Handbook

For
Stevens Unlimited

Table of Contents
1

Our Company

pages 3-4

HR Department:
Hiring Practices

pages 12

Terminating Practices

pages 12

Managing People

pages 12-13

Benefit Package

pages 13

Dress Code

pages 13-15

Behavior Code

pages 15-19

HR Forms

pages 19-35

Organization
Organization Chart

pages 36

Operations:

pages 36-37

Financial Department:

pages 37

Policies and Procedures:

pages

38

Position Contracts

pages

39-46

Company
2

Company Story
This company began as a one-man furniture refinishing operation in September of
1986 and has ran continuously except for a period of about 10 years when it
became a candy route business. This interruption was due to illness caused by the
chemical of the refinishing operation. We have stayed in business because we offer
exceptional service and quality to our customers and they have come back and
referred us to others often.
This company is ultimately a recycling company. Furniture that would otherwise end
up in the landfills is instead made beautiful and operational again. This saves trees,
which would be used to build new furniture to replace the furniture that would end
up in the landfills. We do use chemicals, but with proper disposal, they can be
disposed of without destroying our planet.
Furniture from ones past has many memories attached to them. Sentimental value
plays a part when deciding if a piece of furniture should be refinished. The
customer will make that decision. If we can bring happiness and return fond
memories to our customer then we have done a good thing.
We want a company that gives value to the customer and is a good work
environment for our employees. We will create a work environment that will allow
for growth and improvement for our employees. We want all those who work for
this company to be proud of their company and enjoy working here.

Company Philosophy
We bring the beauty back to furniture. We take the old and worn and make it
useable and desirable again. We treat the furniture we work on as if it were our
own. We never take short cuts, but we do all our work with quality. Our name is on
every piece of furniture we work on.
Every contact our customers have with us needs to be an enjoyable and consistent
experience. They need to know that they are valuable and that we see them as
such.
We will offer our service at a competitive price and always give the customer more
than they expect. As a company, we need to make a profit, but never at the
expense of good service and value to the customer. Everything we offer to our
customer must be of great value and professional in nature.
We exist to serve the customer. Customers are not interference to our business
they are our business. If we fail to serve our customer, we have failed.
Our company desires to grow. A company that does not look at how it does
business will stagnate. We encourage employee suggestions at all levels of our
company. All suggested changes will be given an honest evaluation and if deemed
useful will be implemented. Please help our company grow.

Company Product
We are a furniture refinishing and repair company. We work with satin lacquer as
our medium. We do not paint furniture or do cabinets in the home. We work with
furniture. Our real product is returning fond memories to our customer.

Operational Forms
Price List
Instructions for using Price List. (See figure 1 below)
1. In item column, locate type of furniture.
2. Determine if the job is refinishing or repairs
3. For refinishing, you must determine how much repair work is needed. If there
is a lot of work then use the higher price range. If it is a large piece for the
type of furniture then use the higher price range.
4. If a refinish job has an unusual repair such as replacing the veneer on a
tabletop or making a piece by hand to replace a missing piece on the
furniture then you would use the refinishing price plus additional repair price.
5. Some typical repair work is listed such as glue chair legs, in this case use
listed price.
6. For many repairs, you will need to determine the hours to do repairs and
multiply the hours by the hourly rate.
7. This price list will act as a guide in setting prices. If there is a lot of damage
to a piece of furniture then you will need to adjust the price up accordingly.
8. This price list is updated from information gleaned from the job ticket as
needed.

Figure 1

Invoice
Instructions for using Invoice. (See figure 2 below)
1.
2.
3.
4.
5.

Enter date of invoice.

Enter invoice number (this will be sequential, get from office as needed).
Enter customer information next to the to on invoice.
Enter due date (get from office as needed).
Under description area fill in details of work needed. Indicate if it is
refinishing, and what types of repairs are needed. Include the color to stain
furniture for refinishing. List each piece of furniture separately unless there is
a group (such as chairs) that have the same work required. In a case of a
group then list the price times the number of pieces in the description area
and put the final price into the line total. In the description area, include
any notes and promises made. Be detailed enough that work needed can be
ascertained by another individual.
6. For each item, include the cost in the line total.
7. Add all prices and enter into the subtotal box near bottom of invoice
8. Enter tax amount in the Sales Tax box near bottom of invoice
9. Add tax, subtotal amounts, and enter in the Total box near bottom of
invoice.
10.Leave a copy of invoice with the customer.
11.If customer decides to have work done bring back furniture to the shop after
collecting half the cost as a down payment. Make note in the description
area of money or check collected and sign.
12.If customer wants to wait to decide let them know the office will call them to

follow-up.

Figure 2
Things we can learn from this form.
1.
2.
3.
4.
5.

Who the customer is, and customer contact information.

We can ascertain what work needs to be done.
When the due date is.
What the expected revenue is. (Enter this amount on job ticket).
Amount of tax due.

Shop Job Flow Chart

Instructions for filling out the Shop Job Flow Chart. (See figure 3 below)
1. Fill in customers name and item(s) for each job. Get this information from
the invoice.
2. Fill in promised due date in the Goal row.
3. Enter the goal date for each phase of the job. Backtrack this from the goal
due date.
4. Enter the date each phase of job is started in the actual row. This will help
us know if we are on schedule.
5. When job is completed, enter the date completed. The difference column will
automatically fill.

Figure 3
Things we can learn from this form
1. Are we planning appropriate amount of time for each type of job.
2. Are we finishing jobs on time, and if not then we can investigate the
reasons why.
3. This report will help us know how far out we are on jobs so we can
know what due dates to promise.
6

4. We can plan our daily work according to the goals we have set.

Job Ticket
Instructions for filling out the Job Ticket. (See figure 4 below)
1.
2.
3.
4.
5.
6.
7.

Fill in customers name.

Fill in laborers hourly wage.
Fill in ticket number. The ticket numbers are sequential.
Fill in due date.
Fill in the time used to complete each phase of work as they are completed.
Keep track of materials used in the notes section.
Using the notes, estimate the cost of materials used and enter for each phase
of work.
8. Total hours and materials cost will autofill in the form.
9. Under the Estimated Profit/Loss section the hourly cost, materials cost and
total cost all autofill.
10.Fill in the revenue amount (pretax) from the work invoice.
11.The profit/loss amount will autofill.
12.The hourly profit/loss amount will autofill.
13.If the profit/loss amount and the hourly profit/loss amount are negative, the
numbers will appear red.

