin: 0 0 30px 20px;
+
+	/* incorrect */
+	margin-top: 0;
+	margin-right: 0;
+	margin-bottom: 30px;
+	margin-left: 20px;
+}
+```
+
+Use unitless values when you can. Ex: `line-height: 1;`
+
+Favor rem if you use relative units, but be sure to provide a fallback if using IE8:
+```css
+...
+font-size: 18px;
+font-size: 1.8rem;
+
+```
+
+Prefer seconds over milliseconds. Ex: `transition: opacity 0.3s;`
+
+## Comments and Whitespace 
+
+- single line comments use `/* ... */`
+- 1 line of whitespace before comments that are not section headings
+- 1 space after the rule name and before the value:
+```
+.selector {
+	$rule: $value
+}
+```
+- comments heading format:
+```
+/**********
+CSS Heading
+**********/
+```
+- 1 line of whitespace between single and nested selectors
+```
+.section-a {
+	.nested-selector {
+
+	}
+}
+
+.single-selector {
+	
+}
+```
+- 5 lines of whitespace between major sections of code
+```
+
+
+
+
+
+/**************************************
+CSS Heading - Major section of code 
+**************************************/
+.section-b {
+	.nested-selector {
+
+	}
+}
+
+.other-selector {
+
+}
+
+.yet-another-selector {
+
+}
+```
+
+Single spaces between anything that is a list of rules
+
+Correct:
+`font-family: "DINWebPro-CondMedium", Helvetica, sans-serif;`
+
+Incorrect: 
+`font-family:"DINWebPro-CondMedium",Helvetica,sans-serif;`
+
+## Specificity
+
+Always try and keep specificity as low as possible at all times. 
+
+Don't make values and selectors hard to override with unnecessary specificity (watch your nesting levels).
+
+Rules: 
+- use only classes for css selectors, never ID's
+- avoid un-necessary "nesting"
+	- nesting meaning child and descendant selectors or actual nesting in sass
+	- only nest when you need the specificity
+	- as a rule of thumb, use as little nesting as possible
+- avoid qualifying classes like `img.thumbnail` (use just `.thumbnail`)
+
+## Naming conventions
+
+A good naming convention will tell you and your team
+
+- what type of thing a class does;
+- where a class can be used;
+- what (else) a class might be related to.
+
+Pick a class name / ID that is sensible, but somewhat ambiguous: aim for high re-usability. Using a class name to describe content is redundant because content describes itself. 
+
+Examples: 
+- `.primary-nav` vs. `.site-nav` 
+- `.sub-links` vs. `.footer-links`
+- `.primary-button` vs. `.orange-button`
+
+## Sass
+
+Preferred ordering of properties inside selectors:
+- `@include`s
+- `@extend`s
+- CSS properties
+
+```scss
+.class-name {
+	@include border-radius(5px);
+	@extend .clearfix;
+	margin: 0;
+}
+```
+website	
+Comment liberally, explaining decisions for things that may seem odd to fresh eyes. 
+Always use the double-slash format: `// Comment`
+
+Selector Intent is the process of deciding and defining what you want to style and how you will go about selecting it. This helps with:
+- Reusability
+- Location Independence
+- Portability
+- Select what you want explicitly, rather than relying on circumstance or coincidence. Good Selector Intent will rein in the reach and leak of your styles.
+- Write selectors for reusability, so that you can work more efficiently and reduce waste and repetition.
+- Do not nest selectors unnecessarily, because this will increase specificity and affect where else you can use your styles.
+- Do not qualify selectors unnecessarily, as this will impact the number of different elements you can apply styles to.
+- Keep selectors as short as possible
+
+## To Discuss
+
+- BEM-like Naming
diff --git a/coding-standards/css/susy-demo/bower.json b/coding-standards/css/susy-demo/bower.json
new file mode 100644
index 0000000..520dc8c
--- /dev/null
+++ b/coding-standards/css/susy-demo/bower.json
@@ -0,0 +1,16 @@
+{
+  "name": "susy-demo",
+  "version": "0.0.0",
+  "homepage": "https://github.com/voltagead/flaming-ironman",
+  "authors": [
+    "Craig Freeman <craigfreeman@gmail.com>"
+  ],
+  "description": "",
+  "main": "index.html",
+  "moduleType": [],
+  "license": "MIT",
+  "private": true,
+  "dependencies": {
+    "susy": "~2.2.6"
+  }
+}
diff --git a/coding-standards/css/susy-demo/index.html b/coding-standards/css/susy-demo/index.html
new file mode 100644
index 0000000..4fee400
--- /dev/null
+++ b/coding-standards/css/susy-demo/index.html
@@ -0,0 +1,181 @@
+<!DOCTYPE html>
+<html>
+<head>
+	<link rel="stylesheet" type="text/css" href="styles.css">
+	<title>Susy Demo</title>
+</head>
+<body>
+
+	<h1>Susy Demo</h1>
+
+	<div class="container">
+		<h3>Basic Layout</h3>
+
+		<main class="example__basic--main">
+
+			<p>"Mobile First" approach: develop for mobile browsers. Start small, grow big. "<a href="http://zurb.com/word/progressive-enhancement" target="_blank">The more a design hinges on viewing requirements, the less flexible it becomes</a>."</p>
+
+			<p>"Progressive enhancement" is the idea of designing from a most common denominator - what most users can see - and building out. It’s also the fast track to mobile-first design.</p>
+
+			<p>
+				Our current breakpoints:
+
+				<ul>
+					<li><strong>Default:</strong> Any window greater than 300px and less than 480px</li>
+					<li><strong>Small:</strong> Any window greater than or equal to 480px</li>
+					<li><strong>Medium:</strong> Any window greater than or equal to 720px</li>
+					<li><strong>Large:</strong> Any window greater than or equal to 960px</li>
+					<li><strong>XL:</strong> Any window greater than or equal to 1800px</li>
+					<li><strong>Content max-width:</strong> 1200px. Varies by site</li>
+				</ul>
+			</p>
+
+			<p>
+				<a href="http://www.leemunroe.com/designing-for-high-resolution-retina-displays/" target="_blank">Developing for retina</a>:
+
+				<ul>
+					<li>Use media queries for high-res CSS styles</li>
+					<li>Have two versions of CSS sprites: standard dimensions and @2x
+						<ul>
+							<li>Sprites have largely been replaced with custom icon fonts (see fontastic.me) or using SVGs w/ PNG fallbacks</li>
+						</ul>
+					</li>
+					<li>Serve up larger html-embedded images with JavaScript
+						<ul>
+							<li>Picturefill, Retina.js</li>
+							<li>More pixels = better display. But, more pixels doesn't necessarily have to mean 4 or 5 times more data. More detail can be accomplished with less kilobytes.</li>
+							<li>Downside: Having to maintain two versions of graphical assets and images.</li>
+						</ul>
+					</li>
+					<li>You can just use the same image assets for both standard and high-res screens
+						<ul>
+							<li>Downside: Users may have to download larger files than they actually need</li>
+						</ul>
+					</li>
+				</ul>
+			</p>
+
+			<p>
+				Designing for retina: 
+
+				<ul>
+					<li>Where possible, use vectors and Smart Objects.</li>
+					<li>Design like you normally would, then open "modify image size" and edit your pixel dimensions to 200 percent to get the 2x view.</li>
+				</ul>
+			</p>
+
+			<p>
+				Things we would like to know about:
+
+				<ul>
+					<li>Style guide (ex: <a href="http://www.yelp.com/styleguide" target="_blank">Yelp</a>)
+						<ul>
+							<li>Headings</li>
+							<li>Colors</li>
+							<li>Typography</li>
+							<li>Inline element styles</li>
+							<li>Lists</li>
+							<li>Tables</li>
+							<li>Buttons (active, disabled, etc.)</li>
+							<li>Links</li>
+							<li>Icons</li>
+							<li>Components (heroes, carousel, callouts, widgets, etc.)</li>
+							<li>&hellip;</li>
+							<li>basically anything that is used on multiple pages</li>
+						</ul>
+					</li>
+				</ul>
+			</p>
+
+		</main>
+
+		<aside class="example__basic--aside">
+
+			<h4>Recent Articles</h4>
+
+			<ul>
+				<li><a href="#">Article 1</a></li>
+				<li><a href="#">Article 2</a></li>
+				<li><a href="#">Article 3</a></li>
+				<li><a href="#">Article 4</a></li>
+			</ul>
+
+			<h4>Recent Comments</h4>
+
+			<ul>
+				<li><a href="#">Great article</a> on <a href="#">Article 1</a></li>
+				<li><a href="#">You're dumb</a> on <a href="#">Article 2</a></li>
+				<li><a href="#">Cats</a> on <a href="#">Article 3</a></li>
+				<li><a href="#">Nice use of the Oxford comma!</a> on <a href="#">Article 1</a></li>
+			</ul>
+
+		</aside>
+	</div>
+
+	<div class="container">
+		<h3>Nested Layout</h3>
+
+		<aside class="example__nested--aside">
+
+			<h4>Recent Articles</h4>
+
+			<ul>
+				<li><a href="#">Article 1</a></li>
+				<li><a href="#">Article 2</a></li>
+				<li><a href="#">Article 3</a></li>
+				<li><a href="#">Article 4</a></li>
+			</ul>
+
+			<h4>Recent Comments</h4>
+
+			<ul>
+				<li><a href="#">Great article</a> on <a href="#">Article 1</a></li>
+				<li><a href="#">You're dumb</a> on <a href="#">Article 2</a></li>
+				<li><a href="#">Cats</a> on <a href="#">Article 3</a></li>
