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Old 01-17-2013, 09:18 PM
scoobydu73 scoobydu73 is offline
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Join Date: Nov 2008
Posts: 9
Quote:
Originally Posted by jones68 View Post
i work directly with people working for me i am a small operation so at most its me and 3 employees working at a time. if i see abuse i stop it right away but if a machine does break (besides normal wear and tear) i pay for the parts and have the employee come in on his time to assist in the repair. I have found that this works very well and they end up respecting the equipment. i have found that employees dont think about how it gets repaired they just know that it broke and within a few days it gets fixed. having them come in on their time to work on it they understand more that all of the nice equipment takes work to keep that way. as far as being late.....well after a few times they will be let go

I agree with you but I pay and train all my employees to do minor supervised maintenance on the equipment. During slow times we discuss common problems and things to look for. The more familiar a operator is with the machine the more likely he will notice a change and possible need for maintenance and repair. We assign equipment to each worker rather than each crew. This way accountability comes to play and changes can be addressed. ( worker #1, " The mower was lacking some power compared to other days today.")
We discuss what to check and troubleshooting. Any maintenance item must be documented on a quick 2 second form on our employees page on our website that they can fill out by there mobile phones or paper form in the truck box. No repairs are to be made unless it is a easy thing like switching a broken or slipped belt.

If they damage the equipment, I currently have them help me fix it but any time you have an employee come in to work they should be paid. I don't know if they volunteer to come in on a weekend or something but either way they should know the extent and inconvenience there recklessness caused.

And this is why I proposed the idea to have an "equipment bonus."

It sounds like a lot of people are thinking that this is a bonus on top of what their normally wage is. The point and idea that I was trying to get across is that with the combined bonuses they will earn their regular wage. If you have a slacker every now and then he isn't worth as much to you. If he is consistently late or breaks equipment all time he needs to go. But lets say you normally pay someone $13.50 an hour. You would pay them $10 an hour on payroll then they would get 25% ($2.50/hr) equipment bonus and 10%($1.00/hr) on time bonus. So after everything is calculated they are still getting $13.50 an hour but if they break equipment or are late then you are able to use than money that would have gone in their bonus to pay for equipment breaks and inconvenience.


If you hire 2 people and pay them the same hourly rate but one is late 1 to 3 times a month and the other is always on time or one of your workers equipment seems to be aging and need replacing of non maintenance parts faster than the other workers, which employee is worth more to you and saves you money. You can't just deduct wages, but you can decide not to give bonuses, but the bonus equals out to their normally paid hourly wage. This is an incentive to help the business grow, show professionalism, pride and respect for working for your company. If someone asks well I can work anywhere else and get paid without the risk of losing a "bonus", I would say well I am more likely to pay you more because a company with employees that save on repairs and other overhead cost means more money for the payroll budget.
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