Job Ticket

Figure 4
7

Things we can learn from this form.

1. We can determine which jobs are profitable and which lose money.
2. By knowing which type of jobs are profitable, we can determine which jobs to
emphasize.
3. If a certain job type losses money we can adjust cost if we can still be
competitive.
4. We can identify phases of a job that need to be more efficient.
5. Using this information, we can update our price sheet.

Customer Database
Instructions for filling out the Customer Database. (See figure 5 below)
1. Fill in cells with required information.
2. Under work done, put either repair, or refinish. If both put refinish.
3. Fill in ages using decades I.E. 40, 50, 60. You may need to give this your best
guest.
4. Fill in household income in $10,000 sequences I.E. $10,000, $20,000,
$120,000.
5. Phone numbers may be either cell or landline, whichever the customer
prefers to give us.

Figure 5
Things we can learn from this form.
1.
2.
3.
4.

This form is searchable by category.

We can use this form to maintain contact with our customers
We can promote additional business using this information.
When enough information is gathered, we can more correctly identify our
target market.

Inventory Management
Instructions for filling out inventory. (See figure 6 below)

Adding New Item

8

1. When adding a new item determine which section it belongs in, and assign it
a number in sequence.
FFasteners
CChemicals
GGlue
AAerosol
ABAbrasives
MMiscellaneous
SStain
2. Fill in columns A-F
3. Columns G-J will autofill

Updating inventory
1. Locate part number in column A
2. Determine inventory on hand by subtracting inventory used (from Job Ticket)
and enter into column F (marked in yellow).
3. Columns G-J will autocorrect.

Figure 6
Things we can learn from this form.
1. We can see quickly what needs to be ordered as indicated in Column H.
2. We can see where to order parts from and approximate cost of parts.
3. We can quickly fill out the Part Number Form using Colum J see how below.

Part Number Form

Instructions for filling out the Part Number Form. (See figure 7 below)
1. Highlight J column on Inventory Page by clicking Cell J3, next click Ctrl +
Shift + down arrow to highlight remainder of J column.
Execute Control C or right click mouse and chose copy.
2. Now go to work sheet Part Number Form.
3. Click Cell B2 on this page.
4. Right click mouse and chose the option to paste values.
5. Click B2 on Part Number Form page.
6. Next click Ctrl + Shift + down arrow to highlight remainder of J column.
7. Right click the mouse and chose sort and from the options chose sort Z-A.
Now you have the parts that need to be ordered at the top of this page.
9

8. Run a physical copy of this page to aid in step 10.

9. Enter this information into the Dashboard using the drop down list
provided in column A

Figure 7
Things we can learn from this form.
1. With this form we can see in one consolidate place what needs to be ordered.
2. Using this form, we will create a shopping and order list.
Instructions for filling out the Dashboard Form. (See figure 8 below)
1. Enter parts number from Part Number Form into column A using drop
down list.
2. Column B-F will autofill.
3. Print off this Dashboard page to create physical shopping (or ordering) list.
4. Cell F51 will give an estimated cost of filling this order.
5. Once shopping (or ordering) is completed then use this form to update
Inventory Page by updating inventory on-hand column (column in yellow).
Do this by adding purchase amount to old inventory 0n-hand.

Figure 8
Things we can learn from this form.
1. We create a shopping and order list.
2. We can know where to get inventory and how much to get.
3. Once order is filled, you can use this form to update Inventory Page.

Customer Relationship Management

10

Customer Follow-up System

After Message on phone:

Return call as quickly as possible.

Arrange for an estimate on customers furniture.
Use script.

After Estimate: (In Home or Shop)

Follow up with a telephone call within 24 hours.

If this falls on a weekend call back Monday morning.
Use script.

Upon and After Completion of Work:

Once work is completed call customer.

Arrange for pick up or delivery time.
Use script.
Send first email the next day after delivery or pick-up. If this falls on a
weekend, send Monday morning.
Send second email six months after delivery or pick-up.
Make follow-up phone call six months after delivery or pick-up.
Send percent-off special email in January to all customers.
Send percent-off special letter in January to all customers.

After Complaint:

Make a follow-up phone call after a complaint has been resolved.

Use script.

Customer Relations Management Form

Instructions for filling out the CRM Form. (See figure 9 below)
1. Enter name, phone number, and email of customer.
2. If a column does not apply, (such as they have not made a complaint), then
enter N/A.
3. Enter date under each column as they are completed.

11

Figure 9
Things we can learn from this form.
1. This form will help us maintain good relations with our customer.
2. This form will help us encourage future work from our customer.

HR Department
Human Resource Department
The Human Resource department maintains the employees records according to
company policies. The employees folder is to be kept up to date and have easy
access for authorized personnel. These folders are confidential in nature and must
be protected as such. It is against company policy for these files to be viewed other
than by authorized personnel. An employee may view their personnel folders upon
request and under supervision by the H R department. An employee may not
remove anything from their personnel folders. If they feel something should be
removed they may request such removal from the HR department. The HR
department and the CEO of the company shall review this request.

Hiring practices:
All hiring practices will be above board and will be based upon the
qualifications of the individual applying. The HR department will interview
applicants in person only after reviewing their resumes, application, and any
additional information provided by them. The owner of this company will
perform a final interview. This company does not discriminate against any
person in their hiring practices due to sexual preference, gender, race,
religion, or political views.
12

A persons character will weigh heavily upon the decision to hire or not to
hire that individual.
Once it is decided that a candidate qualifies for the position then their
references will be checked out. If the references check out and show this
person to be of high personal character, and qualified, then they can be
hired.
Once a person is hired, explain to them their chain of command. No person
is to have more than one boss. Give them an employees operations
manual, which they will be required to read and verify that they have read it
within a relative short amount of time. The new employee will confirm that they
have read the operations manual by filling out the acknowledgement form
contained in the operations manual. The HR department will file this form after it
has been signed and dated by the employee and their direct supervisor. File this

form in the employees file.

