Swift Coffee started in 2016 with two friends, Nate and Eric, and an oversized idea about what soluble coffee could be. There was no investor, no roadmap, no playbook. There was a shared belief that instant coffee could taste great if made with care. And there was a willingness to figure out the rest as we went.
The first years were exactly what bootstrapping looks like. We ran lean. We tapped friends and family for help. The work happened in spaces that weren’t built for it, on equipment we were learning as we used it, with margins that didn’t leave much room for mistakes. We made mistakes anyway, and we learned from them.
Somewhere in that stretch, Swift went from being an experimental project to being a company with a team. Suddenly it wasn’t just about whether the coffee was good. It was about whether the place was good. Whether people had what they needed to do their work well. Whether expectations were clear. Whether the structure that held everything together was actually fair, or just whatever we’d cobbled together when it was just the two of us.
We learned what it means to have employees the way we learned everything else at Swift: by trial, by error, and by the patience of people who stayed with us while we figured it out. We’re grateful for that, and we don’t take it for granted.
Our goal has always been to make Swift a healthy, stable, and enjoyable place to work. Healthy because the work is real and people deserve to be treated like they matter. Stable because a small company is fragile, and the people who depend on it deserve to know it’s being run thoughtfully. Enjoyable because we spend most of our waking hours here, and because the coffee industry, for all its quirks, attracts good people, and we’ve been lucky to work alongside many of them.
This handbook is part of that effort. It’s our attempt to put down on paper what we’ve learned about how to run this company well: to unify the team around a shared set of expectations, to make clear what people can count on from us, and to give every employee the tools they need to succeed at Swift. It’s not the final word. The company keeps changing, and the handbook will change with it. But it is the most complete version we’ve ever had of who we are and how we work, and we’re glad to share it with you.
Swift Coffee designs and manufactures soluble (instant) coffee for partners across the specialty coffee industry. The legal entity behind the brand is Swift Cup Coffee LLC, founded in Lancaster, Pennsylvania in 2016.
We operate from two facilities:
The team is organized into four departments: Brewing, Freeze Drying, Packaging, and Admin. Together we operate as a small, lean manufacturing team on a single shift, Monday through Friday.
Most of how Swift Coffee runs day-to-day flows through hub.swiftcoffee.com — our internal team portal. The Hub is where you’ll:
The Hub is bilingual (English and Spanish) and you can switch any time using the EN / ES toggle.
This handbook is the canonical reference for Swift Coffee’s policies and benefits. Every policy in it also lives as a standalone document in the Hub’s Documents tab so you can find specific items quickly.
This handbook is updated periodically. The version date appears on the cover; the Hub will always carry the current version. Where this handbook conflicts with a more recent memo or document in the Hub, the more recent version controls.
By the end of your first week, you’ll be asked to acknowledge that you’ve reviewed this handbook. That acknowledgment happens digitally as part of the new-hire flow in the Hub.
Employment at Swift Coffee is at-will. This means that either you or Swift Coffee may end the employment relationship at any time, with or without notice, and with or without cause, except where prohibited by law.
Nothing in this handbook, in any other Swift Coffee document, or in any verbal statement should be interpreted as creating a contract of employment for any specific period or as guaranteeing continued employment.
Only the CEO of Swift Coffee has the authority to enter into any agreement that modifies the at-will nature of employment, and any such agreement must be in writing and signed by the CEO.
Swift Coffee is committed to providing equal employment opportunity to all employees and applicants without regard to race, color, religion, creed, sex, gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, genetic information, marital status, familial status, military or veteran status, pregnancy, childbirth or related medical conditions, possession of a GED in lieu of a high school diploma, or any other characteristic protected by federal, Pennsylvania, or local law.
This commitment applies to all aspects of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfers, discipline, and termination.
If you believe you have been treated in a way that is inconsistent with this policy, please use the complaint procedure described in Section 7.3.
Swift Coffee does not tolerate harassment or discrimination of any kind. This includes harassment or discrimination based on any characteristic listed in our EEO policy (Section 2.2), and applies to interactions among employees, with managers, and with vendors, contractors, customers, and visitors.
Harassment is unwelcome conduct based on a protected characteristic that is severe or pervasive enough to create a work environment a reasonable person would consider intimidating, hostile, or abusive. Examples:
Conduct of a sexual nature is harassment when submitting to it is a condition of employment, when it’s used as the basis for an employment decision, or when it creates a hostile or offensive work environment.
