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EMPLOYEE HANDBOOK
BE SPECIFIC & CLEARLY DEFINED WITH YOUR POLICIES
SHARE COMPANY POLICIES WITH YOUR EMPLOYEES
CONSISTENTLY DEPLOY DISCIPLINARY ACTION
YOUR POLICIES WILL MANAGE FOR YOU
KEEP READING FOR A GREAT ABSENTEEISM POLICY
 CORE CONCEPT:
RESOLUTION:
Clearly state your company policies to a new hire on their first day of work and then give them a copy of the policies in writing. Be specific with your policies and be sure your employee understands them. When a policy is broken or not honored be sure to deploy the appropriate disciplinary action in a timely basis. Letting your policies manage for you is not the only benefit of this process, it also highlights and supports your culture of professionalism and fairness.
Create an employee handbook for your company. Be sure to document all of your policies in the handbook and be sure to be specific. Especially about a great and court tested absenteeism policy:
- Allow 4 absences every 6 months-no differentiation between excused and unexcused absences (Very specific and it is impossible to discriminate if you do not know the reason-You are not judge & jury)
- 3 absence days in a row count as 1 day for tracking purposes (Allows for major illnesses, funerals, weddings, emergencies, etc. without having to terminate. With most of these you will receive notice of the expected absence and advance notification of an absence is much easier to manage)
- 3-1/2 days count as 1 day-Must clean 1/2 of homes scheduled (This encourages employees to not take a whole day off for doctors' appointments. It is generally easier to manage if they work at least half the day, especially if they have a 'special' client that day)
When an employee has only worked 30 days and they have an absence day, give them a verbal warning (if they keep up this level of absenteeism, you will need to fire them in 5 months.). If they miss their 2nd day in 60 days give them a written warning. And so on. Terminate on the 5th absence regardless of the reason. In fact, you DO NOT want to know the reason. (You can always bring them back in 30 days)
You will never lose an unemployment case, you will never lose a discrimination case and, best of all, your absenteeism rate will reduce drastically if you follow this process with each and every absenteeism occurence at your company. What a GREAT way to start a day with no one calling in sick or for 'whatever'.
(There is one last benefit to not asking why a person is not coming to work. Who has time to listen to that long sob story when this person has just started a fire that you need to put out!?!)
Employee Handbook-English $30
Employee Handbook-Spanish $40
Employee Handbook Quiz-English $5
Employee Handbook quiz-Spanish $12
Request for Time Off $5
Building a Winning Team Webinar-part 1-English $19.95
Building a Winning Team Webinar-part 2-English $19.95
Building a Winning Team Webinar-part 1-Spanish $19.95
Building a winning Team Webinar-part 2-Spanish $19.95
(Building a Winning Team should be watched by both owners and Team Leaders)
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Sincerely,
Sharon Tinberg and Sharon Fliess
Rags to Riches Success Maid Easy |
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