Cleaning business employee handbook

To protect yourself a little further, I would have them sign a form stating they received it and understand the policies in the handbook. You will always want to refer to the handbook when matters do come up so that you and the employee can go over that particular issue together.

It does not have to be a fancy bound book, it can be a 3 ring binder neatly typed and labeled. Take the time to put your handbook together, it may save you a lot of grief later. The cost of the help is small compared to the potential grief you could encounter by not having one. After all, if you want to run a first class company and charge first class prices you need to run a first class operation, and a employee handbook helps you do just that. Please note: As an Amazon Associate I earn from qualifying purchases.

I may be an affiliate for products that I recommend. I only recommend products and services that I have used or think may be useful to those starting or operating a cleaning business. I am interested in possibly starting a residential cleaning service with the possibility of moving into an additional specialty, i. I am so appreciative of you all for taking the time to inform us on all you have learned over the many years of being in the cleaning service rather than keeping that wealth of information to yourselves.

If I do decide to follow through with this idea, I hope to have atleast a third of the success that you two have. In the event of a holiday the funds will be made available the day before or Thursday 12 am. Each associate is obligated to check their work schedule and confirm status.

All employees must leave personal phones, minis, laptops in their car or company locker before starting each shift. Every lead person will be issued a company phone to communicate with customers, management and other associates. The company phone can only be used for emergencies and any personal use is prohibited. Smoking any substance legal or illegal including cigarettes, pipes, e cigarettes and vaping is strictly prohibited during work hours on any company property, vehicle, customer property.

Associates are prohibited from using company equipment, tools, vehicles for personal use or after work hours for any reason. Written consent must be given by owner only to use company property for personal use. Our customers are often waiting for us to arrive and taking time out of their day.

All sick call offs must be made 4 hours in advance of scheduled work time and any late instances reported to the direct supervisor immediately.

Unexcused is without a doctor note or permission given by the direct supervisor or human resources. Upon termination all tools and or property will be immediately returned to the direct supervisor for final inspection. This includes but not limited to uniforms, phones, tools, vehicles, equipment, training material, any advertising or marketing material.

Lockers are provided as a convenience to all employees but remain the sole property of the company. Management reserves the right to inspect lockers with or without notice or cause. All employee or personnel files are the property of The Company and restricted to the human resource manager, direct supervisor and owner. This may include application, evaluations, compensation, vacation time, write ups.

Access can only be granted by the human resource manager on a scheduled time and under supervision. A probationary period of 90 days is given to all new hires. Any extended absences will extend the period equally. This period gives management time to evaluate performance and find the best possible fit for any new hire.

In the event management deems it necessary to extend the period, the company reserves the right for a specific period. If the probation period is passed the associate will be granted a new classification of full time, part time or causal. This company relies on the information provided by all applicants in the form of applications, resumes or references.

If information is found to be inaccurate or falsified later the company reserves the right to enforce disciplinary action which may include termination. Performance recommendations and evaluations can be given on an informal basis and a formal evaluation process will be given by your direct supervisor every 6 months. During this time, we will discuss training opportunities, goals and bonuses.

Every new hire will be issued a job description including a summary of the job, specific duties, daily tasks to be completed and checklists that need to be handed in. Each associate is obligated to familiarize themselves and follow the job description given for that position.

The company may revise or rewrite job descriptions occasionally to fit with changes within the industry or service practices. Each associate will be given an updated version upon completion. Each associate is credited with one week of vacation time after one full year of employment.

Upon 3 years of continuous employment 2 weeks of vacation will be credited. Vacation time must be verified by the human resource manager 14 days in advance for compensation to be applied. The request for vacation time form must be filled out and handed in. The following is the Table of Contents:. We recommend using this policy manual in conjunction with the Janitorial Safety Program when training new employees.

Disclaimer: This manual is for information purposes only, and is based on information available at the time of publication. It should not be relied on as legal advice. The information is subject to revision as additional information becomes available. How would you explain the policies to them, face-to-face? That's how you should write it. If you have the time, you can literally sit down with an employee and record yourself explaining the policies to them.

Video game creator and distributor Valve also has their employee handbook available online. The tone is conversational, even a little sarcastic in places, and is a great example of communicating important company information without putting the reader in a coma. If your state requires certain concepts to be explained maybe even exact verbiage , make sure to summarize the information in bite-sized pieces. Search the internet to find state requirements and consult your attorney about any you have trouble understanding.

Any long paragraphs should be broken up into smaller thoughts. The longer the paragraph or sentence, the less likely someone is to actually read it.

Trouble keeping your sentences short and easy to understand? Try the Hemingway Editor. It highlights complex sentences and words. Clearly spell out what is expected of employees and what they can expect of the company. You don't want to "teach" your new employees that you can't deliver on your promises.