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cewfa
08-04-2011, 06:51 PM
This is an employee handbook I have created for a company I would like to start one day. I would like the community's opinion on it and if you guys feel I have missed something, please let me know.

Mytical
08-04-2011, 07:44 PM
I like it, a lot of common sense things covered. Enforcement will be an issue, but I wish a lot more companies had similar policies.

Hanzoku
08-04-2011, 09:04 PM
You'll probably want a lawyer and a professional HR person to go over it for the tecnical and legal aspects. Questions I come away with:

Board of Chancellors:
1) How is a Chancellor removed? Closed/Open vote among the rest of the Board? Can Chris (yourself I assume?) fire someone from the Board/Company directly?

Thirty Day Policy:
2) What is 'passing muster'? Overall it may be easier if all employees are evaulated at the end of 30 days. The manager might know within three that they wish to keep the employee, but it prevents charges of discrimination if a white, male employee is signed on full-time within a week while a black, female employee is signed on or reassigned after 30 days. It doesn't matter if the hypothetical white male employee is more qualified, you can still easily get into trouble.

Employment Classification:
3) 34 hours is an awkward number to work around. 32 hours is four, eight-hour days. 34 would mean a fifth day of two hours or two days of 9 hours and two days of 8 hours. It'd be easier to work with 32 or 36 hours. (four 8 hour days or four 8 hour days and one 4 hour half-day)

Vacation Pay
4) This might be the 'lived in Europe too long', but employees can only go on one-week vacations, even if they have two weeks of vacation time saved up? That makes it difficult to go on family camping trips should they choose to. I think that employees, if they have manager approval, should be able to use all their vacation time at once if they so choose.

Teskeria
08-04-2011, 09:49 PM
1. The min 32-max 40 hrs vacation seems unreasonable. what if all someone wants to do is extend their say tues-weds off by adding Mon & thurs. Something that I know is a common req. You forbid it and insist they must take either 4 or 5 days. flat. that is extraodinarily rigid.
2. You're probably gonna get complaints on the MLK day off. Accusations of favoritism toward black people ect... personally I wish Veteran's Day was a holiday. A group that includes all races, genders and sexualities (regardless of what the idiot politicians try to say)
3. You need to do a minor rewrite on the written correction section. It apparently has a typo or three and flows strangely.

Irving Patrick Freleigh
08-04-2011, 10:50 PM
An abbreviated thirty day evaluation will occur if the employee passes muster. If the employee doesn’t pass muster, then they can be let go or reassigned to another position

What's "passes muster" mean? This might be better phrased as "adequately performs all requirements of his/her job."

Since this is going to be an official document, you're going to have to be up on your legalese.

If they are found wanting

See above. This would be better phrased as "does not adequately perform all requirements of his/her job."

Rosebush Industries will try to be as accommodating as possible, but we also require at least three hours notice beginning of your shift for a call out, with the exception of emergencies. Employees who call out within three hours of their shift, except for bona fide emergencies, will be charged with an excused absence.

What if I become sick and am not able to give the required three hours notice? I understand it will take many more excused than unexcused absences to get in any real trouble, but depending on the circumstances it may not be possible to give three hours notice.

For example, in my job I start at 5 am many days. Our phone system does not have voicemail or an answering system of any kind. If you call the store after hours it just drops your call after telling you the store is closed. So I then have to wait until at 4:45 to call in, because that's the earliest somebody will be in the building.

Profanity is not be used within earshot of customers or employees who might be offended by profanity.

What you expressed in 17 words I could express in 4: Profanity is not allowed.

What is the difference between a written warning and a written coaching? Most places go oral warning, then written warning.

Fair Play Policy (Building Level Employees)
No building level employee may throw another building level employee under the bus for personal gain or personal reasons. Employees caught doing this will be terminated on the spot.


This will probably need to be re-phrased. While we all know what throwing someone under the bus is, it will need to be more explicit since it's a firing on-the-spot offense. Again, that whole legalese thing.

cewfa
08-04-2011, 11:26 PM
You'll probably want a lawyer and a professional HR person to go over it for the tecnical and legal aspects. Questions I come away with:

Board of Chancellors:
1) How is a Chancellor removed? Closed/Open vote among the rest of the Board? Can Chris (yourself I assume?) fire someone from the Board/Company directly?

Thirty Day Policy:
2) What is 'passing muster'? Overall it may be easier if all employees are evaulated at the end of 30 days. The manager might know within three that they wish to keep the employee, but it prevents charges of discrimination if a white, male employee is signed on full-time within a week while a black, female employee is signed on or reassigned after 30 days. It doesn't matter if the hypothetical white male employee is more qualified, you can still easily get into trouble.

