Employees, Training and Corrections

TRAINING

There is a training process required for all new employees to familiarize them with our general systems and procedures, and the policies by which we operate.

There are two phases of training. When the new employee first arrives, HR takes the new hire through an orientation process. It includes familiarizing the employee with a few basic company policies, introductions to the other employees, and orientation to the layout, supplies, and procedures for all employees (time cards, payroll, etc.).

The next phase trains the employee on the core policies and procedures for the trainee’s department. HR is in charge of general policy training for new hires, but job-specific training is not HR’s responsibility. Training on the new hire’s job is performed by the supervisor in that department, or someone who he or she appoints.

The training process takes up a great deal of time for our supervisors and other salespeople and buyers and the cost to the company is significant. Therefore, until he or she is fully trained and is able to perform the duties of the job without supervision, the trainee is not eligible to earn commissions on any sales or buys that he or she makes or participates in making.

It is up to the discretion of the department supervisor to determine when the trainee will be eligible to earn commissions.

CORRECTIONS

All of us need correction from time to time. When a situation arises where a mistake has been made or a less than optimal result has occurred, the supervisor in the department should handle corrections and training of the employees in their department. However, HR should still be notified about corrections so that she can keep the employee files up to date.

Our company supervisors are active in keeping our company policy being correctly applied. The supervisor will always refer to written policy when giving corrections or training, and not just give personal opinion. If there is no existing written policy on the subject, then corrections and training are given based on current usual practice or common sense. The supervisor might suggest to the Executives via the CFO that a new policy be created if the situation seems to warrant it.

RETRAINING

It may happen that a new employee or occasionally an experienced employee makes mistakes that end up costing the company money. If it is determined by management that the situation is significant, any employee can be reassigned back to training and during that retraining period may not be eligible to earn full commissions on buys or sales.

In some cases, management may decide that an employee should be reassigned to another department or job for a period of time or permanently.

HOW YOU CAN HELP

If you see that a coworker could benefit from additional training or correction, then notify the supervisor in charge of the department. If it doesn’t seem to get handled, then notify the Executive (COO or CFO) over that department. As a final resort, if it still doesn’t seem to get handled, then notify me.

We are vitally interested in making sure that we are all operating according to company policy and not making major mistakes, so no one will ever get in trouble for asking for corrections or training to be applied for a coworker who needs the help.