Swift Coffee will not retaliate, and will not allow retaliation, against anyone who reports harassment or discrimination in good faith, participates in an investigation, or refuses to participate in conduct they believe to be unlawful — even if the underlying complaint is not substantiated.
See Section 7.3, Complaint Procedure. You may report to your direct manager, to any other manager, to admin, or directly to the Owners (Nate or Eric). The Feedback page in the Hub also offers an anonymous channel and a direct-to-owner message option.
Swift Coffee complies with the Americans with Disabilities Act (ADA) and the Pennsylvania Human Relations Act. We provide reasonable accommodations to qualified employees and applicants with disabilities so they can perform the essential functions of their job, unless doing so would cause undue hardship.
If you need accommodation, talk to your manager or the CEO. We’ll work with you in good faith to identify what’s possible. Medical documentation may be requested as part of the process.
Under the federal Pregnant Workers Fairness Act and the Pennsylvania Human Relations Act, we provide reasonable accommodations for pregnancy, childbirth, and related medical conditions — for example, more frequent breaks, modified seating, lifting limits, or schedule adjustments. The same process applies: talk to a manager and we’ll figure it out.
We accommodate sincerely held religious beliefs and practices when doing so does not cause undue hardship.
You will not be retaliated against for requesting an accommodation.
For purposes of pay, benefits, and time-off accrual, employees are classified two ways:
Most positions at Swift Coffee, including most salaried positions, are non-exempt. This means that even if you are paid a salary, you are eligible for overtime and you must clock in and out daily.
Eligibility for benefits, PTO, and holiday pay is tied to your classification and is described in the relevant sections of this handbook.
If applicable, a working interview is a short trial that allows both Swift Coffee and the candidate to evaluate fit. Participation in a working interview does not create an employment relationship and does not entitle the candidate to employee benefits. (See the Working Interview Waiver, signed before the trial begins.)
Swift Coffee operates under contracts with roasting partners that contain confidentiality provisions. As a result, some of what you’ll see during the course of your work — recipes, equipment configurations, customer relationships, pricing, financial information, business strategy — is confidential and must stay inside the company.
Every employee signs a Confidentiality Agreement during onboarding (full text in Appendix B). The short version:
Swift Coffee is open Monday through Friday with some departments working weekend hours. Operating hours fall within roughly 6:30 AM and 5:00 PM, with department-specific schedules:
Your specific schedule will be set by your manager and confirmed in your first-day communication.
The standard lunch break is up to 30 minutes, and you must clock out for it. You may take your lunch in the break room or leave the facility — either is fine.
On Fridays, Swift Coffee provides team lunch. This is a small thing we’ve done since our first employee and hope to continue indefinitely.
Short rest breaks during the day are not formally scheduled. Use good judgment — if you need a few minutes, take a few minutes and keep in communication with your manager.
All employees, including salaried non-exempt employees, must clock in at the start of work, out for lunch, back in after lunch, and out at the end of the day. This is a legal requirement, not a preference.
You can clock in two ways:
If you forget to clock out and the system flags your entry as needing review, you’ll be prompted to correct it the next time you log in. Adjusted entries become “needs review” items that your manager will see.
Swift Coffee pays biweekly — every other Friday — via direct deposit. Direct deposit is set up at hire using the Direct Deposit Form (or routing/account numbers).
Pay periods run on a fixed two-week cycle. Hours worked in one pay period are paid on the Friday at the end of the following pay period.
If a payday falls on an observed holiday, payroll will be processed on the preceding business day.
Non-exempt employees are paid 1.5× their regular rate for all hours worked in excess of 40 hours in a workweek. The Swift Coffee workweek runs Friday 12:00 AM through Thursday 11:59 PM.
PTO, UTO, holiday pay, and any other paid-but-not-worked hours do not count toward the 40-hour overtime threshold under federal and Pennsylvania law.
Overtime must be approved in advance by your manager. Working unauthorized overtime may result in disciplinary action — but you will be paid for any overtime you actually worked, regardless of authorization.
Because we operate a single shift on a lean team, every person being present at the start of their shift matters. We ask everyone to arrive on time, in the right attire, and ready to work.
If you’ll be late or absent, contact your department lead or the operations coordinator as early as possible — by call or text. Don’t disappear.
Repeated lateness or unscheduled absences may be addressed under our progressive discipline policy (Section 7.2), even if PTO/UTO time is available.