+				<li><a href="#">Nice use of the Oxford comma!</a> on <a href="#">Article 1</a></li>
+			</ul>
+
+		</aside>
+
+		<main class="example__nested--main">
+
+			<p>Proin eget tortor risus. Quisque velit nisi, pretium ut lacinia in, elementum id enim. Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; Donec velit neque, auctor sit amet aliquam vel, ullamcorper sit amet ligula. Curabitur aliquet quam id dui posuere blandit. Quisque velit nisi, pretium ut lacinia in, elementum id enim. Quisque velit nisi, pretium ut lacinia in, elementum id enim. Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; Donec velit neque, auctor sit amet aliquam vel, ullamcorper sit amet ligula. Mauris blandit aliquet elit, eget tincidunt nibh pulvinar a. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Lorem ipsum dolor sit amet, consectetur adipiscing elit.</p>
+
+			<p>Curabitur aliquet quam id dui posuere blandit. Vivamus magna justo, lacinia eget consectetur sed, convallis at tellus. Curabitur non nulla sit amet nisl tempus convallis quis ac lectus. Nulla porttitor accumsan tincidunt. Nulla quis lorem ut libero malesuada feugiat. Vivamus magna justo, lacinia eget consectetur sed, convallis at tellus. Cras ultricies ligula sed magna dictum porta. Mauris blandit aliquet elit, eget tincidunt nibh pulvinar a. Curabitur aliquet quam id dui posuere blandit. Lorem ipsum dolor sit amet, consectetur adipiscing elit.</p>
+
+			<div class="container--inner">
+
+				<div class="nested--primary">
+
+					<p>Curabitur non nulla sit amet nisl tempus convallis quis ac lectus. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Donec rutrum congue leo eget malesuada. Curabitur non nulla sit amet nisl tempus convallis quis ac lectus. Donec rutrum congue leo eget malesuada. Curabitur arcu erat, accumsan id imperdiet et, porttitor at sem. Quisque velit nisi, pretium ut lacinia in, elementum id enim. Curabitur non nulla sit amet nisl tempus convallis quis ac lectus. Pellentesque in ipsum id orci porta dapibus. Curabitur aliquet quam id dui posuere blandit.</p>
+
+				</div>
+
+				<div class="nested--secondary">
+
+					<p>CurabiturPellentesque in ipsum id orci porta dapibus. Curabitur aliquet quam id dui posuere blandit. Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; Donec velit neque, auctor sit amet aliquam vel, ullamcorper sit amet ligula. Quisque velit nisi, pretium ut lacinia in, elementum id enim. Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; Donec velit neque, auctor sit amet aliquam vel, ullamcorper sit amet ligula. Vestibulum ac diam sit amet quam vehicula elementum sed sit amet dui. Vestibulum ac diam sit amet quam vehicula elementum sed sit amet dui. Vivamus magna justo, lacinia eget consectetur sed, convallis at tellus. Pellentesque in ipsum id orci porta dapibus. Sed porttitor lectus nibh. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Mauris blandit aliquet elit, eget tincidunt nibh pulvinar a.</p>
+
+				</div>
+			</div>
+
+		</main>
+
+	</div>
+
+	<div class="container">
+		<h3>Grid Layout</h3>
+
+		<ul class="grid-list">
+			<li><img src="http://placehold.it/600x200?text=Item+1"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+2"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+3"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+4"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+5"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+6"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+7"></li>
+			<li><img src="http://placehold.it/600x200?text=Item+8"></li>
+		</ul>
+
+	</div>
+</body>
+</html>
diff --git a/coding-standards/css/susy-demo/styles.css b/coding-standards/css/susy-demo/styles.css
new file mode 100644
index 0000000..205e074
--- /dev/null
+++ b/coding-standards/css/susy-demo/styles.css
@@ -0,0 +1,182 @@
+body {
+  font-family: 'Open Sans', Helvetica, Arial, sans-serif;
+  margin: 0;
+  padding: 0; }
+
+a {
+  color: tomato; }
+
+.container {
+  max-width: 1200px;
+  margin-left: auto;
+  margin-right: auto;
+  margin-bottom: 50px;
+  box-sizing: border-box;
+  padding: 0 10px; }
+  .container:before, .container:after {
+    content: '';
+    display: table; }
+  .container:after {
+    clear: both; }
+  .container:after {
+    content: " ";
+    display: block;
+    clear: both; }
+  head {
+    display: block;
+    position: fixed;
+    right: 10px;
+    top: 10px;
+    z-index: 999;
+    color: #333;
+    background: rgba(255, 255, 255, 0.25); }
+  head:before {
+    content: "|||";
+    display: block;
+    padding: 5px 10px;
+    font-family: sans-serif;
+    font-size: 16px;
+    font-weight: bold; }
+  head:hover {
+    background: rgba(255, 255, 255, 0.5);
+    color: red; }
+  head:hover ~ .container, head:hover ~ body .container {
+    position: relative; }
+    head:hover ~ .container:before, head:hover ~ body .container:before {
+      position: absolute;
+      top: 0;
+      left: 0;
+      bottom: 0;
+      right: 0;
+      content: " ";
+      z-index: 998;
+      background-image: linear-gradient(to right, blue, #4d4dff 66.66667%, transparent 66.66667%);
+      background-size: 8.57143%;
+      background-origin: content-box;
+      background-clip: content-box;
+      background-position: left top; }
+  @media (min-width: 960px) {
+    .container {
+      padding: 0 20px; } }
+
+h1 {
+  background: tomato;
+  text-align: center;
+  margin: 0 0 50px;
+  padding: 20px 0; }
+
+@media (min-width: 720px) {
+  .example__basic--main {
+    width: 48.57143%;
+    float: left;
+    margin-right: 2.85714%; } }
+@media (min-width: 960px) {
+  .example__basic--main {
+    width: 65.71429%;
+    float: left;
+    margin-right: 2.85714%; } }
+
+@media (min-width: 720px) {
+  .example__basic--aside {
+    width: 48.57143%;
+    float: right;
+    margin-right: 0; } }
+@media (min-width: 960px) {
+  .example__basic--aside {
+    width: 31.42857%;
+    float: right;
+    margin-right: 0; } }
+
+@media (min-width: 720px) {
+  .example__nested--aside {
+    width: 22.85714%;
+    float: left;
+    margin-right: 2.85714%; } }
+
+@media (min-width: 720px) {
+  .example__nested--main {
+    width: 65.71429%;
+    float: right;
+    margin-right: 0; } }
+
+.container--inner:before, .container--inner:after {
+  content: '';
+  display: table; }
+.container--inner:after {
+  clear: both; }
+
+@media (min-width: 960px) {
+  .nested--primary {
+    width: 48.57143%;
+    float: left;
+    margin-right: 2.85714%; } }
+
+@media (min-width: 960px) {
+  .nested--secondary {
+    width: 48.57143%;
+    float: right;
+    margin-right: 0; } }
+
+.grid-list {
+  padding: 0;
+  margin: 0;
+  list-style: none; }
+  .grid-list li {
+    display: block;
+    margin-bottom: 2.85714%; }
+    @media (min-width: 480px) {
+      .grid-list li {
+        width: 48.57143%;
+        float: left; }
+        .grid-list li:nth-child(2n + 1) {
+          margin-left: 0;
+          margin-right: -100%;
+          clear: both;
+          margin-left: 0; }
+        .grid-list li:nth-child(2n + 2) {
+          margin-left: 51.42857%;
+          margin-right: -100%;
+          clear: none; } }
+    @media (min-width: 720px) {
+      .grid-list li {
+        width: 31.42857%;
+        float: left; }
+        .grid-list li:nth-child(3n + 1) {
+          margin-left: 0;
+          margin-right: -100%;
+          clear: both;
+          margin-left: 0; }
+        .grid-list li:nth-child(3n + 2) {
+          margin-left: 34.28571%;
+          margin-right: -100%;
+          clear: none; }
+        .grid-list li:nth-child(3n + 3) {
+          margin-left: 68.57143%;
+          margin-right: -100%;
+          clear: none; } }
+    @media (min-width: 960px) {
+      .grid-list li {
+        width: 22.85714%;
+        float: left; }
+        .grid-list li:nth-child(4n + 1) {
+          margin-left: 0;
+          margin-right: -100%;
+          clear: both;
+          margin-left: 0; }
+        .grid-list li:nth-child(4n + 2) {
+          margin-left: 25.71429%;
+          margin-right: -100%;
+          clear: none; }
+        .grid-list li:nth-child(4n + 3) {
+          margin-left: 51.42857%;
+          margin-right: -100%;
+          clear: none; }
+        .grid-list li:nth-child(4n + 4) {
+          margin-left: 77.14286%;
+          margin-right: -100%;
+          clear: none; } }
+  .grid-list img {
+    width: 100%;
+    height: auto; }
+
+/*# sourceMappingURL=styles.css.map */
diff --git a/coding-standards/css/susy-demo/styles.scss b/coding-standards/css/susy-demo/styles.scss
new file mode 100644
index 0000000..224bb6c
--- /dev/null
+++ b/coding-standards/css/susy-demo/styles.scss
@@ -0,0 +1,149 @@
+// Susy
+@import "bower_components/susy/sass/susy";
+
+// Variables
+$space: 20px;
+
+$break-small: 480px;
+$break-medium: 720px;