A new employee will have their benefit package explained to them including
their hourly wage. No promises will be made to the new employee in
exception to the rules of operation of this company. All employees will abide
by the dress and behavior codes established.
Terminating People:
Managing People:

All discipline will be in private and between employee and their supervisor.
Discipline will never be in front of other people.
All disciplining of employees will be done in a dignified manner and is not to
demean anyone.
Develop a good working relationship with your subordinates.
Employees of this company will have only one immediate supervisor.
When working with other employees reinforce their value.
Edify, instruct, and elevate those you work with.
When discipline is necessary, the employee and the HR department sign the
disciplinary form provided by the company. Note exactly what action will be
taken on the form.
Adhere to script for hiring and firing personnel. If a person is fired this is not
a time to make him feel worse. Let this be as instructive and friendly as
possible under the circumstances.
When a person is fired, they will be escorted out of the building.
When a person is hired, they will be introduced to their immediate supervisor
as soon as possible.

Benefit package

Dress Code:
13

This company is aware that people like to express themselves in the way
they dress. In order to create a professional atmosphere at work the
following dress code is established. In general, we want our employees to
maintain a neat and clean appearance that is appropriate for the workplace
setting and for the work being performed.( https://www.shrm.org/resourcesandtools/tools-andsamples/policies/pages/businessandcasualattirepolicy.aspx)

Under certain conditions, the dress codes may need to be revised to a more
casual fashion, but employees are still expected to present a neat and
modest appearance. In the event that a more casual fashion needs to be
implemented it will be communicated to the employees through their
immediate supervisors.
Office employees
Office personnel come into direct contact with the customer and so the dress and
grooming standards is stricter than the shop standards.
Dress and grooming for men:

Hairstyles should be clean and neat, avoiding extreme styles or colors. If

worn, mustaches and beards should be trimmed, neat looking and not be too
long. No earrings and body piercings that show. Body art (tattooing)
distracts from a professional look and so all body art will be covered up.
Clothing should be modest in fabric, fit, length, style, and professional
looking for the office. Employees will wear dress shirts, or shirts with collars.
They will wear dress slacks that are neat, clean, and ankle length or longer.
All clothing is to be professional looking. Hats are not to be worn indoors
with the exception if they are required for religious purposes. A nice pair of
dress shoes are to be worn at all times. Clothing is not to be form fitting,
revealing, or vulgar. Your underwear is not to show. An employee is to
practice good hygiene. No offensive body odor or strong colognes are
allowed.
Dress and grooming for women:

Hairstyles should be clean and neat, avoiding extreme styles and colors.
Only one ear piercing per ear and only one pair of earrings to be worn at a
time. No body piercings that show besides the one pair of ear piercings for
earrings.
Clothing should be modest in fabric, fit, length, style, and professional
looking for the office. Dresses and skirts should be at least knee length or
longer. Dresses and skirts may be split at or below knee level. Modest
dresses, skirts and blouses or sweaters are appropriate for the office as long
as they are professional looking. Modest pants, or dress slacks are also
appropriate. A nice looking pair of dress shoes are to be worn in the office;
14

no flip flops. No hats indoors with the exception if they are required for
religious purposes. Clothing is not to be form fitting, revealing, or vulgar.
Your underwear is not to show. An employee is to practice good hygiene. No
offensive body odor or strong colognes are allowed.
Shop employees

Wear protective clothing and equipment, provided by the company, when

doing task that require it.
If a shop employee needs to go into the home of a customer, they will need
to abide by the dress and grooming standards for office personnel for this
occasion.
Dress and grooming for men:

Clothing in the warehouse/shop of our company will be less formal than

required of the office personnel, as they do not come in direct contact with
the customer. Clothing should be modest in fabric, fit, length, and style.
Clothing is to be clean and neat. Clothing is not to be form fitting, revealing,
or vulgar. Your underwear is not to show. Shoes that provide protection for
your feet are required. An employee is to practice good hygiene. No
offensive body odor or strong colognes are allowed.
Hairstyles should be clean and neat, avoiding extreme styles or colors. If
worn, mustaches and beards should be trimmed and neat looking and not be
too long. No earrings and body piercings that show. Body art (tattooing)
distracts from a professional look and so all body art will be covered up.
When required for safety and health issues safety equipment is to be worn.
We are concerned foremost with your safety and your health.
Dress and grooming for women:

Clothing in the warehouse/shop of our company will be less formal than

required of the office personnel, as the employee does not come in direct
contact with the customer. Clothing should be modest in fabric, fit, length,
and style. Clothing is to be clean and neat. Clothing is not to be form fitting,
revealing, or vulgar. Your underwear is not to show. Shoes that provide
protection for your feet are required. An employee is to practice good
hygiene. . No offensive body odor or strong colognes are allowed.
Hairstyles should be clean and neat, avoiding extreme styles and colors.
Only one ear piercing per ear and only one pair of earrings to be worn at a
time. No body piercings that show besides the one pair of ear piercings for
earrings.

15

When required for safety and health issues safety equipment is to be worn.
We are concerned foremost with your safety and your health.
Disciplinary actions

All employees will be required to keep the dress standards as they apply to
your position and work location. Failure to do so will lead to disciplinary
action including up to termination.

Behavior Code:
The success of our business is dependent on the trust and confidence we
earn from our employees, customers, and vendors. We will maintain honesty
and integrity with all people we deal with. We will conduct all business in an
honorable way.
All employees of this company agree not to behave in such a way as to
embarrass this company, and this includes actions when they are
representing the company and after hours. All employees will act in an
honest and ethical way both with the company and with its customers.
Equal opportunity employer

We are an equal employment action employer and we are committed to

providing a workplace that is free of discrimination of all types. This includes
abusive, offensive, or harassing behavior. We will not tolerate retaliation
against employees who raise genuine concerns in good faith.
Wages
Company personnel are not to discuss their wages with each other. This can lead to
hurt feelings and misunderstandings. If you have questions about your wages
discuss this with the HR department.
Legal

Our company will comply with all laws, rules, and regulations having to do
with our business. If you become aware of any possible breach in this
commitment, it is your responsibility to speak up and make known your
concerns. You may do this with your immediate supervisor or with the CEO
of the company if conditions warrant the latter approach.
Competition

We will not improperly cooperate or coordinate our activities with our

competitors in an attempt to collude. Our prices will be determined within
the company based upon competitive pricing.
Software
16

This company will not engage in the use of unlicensed software on our
computers or other electrical devices.
Health Issues