At Swift Coffee, we believe time away from work is essential for maintaining well-being, clarity, and long-term productivity. Rested people do better work, think more clearly, and show up stronger for the team. Our goal is to give everyone the space they need to recharge while keeping our operations running smoothly.
We operate as a very small, lean manufacturing team, working a single shift with limited weekend coverage. Because of this structure, every production day matters, and each person plays an essential role in meeting our commitments. When someone is out, the impact is felt across the entire team and requires planning to facilitate.
Our time-off framework is built with two goals in mind:
PTO is intended for planned time away from work: vacations, personal commitments, family events, scheduled appointments. Because our production schedule depends on every team member being present and prepared, PTO should be requested in advance and approved before being scheduled.
Each employee’s PTO allotment varies based on role, tenure, and classification. Your current balance is shown in the Hub.
Swift Coffee pays out all unused PTO at the end of each calendar year. There is no rollover.
UTO is provided to support employees when unexpected, unplanned events prevent them from working. Examples include illness, family emergencies, transportation issues, or other same-day circumstances that could not reasonably be scheduled in advance.
UTO is not intended to replace PTO or to cover planned travel, vacations, or known commitments.
Unused UTO hours convert to PTO at a 2:1 ratio at the end of the calendar year. (Example: 20 unused UTO hours become 10 PTO hours.) The converted PTO is paid out at your regular rate. UTO does not roll over.
This structure encourages appropriate UTO use while ensuring the time has value if not needed.
Swift Coffee observes the following paid holidays:
Full-time employees are paid at their standard rate for these days.
If you’re required to work on a holiday due to department-specific needs, you’ll be paid your regular hourly wage for the hours worked plus one Floating Holiday (8 PTO hours) to use later with manager approval.
Part-time employees are eligible for holiday pay if the holiday falls on a day they normally work, paid for the hours they would typically work that day.
Swift Coffee aims to provide additional paid days off between Christmas and New Year’s Day. We’ve been able to offer this every year so far, and it has become a valued tradition. Winter Break depends on production load, delivery commitments, and how the holidays fall relative to weekends. It is not guaranteed. Final dates are communicated as early as possible.
Swift Coffee operates in a region where winter weather is part of life. We want employees safe, and we also need to keep production running. This policy balances both.
If management decides production must close due to weather:
Sometimes we delay shift start or adjust hours to balance safety with delivery commitments (e.g., 10:00 AM start, or 10:00 AM–6:30 PM to meet a deadline).
If you decide you cannot travel safely:
We trust employees to make good decisions about personal safety while keeping the policy fair and consistent.
Department leads or the operations coordinator will communicate closures, delays, or adjusted hours as early as possible — and no later than one hour before the scheduled shift start. If you cannot make it in, call or text your manager as soon as possible.
In the event of a death in your immediate family, Swift Coffee provides up to 3 paid days of bereavement leave. Immediate family includes spouse or domestic partner, child, stepchild, parent, stepparent, sibling, grandparent, grandchild, and parent-in-law.
For other meaningful losses (close friend, extended family), talk to your manager — we’ll work something out, typically through PTO.
Bereavement time is logged in the Hub as Bereavement.
If you are summoned to jury duty or subpoenaed as a witness, you are entitled to take the time off. Notify your manager as soon as you receive the summons, and provide a copy.
Pennsylvania law prohibits employers from threatening or retaliating against employees for jury service. Swift Coffee will not deduct from your wages for time spent on jury duty during a regularly scheduled workday for the first three days; additional days are unpaid leave (you may use PTO if available).
Swift Coffee encourages every employee to vote. Polls in Pennsylvania are open from 7:00 AM to 8:00 PM. Most employees can vote before or after their shift. If your work schedule does not provide sufficient time to vote, talk to your manager — we’ll arrange reasonable adjustments.
Employees who are members of the U.S. Armed Forces, National Guard, or Reserves are entitled to leave for military service consistent with the federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Pennsylvania Military Affairs Act. Provide as much advance notice as possible, along with copies of orders.
The federal Family and Medical Leave Act applies to employers with 50 or more employees. Swift Coffee currently has fewer than 50 employees, so FMLA does not apply.
That said, if you face a serious medical situation — your own or a family member’s — talk to us. We’ll work with you on a leave arrangement that uses PTO, UTO, and unpaid leave as needed to bridge the situation. We’d rather find something that works than lose you.