+$break-large: 960px;
+$break-xl: 1800px;
+$max-width: 1200px;
+
+$susy: (
+	columns: 12,
+	container: $max-width,
+	gutters: 1/2,
+	debug: (
+		image: show-columns,
+		color: blue,
+		output: overlay,
+		toggle: top right
+	)
+);
+
+@mixin breakpoint($bp, $direction: min) {
+	@media (#{$direction}-width: $bp)  {
+		@content;
+	}
+}
+
+@mixin clearfix {
+	&:before,
+	&:after {
+		content: '';
+		display: table;
+	}
+
+	&:after {
+		clear: both;
+	}
+}
+
+// Global
+body {
+	font-family: 'Open Sans', Helvetica, Arial, sans-serif;
+	margin: 0;
+	padding: 0;
+}
+
+a {
+	color: tomato;
+}
+
+.container {
+	@include clearfix;
+	@include container;
+	margin-bottom: 50px;
+	box-sizing: border-box;
+	padding: 0 $space * 0.5;
+
+	@include breakpoint ($break-large) {
+		padding: 0 ($space);
+	}
+}
+
+h1 {
+	background: tomato;
+	text-align: center;
+	margin: 0 0 50px;
+	padding: $space 0;
+}
+
+// Basic Example
+.example__basic--main {
+	// Default: Block
+	@include breakpoint($break-medium) {
+		@include span(6);
+	}
+	@include breakpoint($break-large) {
+		@include span(8);	
+	}
+}
+
+.example__basic--aside {
+	@include breakpoint($break-medium) {
+		@include span(6 last);
+	}
+	@include breakpoint($break-large) {
+		@include span(4 last);
+	}
+}
+
+
+// Nested Example
+.example__nested--aside {
+	@include breakpoint($break-medium) {
+		@include span(3);
+	}
+}
+
+.example__nested--main {
+	@include breakpoint($break-medium) {
+		@include span(8 last);
+	}
+}
+
+.container--inner {
+	@include clearfix;
+}
+
+.nested--primary {
+	@include breakpoint($break-large) {
+		@include span(first 6 of 12 nest);
+	}
+}
+
+.nested--secondary {
+	@include breakpoint($break-large) {
+		@include span(last 6 of 12 nest);
+	}
+}
+
+// Grid Example
+.grid-list {
+	padding: 0;
+	margin: 0;
+	list-style: none;
+
+	li {
+		display: block;
+		margin-bottom: gutter(12);
+
+		@include breakpoint($break-small) {
+			@include gallery(6 of 12);
+		}
+		@include breakpoint($break-medium) {
+			@include gallery(4 of 12);
+		}
+		@include breakpoint($break-large) {
+			@include gallery(3 of 12);
+		}
+	}
+
+	img {
+		width: 100%;
+		height: auto;
+	}
+}
+
diff --git a/coding-standards/emails/readme.md b/coding-standards/emails/readme.md
new file mode 100644
index 0000000..3955abf
--- /dev/null
+++ b/coding-standards/emails/readme.md
@@ -0,0 +1,28 @@
+# HTML Emails
+
+1. Static HTML
+	- Use [Ink email framework](http://zurb.com/ink/) to quickly create responsive email templates
+		- Framework __not__ required for static-width emails
+		- [Guidelines for working with Ink](https://scotch.io/tutorials/building-responsive-email-templates-with-ink)
+		- [CSS for Ink at 650px wide](https://gist.github.com/rx/10542978)
+		- [Zurb's Inline CSS tool](http://zurb.com/ink/inliner.php) - for Gmail/Outlook clients that strip out CSS classes
+2. Test
+	- Test in modern browsers (Chrome, FF, Safari, IE9+, etc.)
+	- Review the email in [Litmus](https://litmus.com/), make updates as necessary
+3. Stage
+	- Place the completed email on Mailchimp as a template
+		- Provide client with Preview link if necessary
+		- Send test email
+4. Save
+	- Add static email in the [Voltage email Git repo](https://bitbucket.org/voltagead/email)
+
+
+### Mailchimp
+
+To create an archive link in the email, [follow these instructions](http://kb.mailchimp.com/campaigns/design/add-a-view-in-browser-link)
+
+
+### Mediaopz
+
+Previously, the Mediaopz server was where emails were staged for client review.
+
diff --git a/coding-standards/html/readme.md b/coding-standards/html/readme.md
new file mode 100644
index 0000000..62d3ceb
--- /dev/null
+++ b/coding-standards/html/readme.md
@@ -0,0 +1,24 @@
+# HTML Standards
+
+Adhere to the [Front End Guidelines for HTML](https://github.com/bendc/frontend-guidelines#html)
+
+## Summary
+
+- HTML5 provides us with lots of semantic elements aimed to describe precisely the content. Make sure you benefit from its rich vocabulary.
+- Make sure you understand the semantics of the elements you're using. It's worse to use a semantic element in a wrong way than staying neutral.
+- Keep your code terse. Use double quotation marks for attributes.
+- Unless there's a valid reason for loading your scripts before your content, don't block the rendering of your page. If your style sheet is heavy, isolate the styles that are absolutely required initially and defer the loading of the secondary declarations in a separate style sheet. Two HTTP requests is significantly slower than one, but the perception of speed is the most important factor.
+
+## Accessibility
+
+Accessibility shouldn't be an afterthought. You can immediately fix the little things that make a huge difference, such as:
+
+- learning to use the alt attribute properly
+- making sure your links and buttons are marked as such (no <div class="button"> atrocities)
+- not relying exclusively on colors to communicate information
+- explicitly labeling form controls
+
+## Standard page / filesize
+- page size should be no larger then 2MB
+- images should be no larger then 600KB
+- make sure to run images through an image optimizer 
diff --git a/coding-standards/js/readme.md b/coding-standards/js/readme.md
new file mode 100644
index 0000000..aab5810
--- /dev/null
+++ b/coding-standards/js/readme.md
@@ -0,0 +1,145 @@
+# JavaScript Standards
+
+## Style Guide
+Refer to the [jQuery](http://contribute.jquery.org/style-guide/js/) style guide.
+
+
+### General Guidelines
+
+- Use pure JavaScript when appropriate. Refer to [youmightnotneedjquery.com](http://youmightnotneedjquery.com/)
+- Use `js-` CSS class prefix when using JavaScript hooks to manipulated the DOM.
+	- `data-` HTML attributes are meant to store data, not be bound to
+	- Do not use CSS classes for both styles and JavaScript functionality
+- Indentation with tabs.
+- No whitespace at the end of line or on blank lines.
+- Lines should be no longer than 80 characters, and must not exceed 100 (counting tabs as 4 spaces). There are 2 exceptions, both allowing the line to exceed 100 characters:
+- If the line contains a comment with a long URL.
+- If the line contains a regex literal. This prevents having to use the regex constructor which requires otherwise unnecessary string escaping.
+- `if`/`else`/`for`/`while`/`try` always have braces and always go on multiple lines.
+- Unary special-character operators (e.g., `!`, `++`) must not have space next to their operand.
+- Any `,` and `;` must not have preceding space.
+- Any `;` used as a statement terminator must be at the end of the line.
+- Any `:` after a property name in an object definition must not have preceding space.
+- The `?` and `:` in a ternary conditional must have space on both sides.
+- No filler spaces in empty constructs (e.g., `{}`, `[]`, `fn()`)
+- New line at the end of each file.
+
+```js
+var i = 0;
+ 
+if ( condition ) {
+    doSomething();
+} else if ( otherCondition ) {
+    somethingElse();
+} else {
+    otherThing();
+}
+ 
+while ( !condition ) {
+    iterating++;
+}
+ 
+for ( ; i < 100; i++ ) {
+    object[ array[ i ] ] = someFn( i );
+}
+ 
+try {
+ 
+    // Expressions
+} catch ( e ) {
+ 
+    // Expressions
+}
+ 
+array = [ "*" ];
+ 
+array = [ a, b ];
+ 
+foo( arg );
+ 
+foo( options, object[ property ] );
+ 
+foo( [ a, b ], "property", { c: d } );
+ 
+foo( { a: "alpha", b: "beta" } );
+ 
+foo( [ a, b ] );
+ 
+foo( {
+    a: "alpha",
+    b: "beta"
+} );
+ 
+foo( function() {
+ 
+    // Do stuff
+}, options );
+ 
+foo( data, function() {
+ 
+    // Do stuff
+} );
+
+map = {
+    ready: 9,
+    when: 4,
+    "you are": 15
+};
+ 
+array = [
+    9,
+    4,
+    15
+];
+ 
+array = [
+    {
+        key: val
+    }
+];
+ 
+array = [
+    {
+        key: val
+    },
+    {
+        key2: val2
+    }
+];
+
+```
+
+When a conditional is too long to fit on one line, successive lines must be indented one extra level to distinguish them from the body.
+
+```js
+if ( firstCondition() && secondCondition() &&
+    	thirdCondition() ) {
+	doStuff();
+}
+
+```
+
+Chained method calls
+
+```js
+elements
+    .addClass( "foo" )
+    .children()
+        .html( "hello" )
+    .end()
+    .appendTo( "body" );
+```
+
+
+Strict equality checks (===) must be used in favor of abstract equality checks (==). The *only* exception is when checking for undefined and null by way of null.
+
+Leverage `jshint` in Grunt / Gulp scripts. Use `jshint` plugins for IDE if available
+
+_Always_ use semicolons. Don't rely on ASI.
+
+Variable and function names should be full words, using camel case with a lowercase first letter. Names should be descriptive but not excessively so. Exceptions are allowed for iterators, such as the use of i to represent the index in a loop. Constructors do not need a capital first letter.
