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Handling Employees

Posted on Thu, 15 Jan 2015 at 21:36



How are you guys handling issues with employees? For instance, a guy does an install an hour away and doesn't get the customer sign off sheet signed for the company who hired us to do the job. Now I won't get paid until I get this signed and sent to my customer. Do I make him drive out there to get it signed in his own truck on his own time with his own fuel? This is just one issue that comes to mind.

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Signatopia says: You have to have written policies in place, document non-compliance and terminate repeat offenders. Making someone work off the clock is against federal law and will cause you huge problems. We used a ...

You have to have written policies in place, document non-compliance and terminate repeat offenders. Making someone work off the clock is against federal law and will cause you huge problems.
We used a very cost-effective consultant to get our processes straight, and our similar problems have cleared up dramatically. If you would like their contact info, send me a message and I'll provide it.

posted on: Fri, 01/16/2015 - 9:36am
Samson says: You cant make them go back on there own time , however you can lower their pay to min wage for the time they spend on re-do's. posted on: Mon, 02/23/2015 - 6:51pm
signking says: Make sure all installers are clearly informed that sign-off sheets and photos are required FOR EVERY PROJECT. If they do not comply ... fire them. In this case as Signtopia says you cant make them ...

Make sure all installers are clearly informed that sign-off sheets and photos are required FOR EVERY PROJECT. If they do not comply ... fire them.

In this case as Signtopia says you cant make them go on their own time.

One of the most important parts of management is being able to manage people. Not many are good at it though, and it seems many companies have similar issues as yours. Identify strengths and put the employees in position to use those attributes. If you cant identify viable strengths, replace the employee.

Companies are only as good as their employees.

posted on: Wed, 01/21/2015 - 7:43am
111111111 says: I agree with signking. We had a policy that if there was a return trip that was purely the installers' fault, they had to go back on their own time (i.e the weekend) so it didn't interrupt our ...

I agree with signking.

We had a policy that if there was a return trip that was purely the installers' fault, they had to go back on their own time (i.e the weekend) so it didn't interrupt our schedule and that they were paid minimum wage, thus keeping us legal.

This was in our policy manual and employees had to sign off on it before being hired. What we found was that just the threat of this made a big difference. However, we only had to enforce it once and the installer ended up quitting rather than going on the weekend. Not a big loss, but we did away with that policy and have since focused on better training and communication on our end. If an installer has these issues and won't work with us to achieve a mutually beneficial solution we start looking for his replacement.

posted on: Wed, 01/21/2015 - 6:23pm
Signatopia says: You'd be well advised to destroy all copies of your handbook containing language requiring employees to work without compensation, whether or not it's their fault. If the wrong lawyer gets wind of it, ...

You'd be well advised to destroy all copies of your handbook containing language requiring employees to work without compensation, whether or not it's their fault. If the wrong lawyer gets wind of it, you could be finished.

posted on: Thu, 01/22/2015 - 2:29pm
111111111 says: If you read my post you will notice that there was no "work without compensation" in our policy manual. Our policy was to pay them minimum wage, thus keeping us legal. The point of my post was that ...

If you read my post you will notice that there was no "work without compensation" in our policy manual. Our policy was to pay them minimum wage, thus keeping us legal.

The point of my post was that although that particular policy has helped, we have since concluded that better training and communication on our part has been the key to reducing these mistakes.

posted on: Fri, 01/23/2015 - 11:14am
BenP says: Ask your employee for your money back ... he didn't do the job you paid him to do .He would not pay for something he didn't recieve,right??? You can't fire him , if you have no one to replace him , ...

Ask your employee for your money back ... he didn't do the job you paid him to do .He would not pay for something he didn't recieve,right???
You can't fire him , if you have no one to replace him , Cost of training .....What do you pay this guy ?
Question , is Signatopia an employee ? union ?

posted on: Thu, 01/22/2015 - 11:45pm
Signatopia says: I own a company, and have been taken to court for exactly this type of policy. Smart people learn from their mistakes. Really smart people learn from the mistakes of others. I'm hoping you guys are really ...

I own a company, and have been taken to court for exactly this type of policy. Smart people learn from their mistakes. Really smart people learn from the mistakes of others. I'm hoping you guys are really smart. No working off the clock is a federal rule. In most states, you can't alter an employee's hourly wage during the pay period. I agree that bad employees are a big problem, but they're protected, and stomping your feet ala BenP doesn't change the fact that you'll lose in court.

posted on: Fri, 01/23/2015 - 1:02pm
111111111 says: Our minimum wage was discussed and agreed upon prior to them going back, so there was no altering of any paycheck. I'm getting the impression that your are viewing this as sneaky, but I disagree. These ...

Our minimum wage was discussed and agreed upon prior to them going back, so there was no altering of any paycheck. I'm getting the impression that your are viewing this as sneaky, but I disagree. These were very clear and agreed to ahead of time, and the one time it was going to be enforced the employee chose to terminate his employment rather than keep his end of the deal. He also filed for unemployment. We disputed that and won.

By the way, this policy was introduced and recommended to us by our outsourced HR company.

I'd recommend discussing any of these types of issues with your business attorney.

posted on: Fri, 01/23/2015 - 3:41pm
Signatopia says: I promise you that I don't view you as sneaky, nor trying to get over. I also agree that bad employees are a nightmare, and you want to punish them, like I do. But if you and an employee agree in writing ...

I promise you that I don't view you as sneaky, nor trying to get over. I also agree that bad employees are a nightmare, and you want to punish them, like I do. But if you and an employee agree in writing to something that isn't legal, it doesn't stand up in court, no matter if the employee willingly agreed. I have the scars to prove it, and am simply trying to help others avoid the same 5 figure lesson. By the way, I'm still trying to recover my costs from Staff Leasing.

posted on: Fri, 01/23/2015 - 4:23pm

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