Swift Coffee complies with the federal PUMP Act and provides reasonable break time and a private space (other than a bathroom) for nursing employees to express breast milk for up to one year after the child’s birth. Accommodations are available regardless of exempt or non-exempt status.
If you need this accommodation, talk to your manager or the CEO and we’ll set it up.
Swift Coffee is committed to a safe workplace. If you are injured or become ill while working, we want to address it quickly, safely, and consistently.
Any injury, illness, or physical condition that happens while you’re working or while performing job-related duties (including lifting, cleaning, equipment use, or repetitive tasks). This covers minor injuries (paper cuts, small burns) and more serious injuries (strains, sprains, cuts requiring medical care).
For small injuries needing only basic first aid:
You will not get in trouble for reporting a minor injury.
Tell a manager right away if:
Injury at work: Notify a manager as soon as possible. The injury may be covered by workers’ compensation. Under Pennsylvania law, workplace injuries must be reported within 21 days to qualify for workers’ compensation benefits.
Injury not at work: Notify a manager as early as possible. The absence is handled under PTO, UTO, or unpaid leave.
If a medical provider says you can work with restrictions, Swift Coffee may offer modified or light-duty work that fits those restrictions. If you’re unsure whether a task fits your restrictions, talk to a manager before starting.
All injury reports and medical information must be truthful. False or misleading information may result in loss of benefits and disciplinary action up to termination.
You will never be punished for reporting a workplace injury, seeking treatment, or participating in a workers’ compensation process. If you feel pressured not to report, contact ownership directly.
Because we manufacture food products, every employee in production is a “food employee” under the FDA Food Code. This means certain symptoms and diagnosed illnesses must be reported, and may result in being temporarily restricted from production work.
Tell a manager about any of the following exposures: outbreaks at home, household members with these illnesses, or household members in a setting with an outbreak.
Depending on the symptom or diagnosis, you may be excluded from work entirely or restricted to non-production duties.
For diarrhea or vomiting: not until 24+ hours have passed since your last symptoms. For sore throat with fever, jaundice, or any of the diagnosed illnesses listed above: not until Health Department approval is granted.
This policy exists to protect our customers and to protect each other. Reporting honestly is part of being on this team.
This policy covers personal cleanliness and attire in production areas, in line with FDA Good Manufacturing Practices (GMPs).
Hygiene training is part of onboarding, with annual refreshers. Supervisors monitor compliance daily; violations are addressed immediately.
This policy applies to all employees while on the clock and in production areas of either facility.
You may use your personal cell phone to listen to music or podcasts while working, provided it does not interfere with job performance, safety, or communication. Specifically:
Limited to emergencies and work-related communication only. Non-emergency personal calls or texting while on the clock is not permitted. If you need to take an emergency call, leave the production or service area first.
Stay aware of your surroundings. Any device use that reduces awareness, responsiveness, or creates a safety risk may result in loss of listening privileges.
Violations may result in verbal reminders, written warnings, temporary or permanent loss of phone/listening privileges, and further disciplinary action up to and including termination.
Operating freeze dryers, forklifts, brewing equipment, and packaging robots requires alertness. Working impaired creates risk for everyone — you, your coworkers, our customers, and our facilities.
Reporting to work or working while under the influence of alcohol, illegal drugs, marijuana, or prescription medications used outside of medical direction. Possession, use, distribution, or sale of illegal drugs or alcohol on Swift Coffee property or while on duty.
If you take a prescription that may impair your ability to work safely, talk to your manager. We’ll work out an accommodation that protects you and the team. You don’t have to disclose what the medication is or what it’s for.
Although Pennsylvania has a medical marijuana program, marijuana use that impairs your ability to work safely is not permitted on the job. Medical marijuana cardholders will be accommodated to the extent required by Pennsylvania law; talk to a manager.
Swift Coffee may require drug or alcohol testing in the following circumstances:
Testing follows applicable Pennsylvania law and is conducted by a licensed third-party provider.
Swift Coffee maintains a workplace free from violence, threats, intimidation, and harassment.
Threats (direct or indirect), intimidating behavior, physical altercations, vandalism, and any conduct that places another person in reasonable fear for their safety.
Firearms and other weapons are not permitted on Swift Coffee property or in Swift Coffee vehicles, except as specifically allowed by Pennsylvania law. This includes the parking lot.
Leave the area, contact a manager or Nate or Eric, and call 911 if there is immediate danger. Do not confront the person yourself.
