"The number one de-motivator in the world of work, is not knowing what is expected"
Ideally, your Staff Contracts should be in place before you begin recruiting. BUT if you are an existing business, it's never too late to introduce these important documents. The spa that has these documents in place will not only be provided with greater protection, but will also be sending a professional, clear and concise message to (potential) staff that you mean business; you respect everyone who comes to work at your place of business; and you expect the same in return. You may be surprised at how favourably these documents are received.
Although these documents don't guarantee results, they will be effective deterrents with the ability to "ward-off" those individuals who may have ill intentions, or who simply are not a "fit" with the company.
Note* Before releasing any documents for signing by yourself and your staff, consider involving legal counsel, and make sure you know the laws, restrictions and guidelines that govern these agreements in your Province, State or Country.
1. Offer of Employment
This Contract will serve to solidify the agreement you have negotiated with potential candidates during the interview and recruitment phases, including the Job Position, Description & Term; Probationary Guidelines; Termination Details; Hours of Employment; Vacation; Overtime; Sick Leave and so on.
2. Authorization to Release Information
An Authorization to Release Information agreement may allow past and present employers and schools to release information such as performance evaluations, character information, dismissal details, etc.
3. SOP - Policies and Procedures Manual and Staff Handbook
May also be referred to as Standard Operating Procedures (SOP), or Operations Manual
The Manual should be considered a signed contract, with signatures gathered from each person who is in possession of a copy, and whenever changes to the manual are made.
4. Warning & Dismissal Document
While in the process of dealing with problem situations, it will be to your advantage to document every move the staff member in question makes, and keep an ongoing, active file.
5. Growth & Goals Planning
Often one of our advantages during recruitment and in staff retention will be the future opportunities we sell to our (prospective) employees. This type of program will not only attract good candidates, but will also play an important role in retaining your existing staff.
6. Job Descriptions
When staff are clear on what is expected of them, and they are evaluated in direct relation to that criteria, confusion diminishes and everyone is better equipped to get down to business.
7. Job Reviews and Staff Evaluations
Employees who know exactly what they have to do to reach peak performance will reach it more often than those who are unsure. Reviews provide a consistent, professional approach to growing your relationship with your employees.
8. Staff Compensation Package
Your staff compensation packages are presented to your new and existing staff to clarify what exactly their pay structure and ranges look like; the applicable job adjustment policies; staff benefits, bonuses and incentives attached to the job; whether there's paid sick days, and so on.
9. Non-Compete Contracts
In this agreement between the Employer and Employee, the Employee agrees not to compete with the Employer in a similar business after leaving their employ, as well as stating that the Employee is not allowed to solicit customers or staff from the previous Employer.
10. Confidentiality Agreements
These documents need to be in place to ensure Employees do not divulge your confidential information to anyone else, particularly your competitors, or use it for their own gain at some point in the future.
11. Independent Contractor Agreement
This is an agreement between a business and an independent contractor (not an employee) that provides the terms and conditions by which the contractor will provide services to the business.
Assumptions lie at the root of failure…clarity is the key to success