Employment Classification:
3) 34 hours is an awkward number to work around. 32 hours is four, eight-hour days. 34 would mean a fifth day of two hours or two days of 9 hours and two days of 8 hours. It'd be easier to work with 32 or 36 hours. (four 8 hour days or four 8 hour days and one 4 hour half-day)

Vacation Pay
4) This might be the 'lived in Europe too long', but employees can only go on one-week vacations, even if they have two weeks of vacation time saved up? That makes it difficult to go on family camping trips should they choose to. I think that employees, if they have manager approval, should be able to use all their vacation time at once if they so choose.

Good questions. As for the chancellor question, I will have to give it some thought and do a revision. We can't just give Chris (me) all the power can we?

2. Full Time and Part time statuses are decided before the job posting even goes out, based on company needs. If a person is hired part time, he/she can be moved to full time if a position becomes open and they want it. Nobody gets reassigned, discharged, or even formally evaluated until the thirty days are up. The actual thirty day evaluation is covered in more detail in another handbook I am currently writing. What I should have said was that it would be covered in more detail in the other handbook.

3. Since my businesses are going to mostly restaurant/retail/hotel in nature, there aren't always going to be 8 hour days. I picked 34 because it does schedule fairly easily between 6 and 8 hour shifts, which I've found to be more typical in my own personal retail working experience. For example one can be scheduled two seven hour shifts, two sixes, and one eight and come up with 34.

4. Due to the needs of business, I cannot allow people to take more than one week at a time. Here is why: For one, the extra man hours to cover the vacation would be too much labor, and possible overtime, especially since your getting paid in the process. Also, theoretically, you can earn up five weeks of vacation a year, if you use your time exactly after you earn it. Hell, you could earn much more than five weeks vacation if you used it right at 32, because it would only take 8 weeks to earn that, instead of 10 for 40. If I let my employees use it all at once, I would never see them.

1. The min 32-max 40 hrs vacation seems unreasonable. what if all someone wants to do is extend their say tues-weds off by adding Mon & thurs. Something that I know is a common req. You forbid it and insist they must take either 4 or 5 days. flat. that is extraodinarily rigid.
2. You're probably gonna get complaints on the MLK day off. Accusations of favoritism toward black people ect... personally I wish Veteran's Day was a holiday. A group that includes all races, genders and sexualities (regardless of what the idiot politicians try to say)
3. You need to do a minor rewrite on the written correction section. It apparently has a typo or three and flows strangely.

1. See the last point of Han's question. If all an employee wants to do is give themselves a three day weekend (or four) then they can use personal days if they have them for that.

2. I don't understand how one could claim discrimination or favortism based on offering time and half holiday pay on MLK day? Or even shutting the building down on that day if the building can't support the overtime. Especially when that is offered or could happen on other holidays as well. I do agree about Veterans Day and will add it to list when I consider all of your comments and revise it.

3. Do you mean the whole document needs re-written or just the written coaching section? I did forget to spell and grammar check before I presented it. Please clarify.

cewfa
08-04-2011, 11:29 PM
Irv, I'll address your post later. What I should have done was checked and seen if anyone else replied before I typed up and sent my last response.

chikenlady
08-05-2011, 12:21 AM
"Employees are not to come to work drunk or stoned either. Employees who come to work drunk or stoned"

Should this be rephrased? Maybe something like "under the influence of alcohol or illegal substances"

cewfa
08-05-2011, 01:00 AM
What's "passes muster" mean? This might be better phrased as "adequately performs all requirements of his/her job."

Since this is going to be an official document, you're going to have to be up on your legalese.



See above. This would be better phrased as "does not adequately perform all requirements of his/her job."

To be truthful, I don't have an answer for these concerns without coming across as flip or sarcastic, which I don't want to do because I truly appreciate you guys taking the time to give me constructive criticism.

What if I become sick and am not able to give the required three hours notice? I understand it will take many more excused than unexcused absences to get in any real trouble, but depending on the circumstances it may not be possible to give three hours notice.

For example, in my job I start at 5 am many days. Our phone system does not have voicemail or an answering system of any kind. If you call the store after hours it just drops your call after telling you the store is closed. So I then have to wait until at 4:45 to call in, because that's the earliest somebody will be in the building.