Pennsylvania’s Clean Indoor Air Act prohibits smoking inside the workplace. Swift Coffee extends this to vaping and other tobacco/nicotine products in all interior spaces and in production areas.
Outside the buildings: smoking and vaping are permitted only in designated outdoor areas, away from doors, windows, intake vents, and food storage. Dispose of butts in the provided receptacles.
On the clock: smoking and vaping breaks count as paid rest breaks if they are short. They must not interfere with production or with the hand-washing requirements in Section 5.3 — wash your hands before returning to food-handling work.
Swift Coffee maintains a Heat Illness Prevention Program, which is the controlling document for heat-related safety. The full program is published in the Hub’s Documents tab. Key points:
If you feel symptoms of heat exhaustion (dizziness, nausea, headache, heavy sweating, weakness), stop work, get to a cool area, hydrate, and tell a manager.
To maintain a secure facility at 545 New Holland Avenue, all exterior doors remain locked during operating hours.
Swift Coffee provides access to a health-sharing program through Planstin Healthshare for all employees who wish to enroll. Swift Coffee pays the monthly membership cost for the employee.
If you (or an enrolled dependent) use tobacco, Swift Coffee covers the tobacco-use premium for 12 months. After that, the additional premium becomes the employee’s responsibility, or coverage is discontinued.
Spouses and children may be enrolled at the employee’s expense. Costs as of 2026 (subject to change by Planstin):
Each dependent has their own $1,250 IUA. Dependent costs are deducted post-tax and are subject to change.
Because Planstin is not conventional insurance, the monthly membership is considered taxable income. Applicable taxes are withheld by Swift Coffee. Employees who decline to enroll do not receive financial compensation in lieu of participation.
Use the Planstin Healthshare Sign-Up Form (in the Hub’s Documents tab, English and Spanish versions). Election is part of new-hire onboarding.
Swift Coffee offers a 401(k) retirement option to all employees. Participation is voluntary.
Match. Swift Coffee matches employee contributions up to 5% of salary.
Specific plan terms — eligibility waiting period, vesting, contribution limits, investment options — are detailed in the plan document, which the CEO will share separately. Contact admin if you don’t have a copy.
On Fridays, Swift Coffee provides team lunch. It’s a small thing, but it’s a thing.
We don’t have a long list of conduct rules, because most of what we expect comes down to good judgment and treating each other well. But to be clear:
This is a representative list, not an exhaustive one. Conduct that’s not on this list can still be a problem; we’ll handle it case by case.
When something goes wrong, our goal is to use the lightest intervention that addresses the problem — and to do it in a way that gives you a clear chance to course-correct before things escalate.
| Layer | What it is | When it’s used |
|---|---|---|
| 1 — Verbal coaching, documented | A direct conversation with a manager about what happened and what needs to change. The manager notes the date and what was discussed in your file. You don’t sign anything. | First-time minor issues — a one-off lunch running long, a missed dress-code item, a small error that doesn’t affect safety or product, a casual cell-phone reminder, a one-off communication issue. |
| 2 — Written warning | A formal document. It names the specific behavior with dates and examples, the expectation going forward, the timeline (typically 30 days), and the consequence if the behavior recurs. You sign to acknowledge receipt — your signature is acknowledgment, not agreement. | Patterns or repeated minor issues after Layer 1; performance below documented expectations; treating a coworker poorly in a way that doesn’t rise to harassment but harms the team; failure to follow non-safety procedures. |
| 3 — Final written warning, suspension, or last-chance agreement | The last step before termination. Time-bound (typically 30, 60, or 90 days), with specific measurable expectations and an explicit statement that the next step is termination. You sign to acknowledge it. | A repeat issue at Layer 2 within roughly 6–12 months, or a single serious issue that doesn’t quite warrant immediate termination. |
| 4 — Termination | End of employment. | Where the prior layers haven’t resolved the issue, or where conduct is serious enough on its own (see below). |
Some conduct is serious enough that it can lead to termination on a first occurrence:
A repeat issue within roughly 3–6 months of a prior layer typically moves you to the next layer. Outside that window, the clock generally resets and we’d start at the appropriate lower layer. We don’t apply this mechanically — context matters — but those are the timeframes we work from.
Managers may keep contemporaneous notes about workplace observations and conversations as part of doing their job — this is normal management practice.
You may review your own personnel file on reasonable request — talk to admin or the CEO to schedule it.
Discipline decisions take into account the nature of the conduct, your prior history, the safety impact, and the surrounding context. Our goal is for the response to feel fair and proportionate — to you and to the rest of the team.