+
+Each project may expose at most one global variable.
+
+See: [WordPress Example](script.js)
+
diff --git a/coding-standards/js/script.js b/coding-standards/js/script.js
new file mode 100644
index 0000000..45c0f6c
--- /dev/null
+++ b/coding-standards/js/script.js
@@ -0,0 +1,105 @@
+(function($) {
+
+	var Site = {
+		// Variables
+		challengeElement: null,
+		context: null,
+		initialOffset: null,
+
+		/**
+		 * Initialize site
+		 */
+		init: function() {
+			/**
+			 * Set the initial breakpoint context
+			 */
+			Site.challengeElement = document.querySelector('.breakpoint-context');
+			Site.challengeContext();
+
+			/**
+			 * Check breakpoint context on window resizing
+			 * Throttled/debounced for better performance
+			 */
+			$(window).resize(Site.debounce(function() {
+				Site.challengeContext();
+			}, 250));
+
+			/**
+			 * Check to see if user is at the top of the screen
+			 * Throttled/debounced for better performance
+			 */
+
+			$(window).on('scroll', Site.debounce(function() {
+				Site.resizeHeader();
+			}, 10));
+		},
+
+		/**
+		 * Device targeting should be based on media queries in CSS,
+		 * we do not define this in scripts
+		 * Modified from http://davidwalsh.name/device-state-detection-css-media-queries-javascript
+		 */
+		challengeContext: function() {
+			var styles = window.getComputedStyle(Site.challengeElement),
+				index = parseInt(styles.getPropertyValue('z-index'), 10),
+				states = {
+					1: 'mobile',
+					2: 'tablet'
+				};
+
+			Site.context = states[index] || 'desktop';
+		},
+
+		/**
+		 * Throttle/debounce helper
+		 * Modified from http://remysharp.com/2010/07/21/throttling-function-calls/
+		 */
+		debounce: function(fn, delay) {
+			var timer = null;
+
+			return function() {
+				var context = this,
+					args = arguments;
+
+				clearTimeout(timer);
+				
+				timer = setTimeout(function() {
+					fn.apply(context, args);
+				}, delay);
+			};
+		},
+
+		/**
+		 * Resize the header
+		 */
+		resizeHeader: function() {
+			if (Site.context !== 'mobile') {
+				var $header = $('.site-header'),
+					topDiff = $(window).scrollTop();
+
+				// Has the user scrolled down far enough?
+				if (topDiff > (Site.initialOffset.top + Site.menuDiff)) {
+					$header.addClass('is-fixed');
+				} else {
+					$header.removeClass('is-fixed');
+				}
+			}
+		},
+	};
+
+	$(document).ready(function() {
+		// Any functionality that should be initialized on `$(document).ready()`
+		// should be placed in `Site.init()`
+		Site.init();
+	})
+	.on('click', '.js-scroll-up', function() {
+		// Scroll up to the top
+		$.animate({
+			scrollTop: $(this).offset().top
+		}, 1000);
+	})
+	.on('click', '.js-menu-toggle', function() {
+		$(this).add('.site-navigation').toggleClass('active');
+	});
+
+})(jQuery);
\ No newline at end of file
diff --git a/coding-standards/php/readme.md b/coding-standards/php/readme.md
new file mode 100644
index 0000000..f07305e
--- /dev/null
+++ b/coding-standards/php/readme.md
@@ -0,0 +1,175 @@
+
+# PHP Standards
+
+To match WordPress convention, we should adhere to the [WordPress PHP Coding Standards](https://make.wordpress.org/core/handbook/coding-standards/php/).
+
+No Shorthand PHP Tags: `<?=$var ?>` or `<? function() ?>`
+
+Remove trailing whitespace at the end of each line of code.
+
+Omitting the closing PHP tag at the end of a file is preferred. If you use the tag, make sure you remove trailing whitespace.
+
+Put spaces on both sides of the opening and closing parenthesis of `if`, `elseif`, `foreach`, `for`, and `switch` blocks: `if ( $conditional ) {`
+
+When referring to array items, only include a space around the index if it is a variable:
+```php
+$x = $foo['bar']; // correct
+$x = $foo[ 'bar' ]; // incorrect
+```
+
+Always use underscore (snake) notation:
+```php
+$this_is_correct;
+$thisIsIncorrect;
+```
+
+Files should be named descriptively using lowercase letters. Hyphens should separate words.
+
+Else/elseif statements should be on the same line as the closing bracket:
+```php
+if ( function_call( $parameter ) ) {
+	// ...
+} else {
+	// ...
+}
+```
+
+Logic statements outside templates use braces syntax:
+```php
+if ( function_call( $parameter ) ) {
+	// ...
+}
+```
+
+Logic statements instead templates use colon syntax:
+```php
+if ( function_call( $parameter ) ):
+	// ...
+endif;
+```
+
+Note that requiring the use of braces (or colons) just means that *single-statement inline control structures are prohibited*.
+
+Nesting should follow html and php as follows. PHP will open on the same line as the next nested element should. each subsequent "child" should be nested in the same way. Note: Use single PHP blocks as much as possible to descrease some response time.
+```
+<ul>
+	<?php
+		foreach :
+			if () :
+	?>
+				<li>Example</li>
+
+				<?php if () :?>
+					<li>Example</li>
+				<?php endif; ?>
+	<?php
+			endif;
+		endforeach;
+	?>
+</ul>
+```
+
+When doing logical comparisons, always put the variable on the right side, constants or literals on the left ([yoda conditions](https://make.wordpress.org/core/handbook/coding-standards/php/#yoda-conditions)):
+
+```php
+if ( true == $the_force ) {
+	$victorious = you_will( $be );
+}
+```
+
+For associative arrays, values should start on a new line. Note the comma after the last array item: this is recommended because it makes it easier to change the order of the array, and makes for cleaner diffs when new items are added.
+
+```php
+$my_array = array(
+	[tab]'foo'   => 'somevalue',
+	[tab]'foo2'  => 'somevalue2',
+	[tab]'foo3'  => 'somevalue3',
+	[tab]'foo34' => 'somevalue3',
+);
+```
+
+*In general, readability is more important than cleverness or brevity.*
+
+### View Logic
+
+When using html within view logic, use colon syntax.
+
+When logic exists between open and close html tags, use curly brackets.
+
+Single line curly brackets within opening and closing html tags
+
+`<div class="<?php if ( $foo ) { echo 'bar'; } ?>"></div>`
+
+Multi line curly brackets between opening and closing html tags with heavy logic
+```
+<div class="
+	<?php
+		if ( $foo ) {
+			if ( $another_foo ) {
+				echo "Another Foo";
+			}
+			echo "Foo";
+		} elseif ( $bar ) {
+			echo "Bar"
+		} else {
+			echo "Nothing";
+		}
+	?>
+"></div>
+```
+
+#### Single line colon syntax
+
+```
+<ul>
+	<?php foreach ( $foo as $bar ): ?>
+		<li class="<?php echo $bar; ?>"><?php echo $bar; ?></li>
+	<?php endforeach; ?>
+</ul>
+```
+
+#### Multiple line colon syntax with mixed curly brackets
+
+```
+<div class="list">
+	<?php
+		$args = array(
+			'numberposts'	=> -1,
+			'post_type'		=> 'pages',
+			'orderby'		=> 'menu_order',
+			'order'			=> 'ASC'
+		);
+
+		$query = new WP_Query( $args );
+
+		if ( $query->have_posts() ) :
+			while ( $query->have_posts() ) :
+				$query->the_post();
+				$fields = get_fields();
+				$i ++; ?>
+				<div class="item">
+					<div class="image-container">
+						<div class="overlay"></div>
+						<?php if ( has_post_thumbnail() ) { the_post_thumbnail( 'medium' ); } ?>
+						<h3 class="sub-title"><?php _e( the_title(), '_vtg' )?></h3>
+					</div>
+					<div class="content">
+						<?php _e( the_excerpt(), '_vtg' ); ?>
+						<div class="cta">
+							<a href="<?php _e( the_permalink(), '_vtg' ); ?>" >Learn More</a>
+						</div>
+					</div>
+				</div>
+				<?php
+			endwhile;
+		endif;
+		wp_reset_query(); ?>
+</div>
+```
+
+## To Do
+
+- `.editorconfig`
+- Set up PHPLint
+
+
diff --git a/development.md b/development.md
new file mode 100644
index 0000000..efbeeb4
--- /dev/null
+++ b/development.md
@@ -0,0 +1,49 @@
+## General Workflow
+
+Limit git usage to the command line, opting to use GUI as a last resort. This gives you a better understanding what git is actually doing.
+
+_Don't comment out code, delete it. That's what version control is for._
+
+We want the feature branches to be relatively smaller in size, so they are easier for others to review quickly. If several different, large changes need to be made, considering making a separate branch/pull request for each change.
+
+1. Using the * [GitHub Flow](https://guides.github.com/introduction/flow/) workflow, every new feature/fix to a site will be done locally in a branch off of master
+2. Commits of related changes should made incrementally. Ex: Formatting should be a separate commit from functionality changes
+3. When the new/updated features are completed and have been tested locally, a pull request (PR) should be made to merge the branch into master
+	- Be sure that the latest changes on the master branch have been pulled down and your feature branch has been rebased
+4. Submit the PR to the development team by pasting a link in the `#pull-requests` Slack channel.