This would be likely covered under the extenuating circumstances that is also mentioned in the same paragraph. At the very least it would be taken into account, and if you are dissatisfied you can appeal the unexcused absence if you are charged with one.


What you expressed in 17 words I could express in 4: Profanity is not allowed.

I don't mind profanity as long as it is not in front of customers or people who find it offensive. Secondly, why should I only use four words here, but not earlier in your post?

What is the difference between a written warning and a written coaching? Most places go oral warning, then written warning.

Written warnings don't get you points docked on your evaluation and expire off your record quicker. Other than that, nothing really.


This will probably need to be re-phrased. While we all know what throwing someone under the bus is, it will need to be more explicit since it's a firing on-the-spot offense. Again, that whole legalese thing.

I don't really know how else to put it, do you have any suggestions?

"Employees are not to come to work drunk or stoned either. Employees who come to work drunk or stoned"

Should this be rephrased? Maybe something like "under the influence of alcohol or illegal substances"

I like to use plain language as much as possible. I guess I didn't think about it when I wrote it.

BTW, my responses to Irv are blue.

Teskeria
08-05-2011, 02:16 AM
2. I knew a young man of Asian decent who successfully managed to get an MLK off changed to presidents day off by arguing that it was prejudiced in favor of black employees as they didn't offer a holiday off to honor people of any other race such as Asian or Caucasian. yes it's stupid. but so are people sometimes. okay often.

3. Just that paragraph about Written coaching. It looks like you started to write one way, then changed to fit with the paragraph above.

Irving Patrick Freleigh
08-05-2011, 09:25 AM
I don't mind profanity as long as it is not in front of customers or people who find it offensive. Secondly, why should I only use four words here, but not earlier in your post?

1. How do you determine if an employee is offended by profanity? Ask about it in the job interview? Get all the employees together, drop a bunch of f-bombs and take note of who complains or becomes visibly uncomfortable? Or are you just going to let people complain and then tell others afterwards that they shouldn't say bad words in front of the person who complained?

2. Because "profanity is not allowed" is specific. "Passes muster" is not. Your definition of "passes muster" will be different from everybody else's, particularly those who do not pass muster.

I'm sorry if I got your back up with my comments. They were just off-the-top-of-my-head things.

TowelKing
08-05-2011, 09:50 AM
"Employees are not to come to work drunk or stoned either. Employees who come to work drunk or stoned"

Should this be rephrased? Maybe something like "under the influence of alcohol or illegal substances"

[Company name] abides by a strict zero-tolerance policy. Any employee found to have illegal or controlled substances, either in their system, or on their person, whether for personal use or distribution, is subject to immediate termination.
Any employee involved in on-the-job incidents (injuries, accidents, equipment damage) will be required to undergo professional drug and alcohol screening before being allowed to return to work.
Any employee that is currently taking medications, either over-the-counter or prescription, must provide proof of prescription (if prescription medications) to their immediate supervisor, no later than 8 hours before the start of their next shift. Notice of consumption must also list possible side-effects and potential limitations while on said medication. Failure to do so will result in an immediate one week suspension without pay.

Something like that. Additional stuff added in there to cover your ass.

cewfa
08-05-2011, 02:58 PM
1. How do you determine if an employee is offended by profanity? Ask about it in the job interview? Get all the employees together, drop a bunch of f-bombs and take note of who complains or becomes visibly uncomfortable? Or are you just going to let people complain and then tell others afterwards that they shouldn't say bad words in front of the person who complained?

2. Because "profanity is not allowed" is specific. "Passes muster" is not. Your definition of "passes muster" will be different from everybody else's, particularly those who do not pass muster.

I'm sorry if I got your back up with my comments. They were just off-the-top-of-my-head things.

You didn't offend me in the least. This is why I posted on here is to get thoughts, and constructive criticism.

Gizmo
08-05-2011, 05:56 PM
-Typo in the Drug screening policy: The supervisor ordering the drug test must get a list of medications from the employee who is being sent for a drug test that could make the test come up negative.

At least I think that should read "positive". Also that sentence seems to place the responsibility largely on the shoulders of the Supervisor rather than the employee who could claim that supervisor didn't ask so they assumed that supervisor knew already. Its also open to interpretation as to whether the person knew it would affect the test or not (and I've known people to assume that something wouldn't affect the test and it has).

-I would also change "pass muster" to something like "does not adequately perform all requirements of his/her job." as suggested above.