Because smoking and the use of tobacco products exposes not only the user,
but also those around them to health issues, we are a smoke-and tobaccofree company. If you must smoke, or use tobacco you must do it off
company grounds. This is a health issue, and a safety issue due to the
nature of the work we do. We are surrounded by flammable materials and
chemicals and for the safety of all involved smoking is not allowed. No
tobacco products may be used on company property or in company cars. Ecigarettes or vapor devices are included in this ban.
This is a drug free company. The use of legal drugs that impair ones work
performance is strictly prohibited, (This includes the use or possession of
marijuana). You may not use or posses alcohol on company premises. This
company strictly prohibits the illicit use, possession, sale, conveyance,
distribution, or manufacture of illegal drugs, intoxicants, or controlled
substances in any amount or in any manner. This company further
prohibits the abuse of alcohol or prescription drugs. Any violation of this
policy will result in adverse employment action up to and including dismissal
and referral for criminal prosecution.
(http://www.drugfreeworkplace.org/establish-a-drug-and-alcohol-abuseprevention-policy/)
Safety issues

We are concerned about the safety of all our employees. All safety
regulations and rules must be complied with in all activities that you engage
in. Refer to the safety manual of our company for specifics.
Work area

Keep work area professional looking, organized, clean and neat. Keeping
your work area organized, clean and neat not only make your area look
professional, but it also makes your work area a safe workspace.
Conflict of Interest

All employees are to avoid situations that would create a conflict of interest.
It would be inappropriate to engage in employment with our competitors at
the same time you work for this company. It is inappropriate to accept
kickbacks in any form. Any decision you make in transactions for this
company should be made with the best interest of the company in mind.
Anything that would cause you to make a decision other than the decision
that would meet the best interest of the company would be a conflict of
17

interest. We have a duty to advance the legitimate and lawful interest of this
company when an opportunity arises.
If you have a question concerning a conflict of interest, approach the HR
department to get clarification. If in question, ask!
Nepotism

The hiring of family and friends can cause issues for a company. Any hiring
of family and friends will need to be cleared with the management of this
company and finally with the CEO.
Gifts, Gratuities and Business Courtesies

The unlawful giving or receiving of gifts, gratuities, and business courtesies

to induce a business transaction is not allowed in this company. Certain
business courtesies conform to the reasonable ethical practices of the
marketplace so use discretion in this area. If you are uncertain about a
business courtesy, seek clarification from your immediate supervisor.
Accountability

All employees are accountable to the behavior code of this company. Each of
us is committed to doing the right thing. Just because something is legal, it
may not be ethical. Let us take a higher standard, and make the hard
decisions always to do the right thing. Violations of this behavior code are
grounds for disciplinary actions up to and including termination of
employment.
Record keeping

We create, retain, and dispose of our company records as part of our normal
course of business in compliance with all company policies, guidelines, as
well as all regulatory and legal requirements.
All company records are to be true, accurate, and complete and the data is
to be entered into our books in a timely prompt manner.
Personal working environment
Our goals is to create a safe and friendly work environment for all employees
of this company. If an employee does things to endanger this environment, it
can be grounds for dismissal. No employee will be asked to do anything
unsafe at work. We will abide by all laws and regulations relating to our
business.
Harassment/discrimination

18

No harassment or discrimination will be allowed of any employees of this

company. This includes, bullying, sexual preference, gender, race, religion,
or political views. In the case you feel you are being harassed or
discriminated against, you may go to your supervisor or if you feel it is
necessary you can bring it to the attention of the CEO (owner). All reported
cases of harassment/discrimination will be dealt with and not ignored for any
reason. We all deserve to work in an environment where we are treated with
dignity and respect. The CEO (owner) of this company will be kept abreast of
any such charges and actions taken to correct this situation. The CEO will
approve of any suggested action before it is taken.
Loyalty

All employees will be expected to be loyal to our company and our

customers. We will not share our customers information without proper
authorization. Our actions will be both ethical, legal, and right.
The bottom line of our behavior code can be summed up by asking, Am I
doing the right thing.
Absences:
If you are going to miss work, you must call in notifying the company. It is not
acceptable just to miss work and not to notify the company. Excessive absences or
not contacting the company about an absence will be dealt with first by a warning
and may lead to dismissal from employment. Remember
others are relying upon you being at work to do your responsibilities. In the case of
an unplanned absence fill out the absence form and have employee sign it when
they return and file in personnel folder.
Vacation or Time Off from work:
All vacation and preplanned time away from work must be preapproved by your
supervisor. All vacations and preplanned time away must be worked out with the
companys needs and the needs of other employees taken into account. Fill out
request for vacation or time away from work form. Both the employee and their
immediate supervisor will sign and date this form. File this form in the employees
personnel folder.
Emergency leave of absence:
For emergency leave time, the company will make all possible attempts to meet the
needs of the employee in an emergency. Fill out the emergency leave form request
and both the employee and the immediate supervisor will sign and date this form.
This form will be forwarded to the HR department.
Use of Company Resources

19

The use of company resources including, time, equipment, materials, and

information for personal use must be cleared with the company. These resources
are provided for company business use, but occasional personal use is permissible
as long as it does not affect job performance and is cleared with the company.
Company resources are not to be used for an outside business. Theft of equipment
or materials (supplies) may be grounds for immediate termination of employment.
Our company reserves the right to monitor and/or review all data and information
contained on a company issued computer or electronic device, and the use of the
internet or intranet of the company. You may not use company resources to, create,
access, store, print, solicit or send any materials that are harassing, threatening,
abusive, sexually explicit or otherwise offensive or inappropriate.
Company employees will not ask for contributions or distribute non-work related
materials during work hours without prior approval from your immediate supervisor.
Acknowledgment of reading and accepting the operational manual
All employees will fill out the acknowledge reading and acceptances of operations
manual form. Once you have read the operational manual you will get with the HR
department and fill out the form, which will acknowledge that you have read and
will abide by the requirements set forth therein. HR will then file this form in your
personnel folder.

20

HR Forms
Acknowledge Reading and Acceptance of Operations Manual Form
Instructions for filling out the Acknowledge Reading and Acceptance of
Operations Manual Form. (See figure 10 below)
1. Within a reasonable amount of time an employees is to read the
companys operations manual having to do with their position.
2. Fill in employees name and date.
3. The employee is to acknowledge that they have read the operations
manual and will abide by its contents by checking off the yes on each of
the three questions.
4. Once the employee has checked of the yes on the three questions, they
and the HR department will sign and date this form.
5. If the employee is not willing to agree to abide by the operations manual,
they will be terminated.
6. This form will go into the employees personnel folder.