If something is wrong — a policy violation, harassment, discrimination, a safety issue, a payroll problem, treatment by a manager that you believe is inappropriate — we want to know.
Raising a concern in good faith — about anything — is protected. Retaliation is itself a violation of policy.
You have the right to use social media on your own time. You also have the obligation, as a Swift Coffee employee, to protect the company’s confidential information and reputation.
If something goes wrong online, tell a manager. We’d rather know early.
This policy is not intended to limit your right to discuss wages, hours, or working conditions with coworkers — including online — as protected under the National Labor Relations Act.
We appreciate at least two weeks’ notice when you decide to leave Swift Coffee. Notice helps us plan coverage and transition your work. Submit notice in writing (email is fine) to your manager and the CEO.
Pennsylvania law requires final wages to be paid by the next regular payday following separation. Swift Coffee will pay accrued unused PTO at separation, consistent with our year-end payout practice. UTO is not paid out at separation.
On or before your last day, return all Swift Coffee property in your possession, including: keys, fobs, uniforms, tools, equipment, devices, and any company materials. Personal copies of company information must be deleted.
The Confidentiality Agreement you signed at hire continues to bind you after your employment ends. See Appendix B.
Standard practice is to confirm dates of employment and position. Anything beyond that is provided only with the former employee’s written authorization.
We’d like a brief conversation when you leave — what worked, what didn’t, what we should change. It’s optional but useful.
By acknowledging this handbook (digitally in the Hub or by signed paper copy), you confirm:
This Confidentiality Agreement (this “Agreement”) is made effective as of the date signed below between Swift Cup Coffee LLC of 545 New Holland Ave, Lancaster, PA 17602 (“Swift Cup Coffee LLC”) and the undersigned employee (“Recipient”).
Swift Cup Coffee LLC is engaged in manufacturing soluble coffee.
The Recipient is engaged in the production, marketing, and sale of soluble coffee.
Information will be disclosed to the Recipient to assist Swift Cup Coffee LLC with the production, marketing, and sale of soluble coffee.
The Owner has requested, and the Recipient agrees, that the Recipient will protect the confidential material and information which may be disclosed between the Owner and the Recipient. Therefore, the parties agree as follows:
I. Confidential Information. The term “Confidential Information” means any information or material which is proprietary to Swift Cup Coffee LLC, whether or not owned or developed by Swift Cup Coffee LLC, which is not generally known other than by Swift Cup Coffee LLC and which the Recipient may obtain through any direct or indirect contact with Swift Cup Coffee LLC.
II. Protection of Confidential Information. The Recipient understands and acknowledges that the Confidential Information has been developed or obtained by Swift Cup Coffee LLC through significant time, effort, and expense, and that the Confidential Information is a valuable, special, and unique asset of Swift Cup Coffee LLC which provides Swift Cup Coffee LLC with a significant competitive advantage and needs to be protected from improper disclosure. In consideration for the disclosure of the Confidential Information, the Recipient agrees to hold in confidence and not disclose the Confidential Information to any person or entity without the prior written consent of Swift Cup Coffee LLC.
III. Relationship of Parties. Neither party has an obligation under this Agreement to purchase any service or item from the other party or commercially offer any products using or incorporating the Confidential Information. This Agreement does not create any agency, partnership, or joint venture.
IV. No Warranty. The Recipient acknowledges and agrees that the Confidential Information is provided on an “AS IS” basis. SWIFT CUP COFFEE LLC MAKES NO WARRANTIES, EXPRESS OR IMPLIED, WITH RESPECT TO THE CONFIDENTIAL INFORMATION AND HEREBY EXPRESSLY DISCLAIMS ANY AND ALL IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE.
V. Limited License to Use. The Recipient shall not acquire any intellectual property rights under this Agreement except the limited right to use set out above. The Recipient acknowledges that, as between Swift Cup Coffee LLC and the Recipient, the Confidential Information and all related copyrights and other intellectual property rights are (and at all times will be) the property of Swift Cup Coffee LLC.
VI. General Provisions. This Agreement sets forth the entire understanding of the parties regarding confidentiality. The obligations of confidentiality shall survive indefinitely from the date of disclosure of the Confidential Information.
IN WITNESS WHEREOF, this Agreement has been executed and delivered in the manner prescribed by law as of the date signed below.
Information Owner: Swift Cup Coffee LLC
Recipient