+	- All developers should be monitoring the channel and should offer to review the PR as their availability permits
+5. Discussion on the changes contained in the PR should be done in GitHub/BitBucket (wherever the PR is), so that there is documentation of said discussion
+6. Developers reviewing the PR should look for:
+	- Code adhering to company development standards
+	- Opportunities for code improvement (optimizations, alternative approaches, etc.)
+7. When discussion concludes (if applicable) and the code is ready to be merged into master, the reviewer should indicate their approval in the PR and the person who created the PR should merge in the files and close it.
+8. Delete the completed branch from GitHub so we know which branches are in active development.
+
+
+## Documentation
+
+Project-specific documentation (how to compile Sass, how to install the dependencies, etc.) should be documented in the private project's Wiki.
+
+You can use the wiki template found within the root of this repository.
+
+
+## Editor Config
+
+Be sure to install the .editorconfig file found in this repo to maintain consistency
+
+
+## QA and Testing
+
+In addition to frequent pull requests and code review every project needs to be QA'd by a developer _that were not the original developers_ before delivery. The development QA process must includes the following: browser testing, device testing, functional testing, responsive testing (if applicable), and accuracy to original design. If not specified then browser testing need to include the latest of the following browsers, Firefox, Chrome, Safari, and IE. Device testing need to include >= iPhone 3 and Android. This is an elaboration of the step in the prelaunch checklist found [here](https://github.com/voltagead/flaming-ironman/blob/master/frameworks/wordpress/pre-launch-checklist.md#pre-launch-checklist).
+
+
+## Voltage Web Servers
+
+- [mediaopz](http://mediaopz.com/) - Voltage's self-hosted Interspire email hosting platform, since replaced with Mailchimp. Also contains Shopify code and any code needed to review publicly.
+- [voltagead](https://ac.mediatemple.net/login.mt?redirect=home.mt) - Media Temple GS account that hosts a number of sites
+- [voltageapps](https://ac.mediatemple.net/login.mt?redirect=home.mt) - Media Template GS account that hosts a number of sites
+- [wpengine](http://my.wpengine.com) - Account that hosts a number of WordPress sites
+- Rackspace - Host for Chipotle site(s)
+- Acquia Cloud - Host for Drupal sites (Bold Earth, etc.)
+- Digital Ocean - For internal use
+
diff --git a/employee_handbook.md b/employee_handbook.md
new file mode 100644
index 0000000..a21efee
--- /dev/null
+++ b/employee_handbook.md
@@ -0,0 +1,317 @@
+# Employee Handbook
+##Voltage, LLC
+
+Welcome to Voltage, LLC!
+
+Dear Employee:
+
+You and Voltage, LLC have made an important decision: The Company has decided you can contribute to our success, and you've decided that Voltage, LLC is the organization where you can pursue your career productively and enjoyably.
+
+We believe we've each made the right decision, one that will result in a profitable relationship. The minute you start working here, you become an integral part of Voltage, LLC and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.
+
+As you will quickly discover, our success is based on delivering high quality products and providing unsurpassed client services. How do we do it? By working very hard, thinking about our clients' needs, and doing whatever it takes. We do it by treating each other and our clients with respect and a ‘can do’ attitude. We do it by acting as a team.
+
+Should you have any questions concerning this handbook, your employment or benefits, please feel free to discuss them with your supervisor or manager.
+
+Again, welcome to Voltage!
+
+---
+
+# Introduction & Description of Company
+At Voltage, we focus on high-powered creative ideas, websites and online campaigns that engage and connect our clients to their customers. We have the creative expertise to bring new ideas to life and the technical expertise to deliver the latest applications. We strive to take our client’s brand deeper into the digital stratosphere and deliver remarkable results. Welcome to the team – we are very happy to have you on board, and look forward to your contributions.
+
+## Overview
+This handbook has been prepared to inform Voltage, LLC employees of the policies and procedures of this Company and to establish the Company’s expectations. It is not all-inclusive or intended to provide strict interpretations of our policies; rather, it offers an overview of the work environment. This handbook is not a contract, expressed or implied, guaranteeing employment for any length of time and is not intended to induce an employee to accept employment with Voltage, LLC.
+
+The Company reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in whole or in part, whether described within this handbook or elsewhere, in its sole discretion. Every effort will be made to keep you informed of the company’s policies, however we cannot guarantee that notice of revisions will be provided. Feel free to ask questions about any of the information within this handbook.
+
+This version of the handbook, dated January 31, 2015, supersedes and replaces any and all personnel policies and manuals previously distributed, made available or applicable to employees.
+
+## Confidentiality Agreement
+Information that pertains to Voltage, LLC's business, including all nonpublic information concerning the Company, its employees, clients vendors and suppliers, is strictly confidential and must not be given to people who are not employed by Voltage, LLC.
+
+Please help protect confidential information - which may include, for example, trade secrets, customer lists, client designs or code and company financial information - by taking the following precautionary measures:
+- Discuss work matters only with other Voltage, LLC employees who have a specific business reason to know or have access to such information.
+- Monitor and supervise visitors to Voltage, LLC to insure that they do not
+have access to company information.
+- Secure confidential information in desk drawers and cabinets at the end of every business day.
+
+## Conflict of Interest
+Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of Voltage, LLC. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.
+
+Examples of potential conflict situations include:
+- Having a financial interest in any business transaction with Voltage, LLC
+- Owning or having a significant financial interest in, or other relationship with
+a Voltage, LLC competitor, customer or supplier, and,
+- Accepting gifts, entertainment or other benefit of more than a nominal value from a Voltage, LLC competitor, customer or supplier. This does not pertain to gifts given to you by a company officer (t-shirts, samples of client’s products, etc.)
+
+Anyone with a conflict of interest must disclose it to management and remove themselves from negotiations or deliberations involving the conflict. You are encouraged, however, to state your position and answer questions when your knowledge may be of assistance to Voltage, LLC.
+
+## Employment at Will
+Unless expressly proscribed by statute or contract, your employment is "at will." Colorado follows the legal doctrine of "employment-at-will" which provides that in the absence of a contract to the contrary, neither an employer nor an employee is required to give notice or advance notice of termination or resignation.
+
+Additionally, neither an employer nor an employee is required to give a reason for the separation from employment. All Voltage, LLC employees are at will, and may be terminated at any time and for any reason, with or without advance notice. Employees are also free to quit at any time. Any employment relationship other than this must be set out in writing and signed and dated by Eric Fowles, CEO and President.
+
+# Anti Discrimination & Harassment
+
+## Americans with Disabilities Act
+It is Voltage, LLC's policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. Voltage, LLC is committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. Voltage, LLC recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.
+
+## Equal Opportunity Policy
+Voltage, LLC provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status or any other category protected by federal, state and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training and social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.
+
+## Policy Prohibiting Harassment and Discrimination
+Voltage, LLC strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity and courtesy.
+
+This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training. Voltage’s position with regard to harassment is stated in full in this employee handbook. Any employees that have a question, or require further explanation of the policies contained herein, are free at any time to discuss them with VOLTAGE’s Human Resources officer, or the CEO.
+
+### Prohibited Behavior
+Voltage, LLC does not and will not tolerate any type of harassment of our employees, applicants for employment, or our customers. Discriminatory conduct or conduct characterized as harassment as defined below is prohibited. The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.
+
+Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct may constitute sexual harassment when it is:
+- Made an explicit or implicit condition of employment
+- Used as the basis for employment decisions
+- Interfering with an individual's work performance, or creates an intimidating, hostile or offensive working environment.
+
+Behavior such as repeated sexual flirtations, advancements or propositions, verbal abuse, degrading comments, sexually suggestive objects, pictures, calendars, cartoons, or magazines, and uninvited physical contact will not be tolerated. Such conduct may constitute sexual harassment regardless of whether the conduct is between members of management, between management and staff employees, between staff employees, or directed at employees by nonemployees conducting business with the Company, regardless of gender or sexual orientation.
+
+### Harassment by Non-employees
+Voltage, LLC will also endeavor to protect employees, to the extent possible, from reported harassment by non-employees in the workplace, including customers, clients and suppliers.
+
+### Complaint Procedure and Investigation
+Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to the Voltage HR officer, or Eric Fowles, President and CEO. Voltage, LLC will conduct a prompt investigation as confidentially as possible under the circumstances. Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.
+
+# Employee Classification
+## Exempt and Non-Exempt
+Exempt Employees - Exempt employees are those that are excluded from the overtime pay requirements of the Fair Labor Standards Act. Exempt employees are paid a salary and are expected to work beyond their normal work hours whenever necessary to accomplish the work of the company. Exempt employees are not eligible to receive overtime compensation. Employees should consult with HR if they have questions regarding their classification as an exempt employee.
+
+Non-exempt Employees - (typically those earning minimum wage or without specialized training) are eligible for overtime pay of 1.5 times the regular hourly rate of pay for all hours worked over 40 per work week. All overtime must be approved in advance by your supervisor.
+
+## Part Time, Full Time or Temporary Status
+Part-time or full-time status depends on the number of hours per week an employee works. Employees who regularly work fewer than 40 hours per week receive part-time classification. Part-time employees are not eligible for employee benefits as described in this handbook.
+
+From time to time the company may hire employees for specific projects or periods of time, or as interns. Temporary employees and interns may work either part-time or full-time, but are scheduled to terminate by a certain date. Temporary employees are not eligible for employment benefits.
+
+# Work Schedule
+## Work Hours
+Voltage, LLC follows a work schedule of 40 hours per week. The normal workweek is Monday through Friday from 8am to 5pm. Your supervisor or manager may establish alternative hours.
