what kind of paper work do you give your employes

one dollar per year. at least...

I have learned (the hard way) to talk about expectations and company 'rules'. We are all friendly but I own the company so must make the call when gets sideways.
Sober is the big rule...

Also, Labor and Industries fined me for not giving detailed time cards with paychecks. I now have an excell program that shows each days job. Pain in A**.
 
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one dollar per year. at least...

I have learned (the hard way) to talk about expectations and company 'rules'. We are all friendly but I own the company so must make the call when gets sideways.
Sober is the big rule...

Also, Labor and Industries fined me for not giving detailed time cards with paychecks. I now have an excell program that shows each days job. Pain in A**.

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What were L&I specifically looking for? I give a typical pay stub from bookkeeper showing hours worked, L&I's WC employee contribution and other payroll deductions (fed withholding, unemployment insurance, etc), Net and gross pay.
 
L&I (during my audit) wanted to see my 'time cards'. I had showed them all pay stubs (showing total hours worked, payroll deductions, etc) but they wanted to know how my workers clock in/out. She expected that we have a machine on the shop wall where they can 'punch-in'. She thinks I am cheating my employees out of hours worked...
I was fined $2200 for the quarter - a sum that calculates my 2 employees @ 40hrs. per week for 3 months. This for not showing the weekly 'time card'. I protested and my fine is still under review, 11 months later. I was told they will drop my fine.
So, I created a quick excell sheet for a 'timecard'. It shows the employees name, Monday thru Friday with clock-in and clock-out time. I print one up each week and we fill it out, employee signs. I must also show 'jobsite' and 'work performed' so L&I can match to my invoices. This gets tricky when the unspeakable happens (cash...) so I call those days 'shop time' for repair on our equiptment.
Now, please understand that tree workers are taxed @ like $3.80 per hour. But landscaping (pruning, hedges) is taxed @ like .60 cents and shop time (repair) is even less. I have learned alot from this L&I encounter and I now follow the rules and PAY LESS. Take that you f*%#@!ing government pukes.
JODY - My old boss made up the excell program and it calculates everything but Federal Withholding - because this differs with each employees dependents. I can send you a copy, shoot me a pm.

Sorry so long winded - Steve
 
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Just wanted to know if you give your employees handbooks, like rules and regulations, expectations, etc. Also, what's your criteria for pay raise?

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In the context of new techniques & safety regs: I communicate a lot verbally, but this thread makes me think I should have hand outs more often.

I have a contract/agreement in paper, with my signatures and my employees, about our automatic pay increase. I give one automatically January 1st and another July 1st. Higher pay can jump up much faster for merit. Merit can be based on increased responsibilities, performance, awareness to safety, positive interaction with customers, customer service, etc...

And yes. The employees have a time sheet that they write their hours on. We file them for future records.
 
Does anyone have employee evaluation forms they would share. Im in the process of doing that now.
I have also just redone my employee hand book but already need to amend it for the dot drug testing. seems like im finding new things everyday
 
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