21

Figure 10

Hiring Form
Instructions for filling out the Hiring Form. (See figure 11 below)
1.
2.
3.
4.
5.
6.
7.
8.

Fill in employees name and date form

Fill in social security number
Fill in employees position and starting date.
Fill in beginning wage.
Fill in name of immediate supervisor
Introduce to immediate supervisor and enter date completed.
Orientate employee and enter date completed.
Indicate if employee received operation manual and if not make
arrangements for this as soon as possible.
9. Use Additional Notes section for any pertinent information to help employee
to be successful in his new position.
10.Have HR Manager and employee sign form and date it.
11.Send this form to the CEO for final review and then have HR file form.

22

Figure 11

Termination Form
Instructions for filling out the Termination Form. (See figure 12 below)
1.
2.
3.
4.
5.
6.
7.

Fill in employees name and date form.

Fill in reason for termination.
Fill in any action taken such as severance pay if appropriate.
Fill in employee comments if any.
Have HR manager and employee sign and date form.
CEO will review and initial form if actions are acceptable
HR department will file this form with personnel folder

23

Figure 12

Disciplinary Action Form

Instructions for filling out the Disciplinary Action Form. (See figure 13
below)
1.
2.
3.
4.

This form can be filled out on the computer.

Fill in employees name and date of meeting.
Fill in the Item Discussed field before the meeting
Once you and the employee have met, discussed the issues, and have
come up with a plan or decided upon the action to be implemented fill
in the Action Taken field.

24

5. Run off a hard copy and have the supervisor and employee sign and
date the form.
6. Once the form is signed and dated, submit the form to the CEO for final
approval. He will date the form and add his initials or inform
supervisor if adjustments are needed.
7. Once all adjustments and signature are completed, this form will go
into the employees folder.

Figure 13

Harassment or Discrimination Charge Form

Instructions for filling out the Harassment or Discrimination Charge Form.
(See figure 14 below)
1. This form is to be filled out by the department manager in conjunction
with the employee making the charges.
2. Enter name of the employee making charges and date form.
3. Enter name of the employee charged.
25

4. Enter specific charges. Enter details of charges and be as clear as

possible.
5. Enter the names of any witnesses that the employee making charges
provide.
6. The department manager and charging employee will sign and date this
form.
7. Submit the signed and dated form to the HR department for further
investigation.
8. The HR department will conduct an extensive and fair investigation into
the charges.
9. Once the investigation is completed, enter the findings onto the form.
10.Record recommended actions to be taken. The HR department will sign
and date this form.
11.The HR department will forward this form with any other documentations
resulting from the investigation to the CEO of the company.
12.Once the CEO discusses with the HR department this case in detail the
CEO will date and initial this form indicating if the suggested actions are
approved or if further recommendations are needed.
13.Once a decision is made on the actions to be taken, then the HR
department along with the CEO will make such decisions known to the
charging employee and the charged employee. Both employees and CEO
will sign off on the proposed plan.
14.All actions will be enforced and the CEO will be notified upon completion
of proposed plan.
15.HR will file this form in charged personnels folder.

Figure 14

26

Harassment or Discrimination Action Plan Form

Instructions for filling out the Harassment or Discrimination Action Plan
Form. (See figure 15 below)
1.
2.
3.
4.

Enter name of the employees name and date form.

Enter the action plan to resolve harassment or discrimination charges.
Allow employee to include comments.
If all parties agree then the manager, employee, HR department, and CEO
will sign off on the form.
5. Fill in date once actions are completed.
6. The HR department will notify the CEO once all terms of the plan are
completed.
7. HR will file this form.

Figure 15

27

Grievance Form
Instructions for filling out the Grievance Form. (See figure 16 below)
1.
2.
3.
4.
5.
6.
7.

8.
9.

Employee fills in name and dates form

List in detail what the complaint is and who it involves.
If appropriate have your supervisor sign and date the form
Employee signs and dates the form.
The supervisor or employee turns the form into the HR department
as appropriate.
The HR department will determine what if any action needs to be
taken and fills in the Action Taken section of form.
The HR department will forward this form for the approval of the
CEO. The CEO will approve or disapprove the recommended action
and return to the HR department so the proper action can be taken.
If the recommended action is disapproved then a revised plan will
need to be submitted.
The HR department will make sure approved action has been taken
and then file this form in the employees personnel folder.

Figure 16
28

Request for Additional Personnel Form

Instructions for filling out the Request for Additional Personnel Form.
(See figure 17 below)
1. This form is to be filled out by department manager.
2. Enter department name requesting additional personnel.
3. Enter reasons that you feel additional personnel is needed. In this section,
include whether the additional personnel is to be full time or part time and if
the position would be temporary or permanent.
4. Sign and date the form.
5. Turn this form into the HR department.
6. The HR department will determine whether additional personnel is justified
and what actions are to be taken.
7. The HR department manager will sign and date this form.
8. Give this form to the CEO (owner) for review and approval or disapproval.
9. The CEO (owner) enters the date form is reviewed and adds their initial.
10.The CEO indicates on the form if this action is approved or not.
11.Return the form to the HR department for further action.
12.The HR department will notify the department manager of the decision.
13.If the decision is to hire additional personnel, the HR department will proceed
with the hiring as outlined by company policy.
14.The HR department will file this form.

Figure 17

Request to Hire Family or Friends Form

29

Instructions for filling out the Request to Hire Family or Friends Form.
(See figure 18 below)
1.
2.
3.
4.
5.
6.
7.

This form is to be filled out by hiring department manager.

Enter hiring department name and date form.
Enter candidates name.
Enter who referred candidate and their relationship.
Indicate job position.
Manager is to determine if candidate is qualified for the position, yes or no.
If the candidate is qualified, the manager should explain why an exception to
company policy of not hiring family and friends is appropriate.
8. Manager then signs and dates form, attaches candidates application, resume,
and forwards it to the HR department.
9. The HR department will review the reasons for the exception to company
policy, the attached application and resume. The HR department will make
recommendation to hire or not.
10.Give this form to the CEO (owner) for review and approval or disapproval.
11.The CEO (owner) dates and initials form.
12.The CEO indicates on the form to hire the candidate or not.
13.Return the form to the HR department for further action.
14.The HR department will notify the department manager of the decision and
take any necessary actions.
15.The HR department will file this form.

