Additional Recap

Some other tips from the last meeting that I found in my notes:

• If you cap how much PTO can rollover from year-to-year, be very clear about the amount of rollover, the amount of accrual, and the time period an employee has to use it (for example, "an employee can rollover up to 10 hours of PTO per year, but it must be used by March 31st of the year and employees cannot accrue more than 90 hours of PTO in their bank.")
• When giving written employee improvement plans, be sure that your final line includes "...violation of this or any policies can be subject to discipline up to and including termination."
• Remember that your employee handbook is not a contract, you may pull out important policies or contract pieces for employment and have employees sign them separately.
• Make sure you are tracking actual hours worked and not just scheduled hours in paying employees.
• Paycheck deductions by your company (for in-service, uniforms, child care, etc.) must all be authorized.
• Final paychecks after termination: If voluntary - next pay period; if involuntary - employee must request it in writing and you must provide within 24 hours. Just have it ready to go for them!
• Don't forget to include a PTO policy stating that unused accrued PTO will be considered forfeit if terminated, otherwise it's considered due wages and must be paid.
• Required training time must be paid. Trainings that you require must be paid for by you.
• Avoid progressive disciplinary procedures, it locks you in to a forced procedure when the best course may be to terminate immediately.
• Employees have a right to review their personnel file every 6 months and should receive written notice of that (include in employee handbook).

Thanks! I will be posting the last 2 google docs handouts sometime soon. Don't forget our next meeting is this Thursday. I have in my notes that we will talk about sibling discounts and attendance and financial management software. Other suggestions are welcome.