-"Employees are not to come to work drunk or stoned either. Employees who come to work drunk or stoned" doesn't really cover much and "under the influence of alcohol or illegal substances" would sound better. I really would read that and say "oh, so if I take heroin etc thats ok but MJ isn't?". Perhaps thats my interpretation of the word "stoned" but I've only heard it applied to MJ and not other illegal and work-affecting substances.

TowelKing
08-05-2011, 08:33 PM
-Typo in the Drug screening policy: The supervisor ordering the drug test must get a list of medications from the employee who is being sent for a drug test that could make the test come up negative.

At least I think that should read "positive". Also that sentence seems to place the responsibility largely on the shoulders of the Supervisor rather than the employee who could claim that supervisor didn't ask so they assumed that supervisor knew already. Its also open to interpretation as to whether the person knew it would affect the test or not (and I've known people to assume that something wouldn't affect the test and it has).

-I would also change "pass muster" to something like "does not adequately perform all requirements of his/her job." as suggested above.

-"Employees are not to come to work drunk or stoned either. Employees who come to work drunk or stoned" doesn't really cover much and "under the influence of alcohol or illegal substances" would sound better. I really would read that and say "oh, so if I take heroin etc thats ok but MJ isn't?". Perhaps thats my interpretation of the word "stoned" but I've only heard it applied to MJ and not other illegal and work-affecting substances.

1) Good eye. I didn't see that. Its the responsibility of the employee to ensure that the supervisor is aware. However, IANAL; I was just giving what I remember (not word for word) what I've seen in contracts I've signed. I could type it out as it shows up in my latest contract. Also, a clean drug test will actually test negative, which is what you want (I had to do one for my latest job).

The whole thing about 'Employees should not come to work drunk/stoned' should closely reflect what I typed. You need to have your ass covered no matter what happens. I would also recommend pre-employment screening.

cewfa
08-06-2011, 03:59 AM
You know, I didn't think about it like I was putting the burden on the supervisor, but I can see where it would come off like that. I'll have to look at it and rewrite it.

I'm sorry, but pre-employment screening goes against my personal beliefs.

As an aside, what does IANAL stand for?

dalesys
08-06-2011, 04:20 AM
As an aside, what does IANAL stand for?

"I Am Not A Lawyer"



or "I'm Anal" if a non-board member says it.:p

PepperElf
08-06-2011, 03:14 PM
The other thing I'm wondering about is... Are you allowed to announce in the handbook that you won't hire people with felonies on their record?

The other thing to consider is that not every felony charge is the same. And are you looking at felony convictions or just felony arrests? I ask because on one of my other message boards, a member went through a felony arrest on a warrant (so his name shows up now on the search) and he was completely innocent (wrong man, hell wrong race too, and wrong DOB).

wolfie
08-06-2011, 06:17 PM
Minimum wage regarding Santa Fe NM and NYC (or any other cities with higher minimum wage than surrounding area): You say that the higher pay would apply to branches in the city AND employees residing in the city. Unless the applicable law says that both are covered, you're opening a can of worms. Consider the following:

- Company has a branch close to, but not in, one of these jurisdictions.
- Some employees of the branch live outside the jurisdiction, some inside.
- Employees living outside the jurisdiction will be somewhat dissatisfied that co-workers are earning more money for the same work simply because of where they live, possibly suing on the grounds of discrimination.

or:
- Management wants to keep payroll expenses down for a branch close to, but not in, one of these jurisdictions.
- Two equally-qualified candidates apply, one lives in the jurisdiction, one outside.
- Candidate living outside the jurisdiction is hired.
- Unsuccessful candidate finds out about the policy, and sues on the grounds of discrimination.

It's my understanding that minimum wage applies based on the jurisdiction where someone WORKS, not on the jurisdiction where they LIVE.

Also, your policy regarding appeal of disciplinary action is one-sided (consequences for management when appeal goes in favour of worker, no consequences for employee when appeal goes in favour of management). Take a look at the COC forum on CS - the subjects of some of those posts are likely to appeal EVERY disciplinary action, consuming company resources. There should be a penalty for appealing a disciplinary action which is found, on appeal, to be justified.

cewfa
08-07-2011, 12:32 AM
Minimum wage regarding Santa Fe NM and NYC (or any other cities with higher minimum wage than surrounding area): You say that the higher pay would apply to branches in the city AND employees residing in the city. Unless the applicable law says that both are covered, you're opening a can of worms. Consider the following:

- Company has a branch close to, but not in, one of these jurisdictions.
- Some employees of the branch live outside the jurisdiction, some inside.
- Employees living outside the jurisdiction will be somewhat dissatisfied that co-workers are earning more money for the same work simply because of where they live, possibly suing on the grounds of discrimination.

or:
- Management wants to keep payroll expenses down for a branch close to, but not in, one of these jurisdictions.
- Two equally-qualified candidates apply, one lives in the jurisdiction, one outside.
- Candidate living outside the jurisdiction is hired.
- Unsuccessful candidate finds out about the policy, and sues on the grounds of discrimination.