Figure 18

Request Vacation or Time Off Form

30

Instructions for filling out the Request for Vacation or Time Off Form. (See
figure 19 below)
1.
2.
3.
4.
5.
6.
7.
8.

Fill in Employees name and date the form

Enter the requested beginning date and ending date.
Enter total number of vacation days requested.
This request is to be signed and dated by the supervisor
The employee is to sign and date this form
The supervisor can use the remark section to recommend a decision.
Submit this form to HR for final decision.
The HR department will use The Remark Section to justify or explain the
decision made.
9. HR will marked either Yes if approved or No if not approved.
10.The person from HR that makes the final approval will date and then initial
this form.
11.The employee is to be notified of the decision by his supervisor in a timely
manner.
12.This form will be filed in the employees personnel folder.

Figure 19
31

Request Emergency Leave Form

Instructions for filling out the Request Emergency Leave Form. (See figure
20 below)
1.
2.
3.
4.
5.
6.
7.
8.

Fill in Employees name and date the form

Enter the requested beginning date and ending date.
Enter total number of leave days requested.
This request is to be signed and dated by the supervisor
The employee is to sign and date this form
Fill in reason for emergency leave in the Remarks Section.
Submit this form to HR for final decision.
The HR department will use The Remark Section to justify or explain the
decision made.
9. HR will marked either Yes if approved or No if not approved.
10.The person from HR that makes the final approval will date and then initial
this form.

Figure 20

32

Absence Form
Instructions for filling out the Absence Form. (See figure 21 below)
1.
2.
3.
4.
5.
6.
7.

Fill in Employees name and date the form

Enter the reason for absence.
Indicate if employee called in or not.
If the employee did not call in list reason given.
Have immediate supervisor of employee sign and date form.
Have employee sign and date form
The HR department will file this form in the employees folder.

Figure 21

33

Request for Change Form

Instructions for filling out the Request for Change Form. (See figure 22
below)
1. Use this form to request a change in procedures in a department.
2. Fill in department requesting the change and date this form.
3. Under the Requested Change section, describe in detail recommended
changes.
4. Attach any necessary documentation.
5. The supervisor of the department signs and dates this form.
6. Submit this form to the CEO for approval.
7. The CEO will marked either Yes if approved or No if not approved.
8. The CEO will explain how the change is to be implemented and by whom in
the Action to be Taken section if approved. If recommended change is not to
be made CEO will explain why in this section.
9. The CEO will sign and date the form.
10. Enter the date of implementation.
11.Add changes to the appropriate manual.

Figure 22
34

Employee Evaluation Form

Instructions for filling out Employee Evaluation Form. (See figure 23
below)
1. The immediate supervisor fills in employees name and dates form.
2. The immediate supervisor will fill in the evaluation of employee section of this
form.
3. Include in the evaluation of employee section how the employee is doing and
if there are any identified areas of improvement needed. List in this section
things the employee would like to accomplish in regards to his employment
and what the company can help with.
4. Under Goals, Plans, and Benchmarks section develop a plan to help employee
to reach their potential and goals in regards to employment and personal
development. List in this section any benchmarks that the employee needs
to reach to fulfill his duties to the company.
5. The employee may make comments in the Employee remarks section if
desired.
6. The supervisor signs and dates this form.
7. The employee signs and dates this form.
8. Submit this form to the CEO for review.
9. If the CEO is satisfied with the evaluation, he will sign and date this form. If
not he may determine what further actions need to be taken.
10.Give a copy of this form to the employee once approved by the CEO.
11.Once the evaluation is completed and approved, file this form in the
employees personnel file.

35

Figure 23

Department Evaluation Form

Instructions for filling out Department Evaluation Form. (See figure 24
below)
1. The CEO fill out this form.
2. Enter Department name and Date
3. Evaluate department performance; acknowledge benchmarks met, and other
successes and areas in need of improvement. Enter these into the
Department performance section.
4. Discuss and evaluate employee performance in department. Identify any
problems and needed action. Identify exceptional performance of employees
and make note. Enter these into the Employee evaluation section.
5. Establish or review department goals, and relate them to the company goals.
Make plans on how to correct department deficiencies and how to reward
excellent work by the department or individual employee of the department.
Establish Benchmarks with dates for the department. Enter all this in the
Goals, Plans, and Benchmarks established section.
6. Department manager signs and dates form.
7. CEO signs and dates form.
8. HR department will file this form.

36

Figure 24

Breach in Safety Protocols Form

Instructions for filling out Breach in Safety Protocols Form. (See figure 25
below)
1. Shop manager fills out this form.
2. Identify in detail what the breach is and in which department it
occurred. Identify the persons involved if possible.
3. Identify what action has been taken or needs to be taken to correct
the breach and to keep it from happening again.
4. The manager signs and dates the form.
5. Forward the form to the CEO for review. The CEO will make any
additional comments if needed.
6. Add the corrective protocol to the safety manual.

37

Figure 25

Organization:
Organizational Chart:

38

Diagram 1
The above flow chart shows the organization as it now exist and as it will exist, but
with additional people filling the positions. As a person is hired, fill in their name on
the chart replacing the name that is currently there.

Operations:
Hours of operations
Our company works Monday through Friday. Our hours are 8:00AM until 4:30PM
When needed Saturday work is strictly voluntary.
There will be a paid 15-minute break in the morning and one in the afternoon.
All employees will take half-hour lunch break.

Protective measures:
Employees will wear protective equipment when working around chemicals
to protect their health. When spraying chemicals and during the stripping
process a respirator will be worn. When needed, eye protection will be worn.
When sanding a protective mask must be worn to protect the employees
lungs. Protective wear is not optional. We want to protect your health.
Complaints
All employee complaints will be reported to their immediate supervisor. If
the situation requires these complaints can be made to the company CEO
(owner). All complaints are to be dealt with in a timely manner,
professionally, and in confidences. There will be no retaliation to employees
for complaints. Look at complaints as an opportunity to learn how to
improve our work place experience.

Safety Protocols

All buildings are to be secured at the end of the working day.

39

All flammable materials are to be maintained in safety containers or storage

units at the end of the day
Outside lighting is to be lit at dusk or at closing time for safety purposes,
whichever comes first.
No firearms on the premises.
No one is to work alone on the premises in the evenings.
No cash or checks are to be kept overnight on the premises.
Report any suspicious activity around the premises.
See Safety Manual for more detailed information.

