What files should you keep on record for your employees?
It's an excellent question, and we're going to talk about that today.
Hi there, I'm Angela Brown, and this is Ask a House Cleaner.
This is the show where you get to ask a house cleaning question,
and I get to help you find an answer.
Now, today's show is brought to us by MyCleaningConnection.com
which is a resource hub for all things cleaning.
And in the resource section you will find a whole section on employees, managing, motivating,
and hiring employees, and it's a great place to start for what we're about to talk about today.
MyCleaningConnection.com thanks for sponsoring today's show.
Okay so today's show comes from a house cleaner who has this question.
Chris Hopper: Hi Angela, my name is Chris Hopper, and I would like to know hiring new employees,
what files besides tax records and personal documents do you like to have
on them for their working goals, and so I can notice any patterns, or anything like that,
that I would want to keep on my employees?
Angela Brown: Hey Chris, that is an excellent question, and my answer is this.
Every employee is going to be a little bit different, you will have basic hiring and
firing policies that you will have on record for your employees.
There may be some kind of break down, which is all the different agreements that you have
to run your business.
All of that is going to be on file that the employee has signed, and inside the employee file.
Now, as your business grows you are going to be making up rules to decide and determine
what the new policies are for your particular business.
Now, not all businesses have to do this, but some do.
For example, let's s ay that you have a particular employee that shows up
and they have really bad hygiene.
And so after a few days or weeks the other employees don't want to work around that person
because they have body odor, or they smell, or they don't brush their teeth,
or they never shower, or whatever it is,
and that's a poor reflection on your business.
And so, what you may have to do is create a brand-new policy that wasn't even part of
your business, that now you're going to instill company wide
so that you can address those issues now.
So that is a brand new policy that you're going to create.
As you create a new policy you want to make sure that it number one is in writing, and
number two that you explain it verbally to all of your employees.
And then you get a verbal agreement with them nodding their head saying
"Yes, I understand that these are the new policies that go into effect today."
And then you have them sign the documentation and you give them the copy, so they can take
this home for their records, and then you take a copy and you put it in the employee file.
Now, there will be problems that some companies have, that some companies never address.
For example, some companies have an ear phone, or ear bud policy, where you are not allowed
to listen to music, or podcasts, or books on tape, or whatever, while you're cleaning,
because you go to slow.
And there are other companies that say "Yes, we have an ear bud policy, where you can listen
with one ear bud in your ear, so that you can still pay attention if the home owners
come and go, or if there are dogs barking, or if someone knocks at the door, or what have you."
So there are different policies that occur that until that happens you might not have
a policy in place.
But if you're at a place where you're hiring employees, what you need to be aware of is
there are a lot of things that may creep up, so don't beat yourself up if you don't have
a whole bunch of policies in place from day one, but as those policies happen, as the
need arises and you create those policies, go ahead and put it down on paper.
And like I say, make sure that it's verbal, and in a little meeting where you're like
"Hey, guys, we're changing our rules, and here's why.
Do you understand the new rules, and that they go into effect today?"
And then you can say, "Oh, by the way, I put it in writing, just so you have a copy just in case.
Mind if you sign that, and then I'll put a copy in your employee file that just says
you understand?"
Now, if you ever have to fire this employee for this particular thing,
you have it on file that they understood, and that they signed it.
And you have the date that they signed it so that you know when this went into effect,
and then any time you had to write them up for misappropriation of this particular thing.
Then what you can do is you can reference that also in their employee file.
So things you want to document are are they late?
Do they have so many call outs?
Do they have so many sick days?
Do they have so many vacation days?
What are the agreements that your company has decided?
Is that in writing?
There's also something that I would keep on file, not to nitpick and not to find fault
with your employees, but just as a record.
If you have an employee that is bullying, or bossing other employees or coworkers around,
or if they're antagonistic, or if they are just nitpicky and fighting and irritable,
you need to have a record of that because that might be their demise.
And the day will come where you may need to fire them for those behaviors.
But if you don't keep a running total of those things, and those complaints that come in
from coworkers or customers, then it's really hard to fire a person on that kind of behavior.
And if it's something that you can fix, this might be something that you want to address
personally with the employee, and again, address it verbally, put it in writing, have them
sign it, keep a copy in their file, so that you have a record of when you had a conversation
with this employee about the behavior that needs to change.
Now, it could be that the employee is just really slow, and if they're really slow that
needs to also be documented, you need to have a record of that that says "Hey, we discussed
this particular issue, we upped the training, these are the changes that we made.
We swapped out the services so that they were more comfortable with the tasks that they
were given, so that they could get them done in a timely manner."
And so you want to have all that stuff documented sot that the employee feels a sense of success
in their work, and then number two if you have to let them go for some reason, you have
a documented list of things that have transpired.
All right, so there's no set in stone list of things, but you do want your regular priorities,
and you want the hours of operation, when they get paid, when their lunch breaks are,
all of those agreements, you want all of that in writing.
And then of course you want their 1099, or their W-2, or whatever the forms are, however
you have addressed this particular hire, you want to have all of that in place as well.
So you've got their tax information, you have their payment information, whether you do
direct or deposit, then you will have their bank information.
There are just a bunch of things like that that you're going to need in your employee file,
but check the resource section over at MyCleaningConnection.com
because there's a bunch of stuff there that will help you.
Anyway, I hope that helps, thanks for calling into the show, and until we meet again,
leave the world a cleaner place than when you found it.
For more infomation >> Tik tok count on me - 抖音 美女版 - girls challenge P1 - Duration: 3:01. 
For more infomation >> பாசக்கார பாம்புகள் தன் குட்டிகளையே சாப்பிட என்ன காரணம் தெரியுமா | tamil Cinema News | Latest News - Duration: 1:55. 
For more infomation >> 강릉 산불|K-News - Duration: 11:48. 
For more infomation >> 굳은살을 치료하는 민간 요법 4가지|HYA TV - Duration: 9:51. 
For more infomation >> 베이킹 소다와 식초를 청소에 활용하는 5가지 방법|HYA TV - Duration: 9:21. 
For more infomation >> 알레르기를 일으킬 수 있는 8가지 채소|HYA TV - Duration: 11:18. 
For more infomation >> 경수진 몸매 나이|K-News - Duration: 8:39. 
For more infomation >> Tota Hoon Mein (ನಾನು ಗಿಣಿ) Tamil Nursery Rhyme For Children | Popular Tamil Rhymes Collection - Duration: 2:40. 
Không có nhận xét nào:
Đăng nhận xét