It's my understanding that minimum wage applies based on the jurisdiction where someone WORKS, not on the jurisdiction where they LIVE.

Also, your policy regarding appeal of disciplinary action is one-sided (consequences for management when appeal goes in favour of worker, no consequences for employee when appeal goes in favour of management). Take a look at the COC forum on CS - the subjects of some of those posts are likely to appeal EVERY disciplinary action, consuming company resources. There should be a penalty for appealing a disciplinary action which is found, on appeal, to be justified.

But there are consequences for the employee if they lose their appeal. The consequences are that their original discipline stands. I also think you misread what I wrote. There are no consequences for management if the appeal goes in an employees favor. The only thing that happens is the discipline is stricken from the employees record. The only time management is punished vis-a-vis appeals is if they take action on the employee for the act of appealing.

Regarding the pay, I can see what you are saying. When I wrote that, I was only thinking about the original employees, not any future hires.

FTR, I plan on taking everyone's responses in this thread, considering them, and revising accordingly, so please keep the thoughts and criticisms coming.

cewfa
08-10-2011, 05:14 PM
OK, I made some revisions. Please read and tell me what you think.

TheCheerfulTreeRat
08-14-2011, 01:59 AM
[grins] I had a quick look while prevaricating and avoiding getting some work done.

Background check - You use this as if there's only one kind of background check - which may be the case in the States. Over here (UK) I think the only check you can do is the Criminal Record Bureau check, Standard and Enhanced - this is primarily for checking people who will be working with children or vulnerable adults - I believe you can get other checks done, e.g. criminal checks for people working in financial environments. I would have thought you should use the official name/reference for the check. I don't know how fast checks are in the US, they can take weeks to come back in the UK

Drug Testing Policy - tense - you switch between present and future tenses "test will be paid for" vs "employee is terminated on the spot". [evil grin] and should "on the spot" read "with immediate effect"? Or you'll only be able to sack them if they stay in one spot...

If I was an employee I'd refuse point blank to provide a list of medications to anyone but a health professional who is required to maintain confidentiality. I could be on anti psychotics, HIV medication, oral contraceptive (and everyone knows hubby wants kiddies) and it is absolutely no-ones business what the medications are, and potentially a huge invasion of privacy.

Drugs and Alcohol Policy - I know what you mean, but caffeine, nicotine, aspirin and prescribed drugs are... drugs.

Thirty Day Policy - Qualified? Able to carry out their specified duties surely? I could be qualified AND a lazy idiot. But you'll let me go with a good reference even if I am a lazy idiot who leers down co-workers cleavages? Cool...

I think it worthwhile punting this past a lawyer, they'll be able to point out where alternate phrasing should be used and the dangers of some phrases which have a particular legal meaning.

I've only had a quick look - those were the things that jumped out at me ("Cops" made me smile though).

EricKei
08-15-2011, 01:27 AM
<activate grammar nazi mode>

Don't worry, I won't be too harsh ^_^ As others have said, you definitely need to run this past a lawyer and a professional proofreader. Ideally, the latter will have had experience proofing legal documents.

I will try to stick mostly to things that will make the wording clearer...mostly ^_^

-------------------

Anti-discrimination policy: "nor any", not "or any" (either...or/neither...nor). Also, either use a semicolon or a period (lose the "and" if you do the latter) after "tolerated".

Sexual Harrassment policy -- this goes for any other similar wording in the document, as well: change "includes..." to "includes, but is not limited to,..." -- Consider changing any instances of "on the spot" to "immediately"

Basic employment req's -- GED.

Background check -- If this applies: Mention that management positions MAY require a more detailed BG check. If not, ignore ;)

Drug Testing policy -- change "i.e. security" to "e.g., security". i.e. = "in other words"; e.g. = "for example" --- change "if both tests fail" to something more like "if both test indicate the presence of illegal substances" or "if the employee fails both tests" (the test itself cannot pass nor fail, only the employee can). --- Consider rewording the "list of medications" section to only apply if the company-funded test is failed. Perhaps also consider stating that employees may CHOOSE to provide such a list before taking the first test, just in case. -- also, 'on the spot' again, 2x.