+
+## Attendance & Punctuality
+Every employee is expected to attend work regularly and report to work on time. If you are unable to report to work on time for any reason, telephone or email your supervisor as far in advance as possible, but no later than the start of your shift. If you do not communicate an absence in advance, it will be considered unexcused.
+
+Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, up to and including discharge.
+
+## Flexible Work Hours & Telecommuting
+Flexible work arrangements and telecommuting require written approval from your supervisor, provide your job and department are suited for it.
+
+With a manager's approval, you may be allowed to begin and end your workday earlier or later than established hours. Telecommuting requires the approval of a Company officer. To maintain a flexible work arrangement, employees must ensure business needs are met and adhere to attendance and punctuality policies. Such arrangements may be established, changed or discontinued at the Company's discretion.
+
+# Compensation
+## General Pay Information
+Certain deductions will be made in accordance with federal and state laws. In addition, the Company may make available certain voluntary deductions as part of the Company’s benefits program. If an employee elects supplemental coverage under one of the Company's benefits plans, which requires employee contributions, the employee's share of the cost will be deducted from his or her check each pay period. If the employee is not receiving a payroll check due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost directly to the Company.
+
+Time-keeping is required of all employees, and can be submitted through the Company’s web-based time-keeping program. Other methods may be approved by your supervisor. Hours worked must be reported to your supervisor no later than the 15th and the last day of each month. Currently, paychecks are released 5 days after your time is reported. For payroll purposes, time is rounded to the nearest quarter of an hour.
+
+Please report any change in name, address, contact information, marital status or number of exemptions claimed to HR.
+
+## Overtime
+Because of the nature of work, salaried employees may be asked to work overtime on weekends or holidays or additional hours during the regular workday and are expected to comply with such requests. Voltage will strive to ensure that this does not happen on a regular basis.
+
+Overtime compensation is paid to all hourly employees at one and one-half times their straight time rate for all hours worked in excess of 40 hours per week.
+
+If you are nonexempt, you must receive authorization from your manager before working overtime. And after you have worked overtime, you must enter it on a timesheet by the day after it is accrued.
+
+Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as time worked for purposes of computing overtime. And time-off on holidays, sick leave, vacation leave, personal leave, training seminars or any leave of absence will not be factored in as hours worked when calculating overtime.
+
+## Pay Schedule
+Employees will be twice monthly. If the regular payday falls on a holiday, payday will be the regular workday after the holiday.
+
+The pay week starts at the beginning of your shift on Monday and includes all work you perform up to the close of business on Sunday. Any overtime earnings will be paid one week following the actual hours worked. If a paycheck is lost or stolen, notify your supervisor immediately.
+
+## Performance Evaluations and Salary Increases
+Supervisors and employees are strongly encouraged to discuss job performance and goals informally any time. Additional formal performance reviews will be conducted to provide both supervisors and employees with the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. These formal reviews will be conducted at least once every 12 months.
+
+Wage reviews are conducted for each employee, and salary increases are based on those reviews, as well as our profitability. However, an employee receiving a performance appraisal will not necessarily receive a salary increase. Raises are not guaranteed.
+
+## Outside Employment
+Because of Voltage, LLC's obligations to its customers, the Company must be aware of any concurrent employment you may have to determine whether or not it presents a potential conflict. In general, outside employment is permitted as long as it does not conflict in any way with the employee’s responsibilities, or presents a conflict of interest, as described above.
+
+Before beginning or continuing outside employment, employees are required to inform their manager in writing (email is acceptable) detailing their involvement with the other employer and to obtain the written approval of their managers. Failing to obtain prior approval as described may be cause for disciplinary action, up to and including termination. Employees who are on leave of absence, including FMLA leave or Workers' Compensation leave are prohibited from having outside employment during their leave. Serving on any public or government board or commission qualifies as employment for purposes of this policy, regardless of whether such service is compensated.
+
+# Conduct Standards
+## Conduct Standards & Discipline
+Voltage, LLC expects every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with company personnel and outside business contacts.
+
+The Company reserves the right to discipline or discharge any employee for violating any company policy, practice or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that Voltage, LLC retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
+
+Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
+- Unsatisfactory quality or quantity of work
+- Repeated unexcused absences or lateness
+- Failing to follow instructions or Company procedures, or
+- Failing to follow established safety regulations.
+
+Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
+- Falsifying an employment application or any other company records or documents
+- Failing to record working time accurately or recording a co-worker’s timesheet
+- Insubordination or other refusal to perform
+- Using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination
+- Disorderly conduct, fighting or other acts of violence
+- Misusing, destroying or stealing company property or another person’s property
+- Possessing, entering with or using weapons on company property
+- Possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee's system, on company property or on company time
+- Disclosing or using confidential or proprietary information without authorization
+- Violating the Company’s computer or software use policies, and
+- Being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.
+
+## Drug and Alcohol Policy
+Voltage, LLC strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our client’s work and their confidence in our company.
+
+### Alcohol and Marijuana
+Employees are prohibited from using or being under the influence of alcohol or marijuana while performing company business for Voltage, LLC, while operating a motor vehicle in the course of business or for any job-related purpose, or while on company premises or a client’s site.
+
+### Illegal Drugs
+Voltage, LLC employees are prohibited from using or being under the influence of illegal drugs while performing company business or while on a company facility or worksite. You may not use, manufacture, distribute, purchase, transfer or possess an illegal drug while in Voltage, LLC facilities, while operating a motor vehicle for any job-related purpose or while on the job, or while performing company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.
+
+### Disciplinary Action
+Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.
+
+### Searches
+Voltage, LLC may conduct searches for illegal drugs or alcohol on company facilities or worksites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully.
+
+Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any Voltage, LLC property that is provided for employees' personal use, such as desks, lockers, and files.
+
+An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.
+
+### Drug Testing
+Voltage, LLC may require a blood test, urinalysis, hair test or other drug or alcohol screening of employees suspected of using or being under the influence of drugs or alcohol or where other circumstances or workplace conditions justify such testing. The refusal to consent to testing may result in disciplinary action, including termination.
+
+## Smoking Policy
+Smoking is prohibited inside Voltage, LLC facilities. All employees, clients and other visitors are expected to comply with this policy, and employees who violate it may be disciplined.
+
+## Grievances
+Employees are encouraged to bring concerns, problems and grievances to HR or management's attention. You are also obligated to report any wrongdoing of which you become aware to HR or your manager or, if the situation warrants, to any Voltage, LLC officer.
+
+## Progressive Discipline
+Voltage, LLC retains the discretion to discipline its employees. Oral and written warnings and progressive discipline up to and including termination may be administered as appropriate under the circumstances. Please note that Voltage, LLC reserves the right to terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive discipline process.
+
+## Workplace Violence
+Voltage, LLC has a zero-tolerance policy concerning threats, intimidation and violence of any kind in the workplace either committed by or directed to our employees. Employees who engage in such conduct will be disciplined, up to and including immediate termination of employment. Employees are not permitted to bring weapons of any kind onto company premises or to company functions. Any employee who is suspected of possessing a weapon will be subject to a search at the Company's discretion. Such searches may include, but not be limited to, the employee's personal effects, desk and workspace.
+
+## Family Medical Leave (FMLA)
+You are eligible for family and medical leave if you have worked for Voltage, LLC for at least 12 months and have put in at least 1,250 hours (not including vacations, holidays or sick leave) during the 12 month period before the leave is to begin. However, as a small company with under 50 employees, Voltage is not required by law to offer FMLA, and this benefit may be rescinded for all employees without advance notice.
+
+### Reasons for the Leave
+You are entitled to take up to 12 workweeks of unpaid leave:
+- To attend to the birth, adoption or foster care placement of your child
+- To attend to the serious health condition of your child, spouse or parent, or
+- To receive care for your own serious health condition.
+
+A serious health condition means an illness, injury, impairment, or physical or mental condition during which you are incapable of working that involves:
+>Treatment requiring inpatient care in a hospital, hospice or residential care facility, or continuing treatment by a health care provider for a condition that lasts more than three consecutive days, or for pregnancy or prenatal care or for a chronic health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity, such as serious asthma or diabetes.
+
+It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for restorative surgery or for a condition which would likely make you incapable of working for more than three days if not treated, such as chemotherapy or radiation treatments for cancer.
+
+### Substituting Paid Leave
+You must use all accrued personal time off for family and medical leave. Your total FMLA leave time, which may include paid vacation and sick time, may not exceed 12 weeks. The Company has the right to designate such leaves as running concurrently with FMLA leave.
+
+### Types of Leave
+Leave due to the birth or placement of a child in your home for adoption or foster care must be taken in one continuous 12-week segment and must be taken within 12 months of the birth or placement of the child.
+
+You may take leave due to your own or a family member’s serious health condition in:
+- One continuous 12 week segment
+- An intermittent schedule, such as one day off each week, or
+- A reduced schedule, such as beginning two hours late, twice a week.
+
+### Notice of Leave
+If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do not give such notice, the leave may be delayed for up to 30 days. If your need for leave is due to a planned medical treatment, make every attempt to schedule the treatment so as not to unduly disrupt the work of your department. If your need for leave is not foreseeable, you must request it as soon as practicable, no later than two business days after the need for leave arises.
+
+### Medical Certification
+If leave is requested due to your own or a family member's serious health condition, you must provide medical certification from an appropriate health care provider. The medical certification must include the date on which the condition began and its probable duration. You may be denied leave if you do not provide satisfactory certification. Voltage, LLC may also require a second opinion or third opinion regarding certification of a serious health condition, at our expense.
