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  #51  
Old 11-19-2012, 09:49 PM
zackvbra zackvbra is offline
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it seems like it would take more time to figure out how much your employees make by the job. its just easier to have them log their hours and turn them in every week.
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  #52  
Old 01-01-2013, 09:23 PM
harryb harryb is offline
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ghunter502, would like to know if you are useing this way to pay your help and how it is working
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  #53  
Old 01-01-2013, 09:36 PM
Duekster Duekster is offline
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I reviewed our work commission and piecemeal is legal but you can not let them go below minimum wage. The concept is they will waste less time in the field. You would need to track both
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  #54  
Old 01-02-2013, 11:22 AM
harryb harryb is offline
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can you explain how your's works?
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  #55  
Old 01-02-2013, 01:09 PM
agent walker agent walker is offline
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I recall reading an article on this in a landscape magazine. Some of the workers got ticked off and left, but the ones that stayed made considerably more money. I think it would be best to have the employees working for at least several years so you know what kind of work they do and they'd know the properties well. There would have to be some way to dock pay if they cut corners and a customer complained.
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  #56  
Old 01-02-2013, 01:59 PM
Duekster Duekster is offline
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I too have read a few articles and there are some problems. Not every job we do is good for piece meal pay.
Will quality suffer as they rush through the job?

I am not 100% sold on the concept. I am considering getting clip and tracking time closer. It will track piecement work.
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  #57  
Old 01-02-2013, 02:08 PM
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Patriot Services Patriot Services is online now
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Quote:
Originally Posted by WYtyler View Post
We are considering switching our payscale to a "pay per job" instead of hourly. We have a lot of wasted time and think that if the crew knows what they are getting paid for that particular job, they would buy into more. For example, paying out 20% of total invoice divided among 3 guys. Crew leader gets 8% and the 2 laborers each get 6% (for a total of 20%). That would be there pay. No matter how quick or slow they do it. Any ideas?
You have a supervision problem. Don't complicate the solution. If a system worked, the majority would be using it.
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  #58  
Old 02-09-2013, 10:42 AM
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Dragon Rider Dragon Rider is offline
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will the be exempt or non exempt employees?
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  #59  
Old 02-09-2013, 12:58 PM
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ELS Landscape ELS Landscape is offline
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Quote:
Originally Posted by Dragon Rider View Post
will the be exempt or non exempt employees?
I believe in Texas they would be non-exempt so you would have to track hours and make sure they do not drop below minimum wage. If they are dropping that low, then you are not paying enough for the job.
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  #60  
Old 02-17-2013, 05:05 PM
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ghunter502 ghunter502 is offline
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Quote:
Originally Posted by harryb View Post
ghunter502, would like to know if you are using this way to pay your help and how it is working
We implemented this pay scale shortly after this post started. We started paying our employees by the job versus hourly. If I would have known how this would turn out I would have done this years ago. We started out with one crew to see how it would work. Within 2 months all of my crews came to me asking how they could be involved in this system. They could see how much more money our test crew was making they were getting done earlier in the day because of increased productivity they were done earlier. My employees are much happier, not asking for more money, significantly increased productivity, and less employee turnover. They also get incentives for up sells for there current customers and new customers. Best program we ever started.
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