Drugs and alcohol policy -- Do you mean to say that possession is forbidden, or that possession is OK but usage is forbidden? The current wording strongly suggests the latter. As was suggested above, consider simply using "zero-tolerance" verbiage. Also, if you do allow possession, but no usage of LEGAL drugs/alcohol, mention that specifically. An exception may need to be made for prescriptions; consult your lawyer on that one.

Thirty day policy -- consider changing "thirty day probation" to "thirty-day probationary period" for clarity. -- maybe change "can be let go" to "may be terminated/laid off" -- As was said by other posters, "found wanting" is way too vague.

unexcused absences -- consider changing "sent up the discipline chain." to "subject to disciplinary measures"

Tardy - change to Tardiness

No call, no show policy -- change first line of explanation to start with "A No call, no show". If applicable, consider elaboration, e.g.: does this mean 2 NCNS within a year's time? Can an employee forfeit (read: without pay) a day of sick/VACA time to nullify a NCNS (maybe once, ever) that would otherwise result in a termination? Consider adding verbiage that allows for extenuating circumstances such as emergencies (which were covered above). I suggest defining what is and is not a NCNS more explicitly, especially because of the penalty.

Break policy -- Check state/local laws or have lawyer check. Be very explicit about how breaks/meals work (in particular: mention whether Breaks are paid or not)

Meal policy -- consider changing "worked two hours" to "worked two consecutive hours as part of a scheduled six-hour or longer shift" or something like that.

Evaluations -- use "may be eligible" rather than "will be". "Will" implies just that (i.e., that a raise and/or promotion WILL happen, not COULD happen) -- at least, that's what a lawyer would say if they end up suing over it.

Confidentiality Policy - use "nor" rather than "or"

Access policy -- "entitled to access" rather than "entitled access"

Employment classification -- "float" is jargon. Most people would understand what it means, but there is probably a clearer way to put the concept. I just can't think of one right now >_<

Promotions - "We do not hire outside " to "We do not hire from outside"

At-will employment policy -- no offense :) but just look up the law. If your state does not allow At-Will, remove this section or reword it into something compliant. If it is at-will, either remove this clause or (if you will have people working on multiple states that are NOT all at-will), rephrase it into something like "unless otherwise required by State law in the location where the a given employee actually works". Also, be specific -- At-will allows both the employer and the employee to terminate with or without notice and with or without *cause*, generally speaking. Check your state(s) laws and/or consult with your lawyer on this one, no question about it.

Profit sharing -- consider changing that last sentence to "This portion of Net Profit shall be divided as follows" or "according to the following schedule". Also, consider specifying that you are talking about NET profit, not gross profit, earlier in the passage.

OK, brain needs break now, Will come back to it in a day or 3 ^_^

cewfa
08-15-2011, 01:58 AM
Eric, will you private message me what you just said so it doesn't get lost in the shuffle when I revise it tomorrow. Please and thank you.

emt_cookies
08-15-2011, 09:51 AM
From places that I worked at, usually they will only pay double time if it is a Federal holiday. I am not sure about MLK/President's Day, but I think they paid out only for Memorial, 4th of July, Labor Day, Thanksgiving, were closed Christmas but we had our 4 hours of fringe time.

Are you actually going to mail the pay stubs every pay period?

Are the cost of living raises guaranteed? That 2% is 16 cents the first year assuming they did not get the 5% offered in March. The 2% seems more typical of salary than usual hourly retail/food. I had no raises at a restaurant and was told it was never going to happen whereas retail it was between 5 and 25 cents dependent on how many hours I worked.

cewfa
08-15-2011, 07:40 PM
It is the two percent cost of living plus whatever percentage the merit raise is.

The two percent is guaranteed. Employees can get up to an additional five percent based on the evaluation.

I was about to ask if you had another idea on how to get people their stubs, but I just answered my own question. Put them on a secure website.

I should have round three of the revisions up for you guys to read and critique sometime later this week. Thanks again for all the responses.

EricKei
08-16-2011, 01:16 AM
Even when I've been paid via Direct Deposit, we still got paper stubs. When I was paid by Card, we did not. I think. Check local laws. ^_^

I'll wait for the next iteration before I continue, then.

...A guaranteed yearly raise? Sweet ;) That's quite rare. Not many places even seem to do COL increases, these days.

cewfa
08-18-2011, 09:00 PM
Third edition. Decided to get rid of the Discipline and Code of Honor handbook, so I combined the two. Added a mock evaluation, and added some other general policies.