+
+### Returning to Work
+If your leave is due to your own medical condition, you are required to provide medical certification that you are able to resume work before returning. Both you and your health care provider must complete a Return to Work Medical
+
+### Certification.
+Upon returning to work, you will ordinarily be entitled to be restored to your former position or to an equivalent position with the same employment benefits and pay if possible. If you do not return to work at the end of the leave and do not notify Voltage, LLC of your status, you may be terminated.
+
+### Benefits During Leave
+Voltage, LLC will maintain your insurance benefits while you are on leave, although you will be required to pay your portion of the premium. You may make arrangements in advance with the HR department. If you do not return to work after the leave, you may be asked to reimburse us for the cost of maintaining insurance coverage during the leave. This provision will not apply in cases where your inability to return is through no fault of your own -- for example, at the end of leave you remain physically unable to return due to your serious health condition.
+
+If you intentionally misrepresent the reasons for requesting family and medical leave, you may be discharged.
+
+## Military Leave
+Pursuant to the Uniformed Services Employment and Reemployment Rights Act (USERRA), Voltage, LLC prohibits discrimination against persons because of their service in the Armed Forces, the Army National Guard and the Air Force National Guard when engaged in active duty for training, inactive duty training, or full-time National Guard duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or emergency. Employees who are members of the National Guard or U.S. reserves can take up to 15 days of paid leave per year when called for training or duty. If additional leave time is required, it will be unpaid.
+
+## Jury Duty
+Voltage, LLC supports employees in fulfilling their civic responsibilities by serving jury duty when required and will compensate you $50 per day for the first three days of jury service. You will not be paid your regular wages on days that you cannot come to work due to jury duty. You must inform your supervisor of your jury summons as soon as possible so that arrangements can be made to accommodate your absence. If you can report for work during your jury service you will be paid your regular wages, on an hourly basis. Insurance benefits will remain in effect and unchanged for the full term of your jury duty absence.
+
+# General Employment
+## Introductory (Probationary) Period
+The first 60 days of employment are an Introductory Period for both the employee and the Company. (However, both during and after this period, the work relationship will remain at will.) The Introductory Period may be extended at management's discretion.
+
+This time period allows you to determine if you have made the right career decision and for Voltage, LLC to determine whether your initial work performance meets our needs. Your manager will monitor your work performance, attitude and attendance during this time, and be available to answer any questions or concerns you may have about your new job. Benefits such as time off for vacation, personal days, or sick day do not accrue during this period. However, probationary employees will be paid for Company holidays that occur during their first 60 days.
+
+## Termination or Resignation
+Unless expressly proscribed by statute or contract, employment with Voltage, LLC is "at will" and may be terminated with or without cause or notice. Similarly, employees are free to resign at any time. If an employee resigns, Voltage, LLC requests the courtesy of at least two weeks notice.
+
+Any employee who is discharged by Voltage, LLC shall be paid wages and vacation accrued to the date of the separation.
+
+## Termination
+Employment with the company is on an at-will basis and may be terminated voluntarily or involuntarily at any time. Upon termination, an employee is required to return all files, computers, laptops, equipment, keys, access cards, software or other property belonging to the company that are in the employee’s possession, custody or control. The employee may also be requested to participate in an exit interview upon termination.
+
+Under Colorado law, VOLTAGE, LLC must immediately issue a final paycheck to a terminated employee, or within six (6) hours of the beginning of the next business day if the payroll office is closed. Additionally, if the payroll office is offsite, then the employer must issue the final paycheck to the terminated employee within twenty-four (24) hours of his or her termination. An employee who quits his or her job is not entitled to a final paycheck until the next regularly scheduled pay date. Should the employee be unable to personally retrieve their paycheck, it will be mailed to the address on file.
+
+## Permissible Deductions Upon Termination
+Voltage may deduct from the final paycheck the amount of money or the value of property that the employee failed to properly return to the employer. In this instance the employer shall have ten (10) calendar days after the termination of employment to audit and adjust the accounts and property value of any items entrusted to the employee before the employee's wages or compensation shall be paid.
+
+# Company Property and Policies
+## Software Policy
+Voltage, LLC regulates employees' use of its computer software.
+
+You may not duplicate any licensed software or related documentation for use, either on Company premises or elsewhere, unless expressly authorized to do so by written agreement with the licensor. And you may not provide licensed software to anyone outside the Company. Employees should be aware that the illegal duplication of software may result in the filing of criminal copyright charges by the owners of the copyrights and can subject both the employee and the company to liability. You may not load personal software on Voltage, LLC computers.
+
+## Use of Company Communication Systems
+Because Voltage, LLC reserves the right to access any personal communication without prior notice, employees should not use company systems to transmit any messages or to access any information that they would not want a third party to hear or see. Although incidental and occasional personal use of the company's systems is permitted, any such personal use will be treated the same as all other communications under this policy. However, employees are at all times prohibited from accessing or downloading information from the Internet for personal use. Personal email is allowed as long as employees are productive, and does not interfere or violate standards.
+
+Employees are reminded that they should have no expectation of privacy in their use of company computers or other electronic equipment.
+
+### Telephone Usage
+The telephone system (including voicemail) at Voltage, LLC is the property of the company and is provided for business purposes. Voltage, LLC may periodically monitor the usage of the telephone systems to ensure compliance with this policy. Therefore, employees should not consider their conversations on the company's telephone system to be private.
+
+##Company Property
+Please keep your work area neat and clean and use normal care in handling company property. Report any broken or damaged equipment to your manager at once so that proper repairs can be made. You may be given computer or other type of equipment as required by your job. A separate form acknowledging receipt and care for this equipment may be issued, requiring your signature.
+
+# Employee Benefits
+## Employee Benefits
+Voltage, LLC employees are entitled to benefits. A number of the benefit programs -- such as Social Security, workers' compensation, state disability and unemployment insurance -- cover all employees as required by law, and are administered through payroll deductions. Eligibility for other benefits, including health care, depends upon a variety of factors. Benefit programs generally require contributions from employees. We reserve the right to add, amend, modify or terminate any employee benefit plans or programs.
+
+## Medical Insurance
+Voltage, LLC offers medical insurance through Kaiser Permanente, to new, fulltime employees after 60 days of satisfactory performance. Other employees may join the plan during open enrollment each year. Refer to HR and request the printed information from the insurance provider for details of eligibility and coverage.
+
+## COBRA
+If you are terminated for any reason other than gross misconduct or otherwise leave Voltage, LLC and have been continuously covered by the Company’s group insurance plan before that, you and your dependents may have the right to continue or convert coverage as set forth in the rules of the plan, at your expense. You should request written notification of your right to continue coverage within two weeks of your last day on the job.
+
+## Travel & Expenses
+Employees will be reimbursed for all reasonable and necessary expenses they incur while traveling on Voltage, LLC business. Use your discretion, but try to keep costs low. You must record all travel and business activities on the Company's Expense Report Form and submit it to your supervisor. If business travel requires you to be out of the office for an extended period, your report must cover no less than one week and no more than one month of expenses. All Expense Report Forms should be submitted to your supervisor no later than five business days after the last day of the month.
+
+## Worker's Compensation
+Voltage, LLC provides insurance to compensate for any illness or injury an employee might suffer while working on company premises, traveling on official company business, or attending an activity officially sponsored by the Company. If you become ill or injured, please get medical attention at once.
+
+You must also report the details to your supervisor immediately. And you must complete a report for every injury, no matter how small, to keep the coverage in force and to get any benefits or other compensation to which you may be entitled.
+
+# Holidays and Paid Time Off
+## Holidays
+Voltage, LLC observes several holidays throughout the year. A list is provided to all employees each year, and you may contact HR for the list. You will be paid for these holidays if you are a full-time employee who has worked at least 1 day at the Company, and unless time off has been approved in advance as vacation or personal days. Holidays that fall on a weekend will be observed either on a Friday or Monday. Due to business needs, some employees may be required to work on company holidays. Your supervisor or manager will notify you if this may apply to you.
+
+## Paid Time Off (PTO)
+Active, full-time employees are eligible for paid time off (PTO), which can be used for vacation, personal days, appointments or illness. Part-time employees are not eligible for PTO.
+
+After 6 months of continuous full-time employment, you are entitled to use your PTO. PTO accrues at a rate of 24 hours per quarter, totaling 96 hours per year (equivalent to 12 days). After 5 years of employment, you are entitled to 144 hours of PTO per year (equivalent to 18 days). PTO may rollover year to year, but shall not exceed 3 weeks in any given 12 month period. All PTO must be earned before being taken, and you may not substitute pay for unused time. You may take PTO in 4 hour increments (half-day) but not less.
+
+Voltage, LLC requests two weeks advance notice for all time off, and reserves the right to refuse permission for time off if it will interfere with Company operations or adversely affect coverage of job and staff requirements. Whenever possible, employees' requests for vacation will be accommodated, but where scheduling conflicts arise, seniority will prevail.
+
+## Additional Time-Off
+VOLTAGE discourages time-off other than described in this document, because it negatively impacts company productivity. However, circumstances arise that may require employees to take additional time-off for health or other personal or family reasons. These days must be taken *without pay*, and shall not exceed 5 days per year without prior written approval from your supervisor.
