Jean Hanson

When you hire a new employee you need to make sure your paperwork is in order before they can start working. But you also need to review your company policies so they understand what is expected of them as an employee. Here are 10 topics you should cover during employee orientations:

1. Attendance and Punctuality. You may think all your employees know they should show up to work and be on time. But many people don't have a sense urgency when it comes to being prompt for work, so you need to stress the importance of being on time and also the importance of good attendance.

2. Hours and Locations. Janitorial workers may work at different times and different locations depending on your customers' needs. Ensure they know what their hours are each day and the locations they'll be reporting to.

3. Breaks. Do you have a policy for break times? Make sure your employees not only know if they are eligible for a break, but when and where they should take their break. Sitting at the president's desk at your client's office is not acceptable.

4. Timekeeping Policy. Do your employees have to fill out a timesheet? Do you have an automated timekeeping system? Train each employee on how to fill out the timesheet or call into the timekeeping system.

5. Payday. Let your employees know when payday is and if they can pick up their check at your office or if you will deliver it to them when they report to work.

6. Dress Code. Do you have a company shirt that each employee is required to wear? Are they allowed to wear blue jeans or do you want them to wear black pants? What about shoes? If you don't allow sandals then you need to tell your employees of this policy.

7. Use of Client Property. It may be common sense to you, but you need to make sure employees understand that they are not allowed to use client property. Give examples like fax machines, copiers, telephones and computers. Let them know they are not allowed to open desk drawers or cabinets or sit at people's desks.

8. Breakage. If an employee breaks something when cleaning, they need to know how to handle the situation. Tell them if they should leave a note, call a supervisor, etc.

9. Discipline. Explain your discipline policy to each employee. Most companies start with verbal warnings. Then if the situation escalates, use written warnings, probation, suspension and finally termination. Give examples of company violations that would trigger a disciplinary action.

10. Voluntary Termination. Let your employees know that you expect sufficient notification of termination. Also let them know who to give notice to and what needs to be turned in and when (keys, uniforms, handbooks, equipment, vehicles).

Would you like to reprint this article in your newsletter, on your web site, or on your blog? You sure can! As long as the article is complete and unaltered (including the author information below). Send a copy of the reprint to us by filling out the contact form, including the URL of the published article. (Make sure all links are live if placed in an e-zine, on a web site or blog.)

You must include the following information at the end of each article you reprint:

Copyright © TheJanitorialStore.com. All Rights Reserved.
Steve Hanson helps owners of small cleaning companies build a more profitable and successful cleaning business through his online community at TheJanitorialStore.com. Read inspirational cleaning success stories at http://www.cleaning-success.com, and sign up for weekly cleaning tips at http://www.TheJanitorialStore.com.