Pain in the ass employees... do you have a Company Handbook?

jmizzle said:
I'm definitely the opposite of their friend. I can't be bothered to get all the monitoring shit set up right now. I'm just going to write up a quick Computer and Internet Use Policy, give everyone a copy and have them sign it. The only reason they are even getting that is so that if I fire them, they can't claim they had any 'expectation of privacy' due to no previous policy.

Fuck them. I have people lined up for pretty much every position should anyone get up and leave, which is why I don't care if they look for other jobs - just don't want to be bothered with training someone again.
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pay a lawyer $1000 to have one of their legal aids slap one together for you
 


DanWesson said:
^^ Like many laws, that is going to depend on the state. Some states' employment laws are very unfriendly to the employer who doesn't have their ducks in a row on a termination.

OP, ALL people good or bad will test the limits. It's human nature and everyone needs to be checked at some point.

You don't have time to set up time tracking or somesuch, but you have time to hire and train new employees? Doesn't make a whole lot of sense.

Get the policy drawn up (sorry don't have any examples), set the ground rules (attendance policies will alleviate most of the doc and dentist appt bullshit), and figure out why your employees don't respect you.
They don't. If they did, they wouldn't be "actively looking for other jobs"
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My company is in Mass and firing people is about the only thing this state makes easy for employers.

I'm out of town too much over the next couple weeks to get tracking set up right away, training is just a pain in the ass and time consuming. I'm going to put the policy out, then get tracking and whatnot setup next month. I don't foresee anyone leaving over the policy, but if it happens, I have the personnel to take care of it. I agree with you though...


Spades:
My IM stuff is still a one-man shop that I'm trying to get off the ground. This is my other, non-IM business - I should have mentioned this initially. It is B-to-B service. There are smarter people and more business owners on these boards than most other places. Figured what better group to ask.

greenleaves:
There's only 3 people (project manager, sales rep and low-level labor) that are a concern, but it brings up an issues with the business' framework that I've neglected. None of them are completely irreplaceable nor a concern if they try to work for competitors, but the PM and sales rep do carry some value.

Since my initial post, I've put together an initial draft and it's sitting in the lawyers inbox. He said there's a ton of legal precedent that strongly protects businesses when it comes to monitoring, especially when they openly disclose that monitoring may take place.


Thanks for the replies. More titties as thanks....
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Do they get their work done every day?

If so, don't worry about it.

If not, institute performance reviews and put them on notice.

I couldn't give a shit what my employees do, so long as the work gets done.
 
I'm more concern on The tities...
Sorry OP, can't give you better solution not with the titties around.
But I must say, I like what DreamMachine said

DreamMachine said:
Do they get their work done every day?

If so, don't worry about it.

If not, institute performance reviews and put them on notice.

I couldn't give a shit what my employees do, so long as the work gets done.
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As long as the jobs done!!!
 
greenleaves:
There's only 3 people (project manager, sales rep and low-level labor) that are a concern, but it brings up an issues with the business' framework that I've neglected. None of them are completely irreplaceable nor a concern if they try to work for competitors, but the PM and sales rep do carry some value.

Since my initial post, I've put together an initial draft and it's sitting in the lawyers inbox. He said there's a ton of legal precedent that strongly protects businesses when it comes to monitoring, especially when they openly disclose that monitoring may take place.
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Sales rep - I'd hire an extra person. Constantly fire the lowest performing one. Give incentives to the higher performing one.

Low Level Labor - Is it possible to block all sites other than work? Also games, etc. Low level IMO works well with force; they are also generally easily replaceable.

Project Manager - Speak with him; follow up with him. Work with him. Find ways to review his performance, and don't worry so much if he wastes a little time here or there. Better have him work 5 hours out of 8 with high productivity and motivation, than do 8 hours begrudgingly... you might end up with the same amount of actual work, and one with lower quality.

Also, fire anyone who is openly searching for work on the job. That is a simple matter of respect. Of course, have a lawyer review any firings before you do so.
 
You should always have a company handbook, or at least some sort of guideline, whether someone read it or follow it, that's a different story. In case, you ever need to fire someone, you can always refer to the magic book, and explain to them why they're fired.
 
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You should model your employee handbook after this manual from Attorney Harvey Birdman
 
[ame=http://www.youtube.com/watch?v=zA-KBIjGYzk]YouTube - Sebben & Sebben Employee Orientation (edited)[/ame]

Looks like it didn't like the Embed code my bad for assuming that would work. So hears the Link to Harvey Birdmans Employee Handbook.
 
just pay them well (a bit higher than average for the job) and make sure you have their full respect, if not cuss them out and send their ass packing.. end of story
 
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