+
+# Additional Policies
+The company may, from time to time, issue a new Employee Handbook, which all employees will receive. In addition, any issues or concerns not addressed here will be handled on an individual basis by company officers and/or its attorneys, as deemed necessary.
diff --git a/frameworks/laravel/readme.md b/frameworks/laravel/readme.md
new file mode 100644
index 0000000..feef0eb
--- /dev/null
+++ b/frameworks/laravel/readme.md
@@ -0,0 +1,10 @@
+# Laravel Standards
+
+Follow the [standards set by Laravel](http://laravel.com/docs/4.2/contributions#coding-style):
+- [PSR0](https://github.com/php-fig/fig-standards/blob/master/accepted/PSR-0.md)
+- [PSR1](https://github.com/php-fig/fig-standards/blob/master/accepted/PSR-1-basic-coding-standard.md)
+- Additional:
+	- The class namespace declaration must be on the same line as `<?php`.
+	- A class' opening `{` must be on the same line as the class name.
+	- Functions and control structures must use [Allman style braces](https://en.wikipedia.org/wiki/Indent_style#Allman_style).
+	- Indent with tabs, align with spaces.
\ No newline at end of file
diff --git a/frameworks/wordpress/plugins.md b/frameworks/wordpress/plugins.md
new file mode 100644
index 0000000..f774961
--- /dev/null
+++ b/frameworks/wordpress/plugins.md
@@ -0,0 +1,15 @@
+# Plugins
+
+Here is a list of pre-vetted (or otherwise) plugins
+
+## Whitelist
+
+- Advanced Custom Fields
+
+
+## Graylist
+
+Use with caution
+
+
+## Blacklist
diff --git a/frameworks/wordpress/pre-launch-checklist.md b/frameworks/wordpress/pre-launch-checklist.md
new file mode 100644
index 0000000..2645cdd
--- /dev/null
+++ b/frameworks/wordpress/pre-launch-checklist.md
@@ -0,0 +1,28 @@
+# Pre-Launch Checklist
+
+Go through this list as you are preparing to launch a website
+
+- [ ] Lower TTL in preparation for DNS switch
+- [ ] Cross-browser testing complete
+- [ ] Multiple device testing complete
+- [ ] 301 redirects added
+- [ ] 404s addressed
+- [ ] Get GTM code specific to client account and add to `footer.php`
+- [ ] Favicons added
+- [ ] Content migration complete
+- [ ] Ensure WP/plugins up to date 
+- [ ] Forms working
+- [ ] Load times within acceptable parameters
+- [ ] Accessibility audit
+	- [ ] [WAVE Evaluation Tool](https://chrome.google.com/webstore/detail/wave-evaluation-tool/jbbplnpkjmmeebjpijfedlgcdilocofh?hl=en-US) errors within acceptable limits
+	- [ ] `alt` tags on all images
+- [ ] Concatenated, minified scripts, styles
+- [ ] Images compressed
+- [ ] Security audit completed
+	- [ ] File permissions, owners
+- [ ] Caching
+	- [ ] Varnish? Memcache? 
+- [ ] Broken links addressed
+- [ ] DNS setup
+- [ ] Backups in place
+
diff --git a/frameworks/wordpress/readme.md b/frameworks/wordpress/readme.md
new file mode 100644
index 0000000..3f0c54b
--- /dev/null
+++ b/frameworks/wordpress/readme.md
@@ -0,0 +1,13 @@
+# WordPress Standards
+
+This is info about WordPress development as it pertains to Voltage
+
+- [Coding Standards](../../coding-standards/php/)
+- [Plugins](plugins.md) - approved, restricted
+- [Starter Theme](https://github.com/voltagead/faraday-cage)
+- [Pre-Launch Checklist](pre-launch-checklist.md)
+
+- Procedures for updating clients' WordPress instances and related plugins
+
+To consider:
+- [WordPress Skeleton repository structure](https://github.com/markjaquith/WordPress-Skeleton)
diff --git a/snippets/image-hotspots/index.php b/snippets/image-hotspots/index.php
new file mode 100644
index 0000000..9138847
--- /dev/null
+++ b/snippets/image-hotspots/index.php
@@ -0,0 +1,40 @@
+<script src="https://ajax.googleapis.com/ajax/libs/jquery/2.1.4/jquery.min.js"></script>
+<style type="text/css">
+	.im-wrapper {
+		width: 50%;
+		position: relative;
+	}
+	.im-wrapper img.main {
+		width: 100%;
+	}
+	.im-wrapper img.hotspot {
+		width: 2%;
+		position: absolute;
+	}
+</style>
+<script type="text/javascript">
+	$( document ).ready( function() {
+		var $img = $( '.im-wrapper img' );
+		var img = new Image();
+		img.src = $img.attr( 'src' );
+		img.onload = function() {
+			var naturalHeight = this.height;
+			var naturalWidth = this.width;
+			$( '.im-wrapper .hotspot' ).each( function() {
+				var $this = $( this );
+				var x = ( $this.attr( 'data-x' ) / naturalWidth ) * 100;
+				var y = ( $this.attr( 'data-y' ) / naturalHeight ) * 100;
+				$this.css( 'top', y+'%' ).css( 'left', x+'%' );
+			} );
+		}
+	} );
+</script>
+<div class="im-wrapper">
+	<img class="main" src="http://preview.voltagead.com/demandware-stacks/reebok/bmh-hero/img/MOBILE_HERO.jpg?$staticLink$" alt="placeholder" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="227" data-y="108" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="100" data-y="18" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="200" data-y="24" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="155" data-y="200" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="175" data-y="180" />
+	<img class="hotspot" src="https://placeholdit.imgix.net/~text?txtsize=33&w=5&h=5" data-x="15" data-y="150" />
+</div>
diff --git a/snippets/image-hotspots/readme.md b/snippets/image-hotspots/readme.md
new file mode 100644
index 0000000..2e9f3a5
--- /dev/null
+++ b/snippets/image-hotspots/readme.md
@@ -0,0 +1 @@
+This snippet is used to calculate hotspots on an image where the image is responsive.
diff --git a/snippets/readme.md b/snippets/readme.md
new file mode 100644
index 0000000..e77a8d1
--- /dev/null
+++ b/snippets/readme.md
@@ -0,0 +1,12 @@
+# Code Snippets
+
+## How to Contribute
+
+1. Create a new file (or multiple files inside a new folder)
+2. Place the relevant code files inside
+3. Create a `readme.md` inside the new folder, explaining what the snippet does and how to use the snippet
+4. Link to the snippet's markdown file below
+
+## Snippets
+- [Row Dropdown](row-dropdown/)
+- [WordPress - Redirect to alternate WP root](wp-root.php)
diff --git a/snippets/row-dropdown/index.php b/snippets/row-dropdown/index.php
new file mode 100644
index 0000000..e69de29
diff --git a/snippets/row-dropdown/script.js b/snippets/row-dropdown/script.js
new file mode 100644
index 0000000..e69de29
diff --git a/snippets/wp-root.php b/snippets/wp-root.php
new file mode 100644
index 0000000..842fe55
--- /dev/null
+++ b/snippets/wp-root.php
@@ -0,0 +1,21 @@
+<?php
+
+/**
+ * When using the alternate WordPress root (`./wp/wp-admin/` etc.),
+ * place this at the top of `wp-config.php`
+ *
+ * Login address will now be at `http://site.com/wp/wp-admin`
+ */
+
+// ...
+// @package WordPress
+
+@define('WP_CACHE', false);
+
+@define('WP_SITEURL', 'http://'.$_SERVER['HTTP_HOST'].'/wp');
+@define('WP_HOME', 'http://'.$_SERVER['HTTP_HOST']);
+@define('WP_CONTENT_URL', WP_HOME.'/wp-content');
+@define('WP_CONTENT_DIR', dirname(__FILE__).'/wp-content');
+
+// ** MySQL settings - You can get this info from your web host ** //
+// ...
\ No newline at end of file
diff --git a/tech-talk.md b/tech-talk.md
new file mode 100644
index 0000000..5f898fb
--- /dev/null
+++ b/tech-talk.md
@@ -0,0 +1,3 @@
+| Date | Speaker | Topic |
+|------|---------|-------|
+| 6/17/15 | [Craig](http://github.com/cfree) | [WordCamp Denver 2015](http://slides.com/cfree/wcdenver-2015) |
\ No newline at end of file
diff --git a/wiki-template.md b/wiki-template.md
new file mode 100644
index 0000000..31c8721
--- /dev/null
+++ b/wiki-template.md
@@ -0,0 +1,85 @@
+# General
+
+---
+
+## Description
+General project description goes here
+
+## Workflow
+Use GitHub Flow. Refer to the [Voltage development guidelines](https://github.com/voltagead/flaming-ironman/blob/master/development.md).
+
+# Development
+
+---
+
+## Local Installation
+
+Step by step installation process goes here
+
+## Deployment
+
+General deployment notes go here
+
+### Staging
+
+Instructions on staging deployment
+
+### Production
+
+Instructions on production deployment
+
+# Credentials
+
+---
+
+General notes on credentials go here
+
+## Staging
+
+===
+
+Staging server credentials 
+
+### Account
+
+Account credentials
+
+### SSH
+
+SSH creds
+
+### DATABASE
+
+Database creds
+
+### SFTP
+
+SFTP credentials go here
+
+## Production
+
+===
+
+### Account
+
+Account credentials
+
+### SSH
+
+SSH creds
+
+### SFTP
+
+SFTP credentials go here
+
+### DATABASE
+
+Database creds
+
+## CMS
+
+===
+
+### WordPress
+
+Wordpress credentials go here