Finance Department
All financial records will meet accepted legal, and accounting practices, and
they will be accurate, timely, and complete. All transactions will be
accompanied with verifying documentation
Two separate individuals will verify all financial transactions. The one who
records the transaction cannot be the same person who performs the
transaction.
Persons who become aware of falsified financial information or transactions
are obligated to report such to their immediate supervisor, HR department or
CEO (owner) as situations would dictate.
All financial records will be maintained and disposed of in compliance with all
company policies, guidelines, as well as all regulatory and legal
requirements.
In the event of an authorized audit, an employee is not to improperly
influence, manipulate, mislead, or interfere with its outcome or with its
auditor. In the case of an audit, the office manager and financial personnel will
cooperate with authorized personnel to aid in this pursuit as requested.
All financial records will be maintained on company approved software. Timely
reports will be made to the Office Manager and forwarded to the CEO. The Office
Manager in conjunction with the CEO will determine the frequency of reports.
Financial personnel will develop reports that include at least the following, the profit
and loss statement, the Income statement, the balance sheet, a cash flow report,
and a statement of retained earnings. They will help develop budgets for each
department with input from the department heads. They will provide for other
financial information as requested by the Finance Manager and the CEO.
A cash fund of $100.00 will be kept on hand for small company purchases.

Policies and Procedures

Master Operations Manuals

40

Office personnel will maintain master operations manuals and keep them updated.
The HR department will make sure that newly hired employees will get their
operations manuals during orientation.

Chief Executive Officer

(CEO) (owner)
41

Meet all standards from Operations Manual including behavior and dress
codes.
A companys attitude begins at the top. It is your job to maintain an attitude
that reflects the company philosophy and reinforced the value of both
employee and customer.
Set or reinforces vision of Company.
Set or reinforces a positive company atmosphere.
Keeps Company Philosophy active throughout the company.
Help maintain a good, positive, healthy, happy work place.
Encourage employee input throughout the company on all levels.
Be friendly and courteous to all clients and potential clients.
Be honest with clients, potential clients, vendors, and employees.
Meet regularly with the managers of company to receive reports from the
managers and revue work of all departments.
Meet regularly with Human Resource Department.
Oversee overall operations of Company.
Approves department goals and see that they are in line with company goals.
May need to give direction and take necessary steps to make sure goals are
set and reached.
Is involved in making sure all harassment/discrimination or complaints are
resolved at all levels of the company in an ethical and lawful way.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature ______________________________________________ Date _________

HR department signature ____________________________________________ Date_________

HR Office Personnel
42

Position Contract

Meet all standards from Operations Manual including behavior and dress
codes.
Maintain an attitude that reflects the company philosophy and reinforces the
value of both employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Reinforce company philosophy in your work and association with others.
Maintain a good, positive, healthy, happy work place.
Give positive input to your manager to improve our company
Be friendly and courteous to all clients and potential clients.
Be honest with clients and potential clients.
All employees will be evaluated periodically by their immediate supervisors
as prescribed by company policy.
Aid in recruiting and hiring of company personnel using scripts.
Prepare procedures and scripts for recruiting and hiring.
Maintain personnel records and files.
Keep all personnel records current, accurate, and confidential.
Prepare and maintain professional and legal hiring and firing procedures.
Keep said procedures current with any changes in the laws.
Verify citizenship of company personnel.
Help fill approved request for needed positions in the company.
Protect the confidentiality of company personnel.
Conduct background investigations if requested by HR manager.
Verify information on applications.
Once a decision to hire is made check out and verify references.
Conduct (oversee) drug testing. This is a drug free company.
Resolve any reports of discrimination of any kind in a professional and
expedient manner. Discrimination will not be tolerated in this company.
Report to the CEO recommendations to resolve discrimination issues. Once
recommendations are approved by the CEO act in an expedient manner to
carry out recommendations.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature _____________________________________Date __________

HR Managers signature____________________________________ Date_________

43

Office Managers
Position Contract

Meet all standards from Operations Manual including behavior and dress
codes.
A companys attitude begins at the top. It is your job to maintain an attitude
that reflects the company philosophy, and reinforces the value of both
employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Keep company philosophy active throughout your departments.
Maintain a good, positive, healthy, happy work place.
Encourage employee input throughout your departments.
Manage office personal in accordance with company policy.
Evaluate the work performance of all office personnel in a quarterly personal
meeting. Make written report to the CEO (owner) in regularly scheduled
meeting using forms provided by the company.
Makes sure personnel comply with behavior and dress codes.
Make sure personnel comply with their Position Contracts.
Check work quality of office personnel.
Determine if your department needs more personnel. Turn in a written
request to the HR department using forms provided by company. CEO will
give final approval to hire new personnel.
Present to the CEO (owner) request for changes you desire to make in your
department for approval. Make sure changes are quantified, and if needed
orchestrated, use forms provided by the company.
Set office goals, have them approved by the CEO (owner), and then see that
they are reached. Get input from employees in your departments in setting
goals.
Investigate all charges of harassment, discrimination, or bullying within your
departments. Report incidents to the HR department using forms provided
by the company.
Make sure all office work meets the highest professional standards.
Discuss needed disciplinary action with the CEO (owner) for approval and
make sure we are all on the same page. Use forms provided by the company.
You will provide a written report on all activities from the office departments
in your regularly scheduled meeting with the CEO (owner) using the forms
provided by the company.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature ___________________________________________ Date _________

44

HR managers signature __________________________________________ Date_________

Finance Personnel
Position Contract

Meet all standards from Operations Manual including behavior and dress
codes.
You will maintain an attitude that reflects the company philosophy and follow
all company regulations.
Maintain a positive company atmosphere.
Maintain a good, positive, healthy, happy work place.
All employees will be evaluated periodically by their immediate supervisors
as prescribed by company policy.
You will keep your work area clean and organized.
Take all concerns or suggestions to the Office Manager.
All financial transactions will require two signatures and the person doing the
financial transaction is not the one to record and verify the transaction.
All work in the financial department is to be transparent. Make sure that all
financial records meet current professional standards and laws. Verify that all
finances have been administered in accordance with appropriate accounting
practices, approved budgets, and company policies and procedures
You will maintain the financial records and keep them in a timely manner.
You will report on all financial activities in your regularly scheduled meeting
with the Office Manager.
Submit suggested changes in the financial department to keep it up to date
and in line with all legal and company regulations, and laws to the Office
Manager using forms provided by company.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature _____________________________________ Date _________

