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Employee Handbook?


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My shop is growing and I need to make/write a specific employee handbook. Does anyone have a copy of their handbook that you would be willing to share so I can read through one and make sure I have all my basis covered? Email to me if you would like. [email protected]

 

Thank you for your help. I highly value the input you guys have on this site.

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  • 4 years later...

Strongly advise you get professionals involved. It's a legal document with tentacles into wage/hour, EEO, ADA. In Virginia, membership in the Virginia Automotive Association gets you free counseling from SESCO. ATI offers the same as I'm sure a number of organizations do. SESCO will give you a framework to bulid your manual on, or they will do it for you. I used their framework and I'm sure it doubled the size of the document I had developed. SESCO is also a great ally in wage/hour disputes, disputed terminations, etc.

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  • 2 weeks later...

We are currently down to just myself and the owner (I'm the service advisor/office manager - although I also owned my own shop for 13+ years). After having an issue with the two techs that were here we are now in a rebuilding phase. We are doing ok for now and are in the process of looking for a good A tech and a lube tech that is willing to learn and grow with the company. Its hard finding decent employees.

 

Before we hire anyone new, I want to make an employee handbook as well. The one he had made up was just a 2 page word document. Not enough! I know to make sure things are legal for my state, but seeing examples of what other places have that I can tweak and adjust would be super helpful!

 

[email protected]

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  • 3 weeks later...

Hi all-

new to this site and forum but can already tell it will be invaluable. We have a handbook that I've built over time (after experiencing many an HR mistake) but I am learning it is still not detailed enough as we just had to pay out 2 weeks vacation pay to someone who left us with no notice. Could have been avoided if I had it in the handbook that they 1) use it or lose it (my state allows that) and 2) don't get vacation pay without two week notice...

anyway, hard lesson. We just dumped a ton of money into the shop so I'm trying to avoid an attorney, plus they don't always know the nuances of auto body. If anyone would like to share what they have or have received from others, I would greatly appreciate it. I'm happy to share mine as well, but as stated, I have found it is no way comprehensive.

Thanks in advance!

Sarah

[email protected]

Edited by FaithAutoWorks
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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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