employee rules or contract examples please

[supercuts]

hi, im looking for any kind of written terms for exployees. we're growing a bit and will hopefully be hiring again in the spring. im at the point where i have one guy who is just slow and doesnt seem to listen or learn when i explain how i want things done. i call him the union employee. i realized i have no formal rules, especially for immediate termination. id have no problem firing someone for doing something like stealing but for making mistakes and firing them, id almost be afraid of getting sued.

again, looking for any written policy thanks

[TexasFire221]

Whats your email? I will send you what I have.

[supercuts]

thank you that was perfect

[alf500series]

Whats your email? I will send you what I have.

i would love to get a copy of that as well if possible.

[rhatala]

i would like a copy of those rules as well i am about to hire a employee

[lawn order]

could i get that too i wouldn't mind looking at it
ill send my email to you if you dont mind

[Perfect touch landscapes]

Can I get employee handbook please thank you aandapugachllc@gmail.com
Posted via Mobile Device

[supercuts]

I appreciate him sharing it with me and i dont feel its my place to distribute his info. any of you can ask him for it, as i dont feel right giving it out. Thanks

[familylawncare]

hey..i do have a employee handbook. Willing to trade for copies of yours. familylawncare@live.com

[Coumbe]

Please send me a copy!

[BELLMOWING]

I was wondering if I could get a copy also. I dont to intrude though. bellmow86@msn.com thank you

[BufalinoLand]

ill buy beer if someone can hook me up with some sort of employee handbook. Bufalinoland7949@yahoo.com

im to the point that im tired of guys(some friends, soon to be enemys of mine)that dont care, listen or do what i need, time to get nasty, and hold people accountable, also anyone use this line, "if were bidding on a job youre bidding on, youre no longer bidding on the job". immediate dissmisal this season

[lawn]

could you please send me a copy of it too? thank you very much.

[JFGauvreau]

Better be off just posting it here instead..

[echeandia]

Here is a template that I found on the business.gov web site. You can customize it to your needs.

http://dol.sd.gov/pubs/template.doc

[Niehaus_SLC]

Hello,

May I have a copy of your emlpoyee rules. I need an idea since I am at that stage with returning employees.

Thanks

[ffemt1271]

i would like a copy.
if anyone needs a copy of a service contract-send me your e-mail address
i already have several requests and will send all out at one time

[elite lawns]

I would like a copy thanks wes@elitelawnsok.com

[Paradise Landscapes]

A nasty employee manual? Hahaha! I have stated all the tools used and their prices. I have a you break it, you bought it policy. It really helps keep abuse and costs down.

[blctim]

Is it possable to get a copy too.?
tim@blcyardworks.com

[supercuts]

A nasty employee manual? Hahaha! I have stated all the tools used and their prices. I have a you break it, you bought it policy. It really helps keep abuse and costs down.

wow, im sure the guys respect you and your things not to mention im sure thats perfectly legal.....

[BufalinoLand]

Bufalinoland7949@yahoo.com

ill take a copy thankyou

[Allers Lawn Care]

hey texasfire221 if you get a free minute could you send over a copy of what you have come up with for the employee rules and regs. thanks, Cole cole@allerslawncare.com

[Paradise Landscapes]

wow, im sure the guys respect you and your things not to mention im sure thats perfectly legal.....

It is. I worked for a LCO when I first started. I took it from his manual.
Also stated that any damage to equipment they pay for, and vehicle scratches they paid for the paint job.

Yep, the paint jobs on the trucks were always scratchless. If caused buy an accident, The LCO's Insurance paid for it.

[qualitylandscaping]

It is. I worked for a LCO when I first started. I took it from his manual.
Also stated that any damage to equipment they pay for, and vehicle scratches they paid for the paint job.

Yep, the paint jobs on the trucks were always scratchless. If caused buy an accident, The LCO's Insurance paid for it.


This isn't legal. At least, not in NY state. You can fire an employee for damaging your equipment or clients property, but you CAN'T make them pay for it or deduct it from a paycheck.

I had an employee that damaged a clients swingset. Told him he had to pay for it, and he did. Two weeks later he did it again, client tweeked. To prevent any further disasters from this employee, I let him go. Filed a complaint with the dept of labor and I had to pay him back...............

:hammerhead: Double check the LAW before assuming something is legal just because you found it written somewhere.

[Paradise Landscapes]

This isn't legal. At least, not in NY state. You can fire an employee for damaging your equipment or clients property, but you CAN'T make them pay for it or deduct it from a paycheck.

I had an employee that damaged a clients swingset. Told him he had to pay for it, and he did. Two weeks later he did it again, client tweeked. To prevent any further disasters from this employee, I let him go. Filed a complaint with the dept of labor and I had to pay him back...............

:hammerhead: Double check the LAW before assuming something is legal just because you found it written somewhere.

You're right. But the hand tools can be charged for.

[qualitylandscaping]

I was told you cannot "charge" or "deduct" for ANYTHING. The word "anything" was not left up to interpretation, it meant "anything".

Must just be NY :dizzy:

[supercuts]

You're right. But the hand tools can be charged for.

who abuses hand tools? my guys are friends, they borrow trucks, mowers, work on their cars/trucks in my shop, hang out, whatever. they wont break my things because they respect me. i dont even worry about it. and accidents do happy, just move on, its part of the business. one thing i taught them when trainning was mistakes happen, that I made all these mistakes, that they will too, and just tell me if they do.