Office managers signature _________________________________ Date_________

45

Office Personnel
Position Contract

Meet all standards from Operations Manual including behavior and dress
codes.
Maintain an attitude that reflects the company philosophy and reinforces the
value of both employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Reinforce company philosophy in your work and association with others.
Maintain a good, positive, healthy, happy work place.
Give positive input to your manager to improve our company
Be friendly and courteous to all clients and potential clients.
Be honest with clients and potential clients.
All employees will be evaluated periodically by their immediate supervisors
as prescribed by company policy.
A friendly human being and not an answering device will greet people, who
make contact with our company by phone.
Answer phones friendly and courteously forwarding the call to the appropriate
personnel. Follow the script. When needed take messages, and then deliver
messages in a timely manner. Follow the script.
Treat all customers and employees as valuable individuals of great worth.
Treat them with respect and kindness. The client or potential client, is not an
interruption of business, they are our business.
Greet people coming to the office in a friendly and courteously manner and
get them the help they need. Follow the script.
Do clerical work pertaining to the office. These assignments will come to you
through your office manager.
Fill out all office documentation such as flow chart, inventory, and other forms
as needed.
Keep drinks and treats stocked for customers who come to the office.
If a customer has a complaint help them get help by putting them in contact
with the appropriate personnel. Follow the script.
Memorize all scripts pertaining to your job.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature ___________________________________________ Date _________

46

Office managers signature _______________________________________ Date_________

Shop Manager
Position Contracts

Meet all standards from Operations Manual including behavior and dress codes.
A companys attitude begins at the top. It is your job to maintain an attitude that reflects
the company philosophy, and reinforces the value of both employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Keep company philosophy active throughout your department.
Maintain a good, positive, healthy, happy work place.
Encourage employee input throughout your department.
Manage all shop personal in accordance with company policy.
Evaluate the work performance of all shop personnel. Make written report to CEO
(owner) in regularly scheduled meeting using forms provided by company.
Makes sure shop personnel comply with behavior and dress codes.
Make sure shop personnel comply with their Position Contracts.
Check work quality of shop personnel; make sure all work meets the highest professional
standards.
Determine if your department needs more personnel. Turn in a written request to the
HR department using forms provided by company. CEO will give final
approval to hire new personnel.

Help establish security protocols for the protections of both personnel and facilities.
Provide security protocols or changes to protocols to CEO (owner) for approval.
Report any breach in security to CEO (owner) using forms provided by company.
You will provide a written report on all activities from the shop department in your
regularly scheduled meeting with the CEO (owner) using the forms provided by the
company.
Oversee all shop facilities to see that they are in good repair by physically reviewing
facilities.
Set office goals, have them approved by the CEO (owner), and see that they are reached.
Get input from employees in your department in setting goals.
Investigate all charges of harassment, discrimination, or bullying within your
department. Report incidents to the HR department using forms provided by
the company.
Discuss needed disciplinary action with the CEO (owner) for approval and
make sure we are all on the same page. Use forms provided by the company .

Make sure shop area is clean and organized.

Do other jobs or tasks as assigned.
47

Take initiative as needed.

Employees signature __________________________________________________ Date

_________

HR managers signature ________________________________________________

Date_________

Refinisher/Repairman
Positions Contract

Meet all standards from Operations Manual including behavior and dress
codes.
Maintain an attitude that reflects the company philosophy and reinforces the
value of both employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Reinforce company philosophy in your work and association with others.
Maintain a good, positive, healthy, happy work place.
Give positive input to your manager to improve our company
Be friendly and courteous to all clients and potential clients.
Be honest with clients and potential clients.
All employees will be evaluated periodically by their immediate supervisors
as prescribed by company policy.
Do job estimates both in the home and in the shop.
Fill out all documentation having to do with the shop such as invoice and job
ticket.
Turn in documentation to office for recording as appropriate.
Do repairs and refinishing of assigned jobs per the instructions on the invoice
sheet.
Always wear appropriate protective ware when needed. This is mandatory
and not optional.
Keep work area clean and organized. At the end of a job do a deep cleaning
of the repair/refinish work area and return all tools to their place of storage.
Report any accidents to your shop manager.
Report the completion of assigned jobs to the office so they can make contact
with the customer. Turn in job ticket and invoice to office.
Do other jobs or tasks as assigned.
Take initiative as needed.

48

Employees signature_____________________________________ Date _________

Shop managers signature __________________________________ Date_________

Human Resource Manager

Position Contract

Meet all standards from Operations Manual including behavior and dress
codes.
A companys attitude begins at the top. It is your job to maintain an attitude
that reflects the company philosophy, and reinforces the value of both
employee and customer.
Reinforce vision of company.
Reinforce a positive company atmosphere.
Keep company philosophy active throughout your department.
Maintain a good, positive, healthy, happy work place.
Encourage employee input throughout your department.
Manage HR personal in accordance with company policy.
Evaluate the work performance of all HR personnel in a quarterly personal
meeting. Make written report to the CEO (owner) in regularly scheduled
meetings using forms provided by the company.
Makes sure HR personnel comply with behavior and dress codes.
Make sure HR personnel comply with their Position Contracts.
Check work quality of HR personnel.
Determine if HR department needs more personnel. Turn in a written request
for more personnel for the HR department using forms provided by company.
CEO will give final approval to hire new personnel.
Present to the CEO (owner) request for changes you desire to make in the HR
department for approval. Make sure changes are quantified, and if needed
orchestrated, use forms provided by the company.
Set office goals, have them approved by the CEO (owner), and then see that
they are reached. Get input from employees in the HR department in setting
goals.
Investigate all charges of harassment, discrimination, or bullying within the
company using forms provided by the company.
Make sure all HR work meets the highest professional standards.

49

Discuss needed disciplinary action with the CEO (owner) for approval or
guidance using forms provided by the company.
You will provide a written report on all activities of the HR department in your
regularly scheduled meeting with the CEO (owner) using the forms provided
by the company.
Do other jobs or tasks as assigned.
Take initiative as needed.

Employees signature ________________________________________________ Date

___________

CEOs signature _____________________________________________________

Date___________

50