[familylawncare]

sure would appreciate a copy of employee rules as well as service contract
familylawncare@live.com Thanks!

[lawnlandscape]

As a company that started 5 years ago, and 2 years ago was my first year with employees, I would suggest not to just make rules just for the sake of having rules. The people you hire, you should feel they are decent people that will not cheat you. I have about 20 rules now, and all of them were made because of things that happened that I did not like.

Until you have an issue, there is no need for random rules in my opinion. Think about when you were an employee, and the first thing you had to read when you started was a whole bunch of things you cant do. How demoralizing.

[supercuts]

As a company that started 5 years ago, and 2 years ago was my first year with employees, I would suggest not to just make rules just for the sake of having rules. The people you hire, you should feel they are decent people that will not cheat you. I have about 20 rules now, and all of them were made because of things that happened that I did not like.

Until you have an issue, there is no need for random rules in my opinion. Think about when you were an employee, and the first thing you had to read when you started was a whole bunch of things you cant do. How demoralizing.

im more worried if a guy is dragging feet. there are steps that must be taken properly or they can file for wrongful termination and collect on your dime. just thinking ahead. all they need to do is read it, sign it, then put it away incase there is ever an issue.

[Swampy]

I know here in WI you can't take anything off a employee's paycheck unless there is a court order for it (wage garnishing)

But what you can do as punishment, warning system (starts with a verbel warning, then a writen warning, then termination)

Non-paid time off, this works great for infractions. You can't mess with someones pay directly but if are forced to take 3 days off for the week non paid. It can hurt the pocket book. In the mean time find a new helper to fill in for him, so when he comes back he see's that he might loss his job.

I'm big on the 90 day probation period as well.

A new thing that my boss is going to try this year, I know me and the super are going to still have our jobs because we've been there the longest. Even with me having my own business on the side, he doesn't mind (he chases commerical/municpal only while I just take on residental side).

[lawnlandscape]

im more worried if a guy is dragging feet. there are steps that must be taken properly or they can file for wrongful termination and collect on your dime. just thinking ahead. all they need to do is read it, sign it, then put it away incase there is ever an issue.

I have a little more faith in the legal system that that. Sure you hear about freak things all the time. But when I hire an employee, I screen them and pay them well. I'm not looking for just anyone, I look for the right guys.
If someone is not working out, I let them know I'm not happy. If it does not get corrected, I fire them. I don't waste anytime messing around with written warnings or anything.

Also, there is one day that I did not pay an employee for. He blew out the engine on a truck because he was being careless with it AND everything else he did that day I got complaints about. He was only working for me for 2 weeks. New engine was installed for $3,500. I told him that I did not even feel like I wanted to pay him for the day because of all the crap he pulled that day. He told me that was fair. Fired him, did not pay him for the day.

That is really the only REALLY bad experience I have ever had with an employee. If you screen people well, and you hire honest people (I know, easier said then done) and you appreciate your people and treat them well, I don't think you will have to worry about anyone trying to run you over.

And, if I ever do, I will have plenty of character witnesses, that it will be dropped.

[GreenLightLawnCareInc]

I would like a copy as well. john@gllawncare.com

[Swampy]

I have a little more faith in the legal system that that. Sure you hear about freak things all the time. But when I hire an employee, I screen them and pay them well. I'm not looking for just anyone, I look for the right guys.
If someone is not working out, I let them know I'm not happy. If it does not get corrected, I fire them. I don't waste anytime messing around with written warnings or anything.

Also, there is one day that I did not pay an employee for. He blew out the engine on a truck because he was being careless with it AND everything else he did that day I got complaints about. He was only working for me for 2 weeks. New engine was installed for $3,500. I told him that I did not even feel like I wanted to pay him for the day because of all the crap he pulled that day. He told me that was fair. Fired him, did not pay him for the day.

That is really the only REALLY bad experience I have ever had with an employee. If you screen people well, and you hire honest people (I know, easier said then done) and you appreciate your people and treat them well, I don't think you will have to worry about anyone trying to run you over.

And, if I ever do, I will have plenty of character witnesses, that it will be dropped.

To prevent wrongful termination or to help your case if it does go that far is to have something documented, thus a writen warning that is signed and dated. Thus if they pull that same mistake again you have the reason to fire them.

From your point of veiw, I can see why you canned him right away. But not paying him you got lucky. If you break it down even if he did take you to court over 1 days pay wouldn't be worth it. He'd be paying more towards the court to have them open a case then what the one day is worth, let alone a lawyer as well (they don't work for $10/hr).

[lawn]

Still waiting for the copy.....:)

[snomaha]

As a company that started 5 years ago, and 2 years ago was my first year with employees, I would suggest not to just make rules just for the sake of having rules. The people you hire, you should feel they are decent people that will not cheat you. I have about 20 rules now, and all of them were made because of things that happened that I did not like.

Until you have an issue, there is no need for random rules in my opinion. Think about when you were an employee, and the first thing you had to read when you started was a whole bunch of things you cant do. How demoralizing.

Smaller companies profits are driven by people, large companies profits are driven by processes. I agree that rules without teeth mean nothing but documented rules or processes can let employees know how to be successful within your organization.

[vipmanagement]

Hi: My name is Chi Chi and I am just starting a lawn care business (small) I am having trouble finding an employee handbook, could you share what u have? I will be thankful forever,,,, my email is cindyweil63@yahoo.com. By the way I saw ur post on lawnsite.com

Thanks bunches!!