Please note: Any changes made to this document will not be reflected in your online Handbook. To ensure that your online Handbook is up to date, and to take advantage of content updates, policy alerts, and online employee access to your policies, be sure to update your online Handbook with any edits made to this document.

ACS Facility Services

OUR MISSION

To Provide “The Most Sensational Service Experience Ever”

Using our Core Values

1.) TEAM First

2.) Solve Problems

3.) Get Recognized (through excellence)

4.) Do More (while having fun)         

                                                  Revision Date: June 26, 2018

 

Table of Contents

 

No.

Policy Title

 

1. Introduction

 

1.1

Handbook Disclaimer

 

1.2

Welcome Message

 

1.3

Changes in Policy

 

2. General Employment

 

2.1

At-Will Employment

 

2.2

Immigration Law Compliance

 

2.3

Equal Employment Opportunity (New York Employees)

 

2.4

Employee Grievances

 

2.5

Internal Communication

 

2.6

Outside Employment

 

2.7

Anti-Retaliation and Whistleblower Policy

 

3. Employment Status & Recordkeeping

 

3.1

Employment Classifications

 

3.2

Personnel Data Changes

 

3.3

Expense Reimbursement

 

3.4

Termination of Employment

 

4. Working Conditions & Hours

 

4.1

Company Hours

 

4.2

Emergency Closing

 

4.3

Parking

 

4.4

Workplace Safety

 

4.5

Security

 

4.6

Meal Periods (New York Employees)

 

4.7

Break Time for Nursing Mothers

 

5. Employee Benefits

 

5.1

Health Insurance Continuation

 

5.2

Holidays

 

5.2.1

Paid Scheduled Days

 

5.3

Bereavement Leave

 

5.4

Credit Union

 

5.5

Employee Referral Program

 

5.6

Military Leave

 

5.7

Family Military Leave (New York Employees)

 

5.8

Jury Duty Leave (New York Employees)

 

5.9

Workers' Compensation

 

      5.10

Disability Benefits (New York Employees)

 

5.11

Sick Leave

 

5.11.1

Paid Family Leave (New York Employees)

 

5.12

Retirement Plan

 

6. Employee Conduct

       6.1.1 Corrective counseling and terminations

 

6.1

Standards of Conduct

 

6.2

Disciplinary Action

 

6.3

Confidentiality

 

6.4

Personal Appearance

 

6.5

Workplace Violence

 

6.6

Drug & Alcohol Use

 

6.7

Sexual & Other Unlawful Harassment

 

6.8

Telephone Usage

 

6.9

Personal Property

 

6.10

Use of Company Property

 

6.11

Smoking

 

6.12

Visitors in the Workplace

 

6.13

Computer, Email & Internet Usage

 

6.14

Company Supplies

 

7. Timekeeping & Payroll

 

7.1

Attendance, Absenteeism & Punctuality

 

7.2

Timekeeping

 

7.3

Paydays

 

7.4

Payroll Deductions

 
         

 

1.Introduction

1.1 Handbook Disclaimer

The contents of this handbook serve only as guidelines and supersede any prior handbook.  Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company.  Employment with ACS Facility Svcs is "AT-WILL.” This means employees or ACS Facility Svcs may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with ACS Facility Svcs for any set period of time.  

The Company has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time.  No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.

 

1.2 Welcome Message

Dear Valued Employee,

Welcome to ACS Facility Svcs! We are pleased with your decision to join our team.

ACS Facility Svcs is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.

This employee handbook contains general information on our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your Larado or Jennifer Bulkley .

Welcome aboard. We look forward to working with you!

Sincerely,

Larado Bulkley – Co-Janitor

 

1.3 Changes in Policy

Change at ACS Facility Svcs is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by ACS Facility Svcs, and after those dates all superseded policies will be null and void.

 

No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult Jennifer Bulkley.

 

2.General Employment

2.1 At-Will Employment

Employment with ACS Facility Svcs is "at-will." This means employees are free to resign at any time, with or without cause, and ACS Facility Svcs may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with ACS Facility Svcs for any set period of time.

 

The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by ACS Facility Svcs, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between ACS Facility Svcs and any of its employees.

 

2.2 Immigration Law Compliance

ACS Facility Svcs is committed to employing only United States citizens and aliens who are authorized to work in the United States.

 

In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with ACS Facilities Svcs within the past three years, or if their previous I-9 is no longer retained or valid.

 

ACS Facility Svcs may participate in the federal government's electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, ACS Facilities Svcs provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee's Form I-9 to confirm work authorization.

 

2.3 Equal Employment Opportunity (New York Employees)

ACS Facility Svcs is an Equal Opportunity Employer. Employment opportunities at ACS Facility Svcs are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, internships, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

ACS Facility Svcs strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment or participates in an investigation of such report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee who violates this policy.

 

2.4 Employee Grievances

It is the policy of ACS Facility Svcs to maintain a harmonious workplace environment. ACS Facility Svcs encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions.

 

Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to Jennifer Bulkley.

 

After receiving a written grievance, ACS Facility Svcs may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.

 

Complaints involving alleged discriminatory practices shall be processed in accordance with ACS Facility Svcs's Sexual and other Unlawful Harassment Policy.

 

ACS Facility Svcs assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.

 

2.5 Internal Communication

Effective and ongoing communication within ACS Facility Svcs is essential. As such, the Company maintains systems through which important information can be shared among employees and management.

Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, ACS Facility Svcs uses swept, texting and email to facilitate communication and share access to documents. For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy.

All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.

 

2.6 Outside Employment

Aside from competitors of ACS employees may hold outside jobs as long as the employee meets the performance standards of their position with ACS Facility Svcs.  If you have any questions as to relating to who our competitors are please communicate with Larado Bulkley.

 

Unless an alternative work schedule has been approved by ACS Facility Svcs, employees will be subject to the Company's scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.

 

ACS Facility Svcs's property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.

 

2.7 Anti-Retaliation and Whistleblower Policy

This policy is designed to protect employees and address ACS Facility Svcs's commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, ACS Facility Svcs will not tolerate any retaliation against an employee who:

Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.

Anyone found to have engaged in retaliation or in violation of law, policy or practice will be subject to discipline, up to and including termination of employment.  Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.

Employees who wish to report a violation should contact their supervisor or Jennifer Bulkley directly. Employees should also review their state and local requirements for any additional reporting guidelines.

ACS Facility Svcs will promptly and thoroughly investigate and, if necessary, address any reported violation.

Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, Jennifer Bulkley or any state or local agency responsible for investigating alleged violations.

 

 

 

3.Employment Status & Recordkeeping

3.1 Employment Classifications

For purposes of salary administration and eligibility for overtime payments and employee benefits, ACS Facility Svcs classifies employees as either exempt or non-exempt. Non-exempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each workweek in which work is performed.

 

If you change positions during your employment with ACS Facility Svcs or if your job responsibilities change, you will be informed by Jennifer Bulkley of any change in your exempt status.

 

In addition to your designation of either exempt or non-exempt, you also belong to one of the following employment categories:

 

Full-Time:

 

Full-time employees are regularly scheduled to work greater or equal to 32 hours per week. Generally, regular full-time employees are eligible for ACS Facility Svcs's benefits, subject to the terms, conditions, and limitations of each benefit program.

 

Part-Time:

 

Part-time employees are regularly scheduled to work less than 32 hours per week. Regular part-time employees may be eligible for some ACS Facility Svcs benefit programs, subject to the terms, conditions, and limitations of each benefit program.

 

Temporary:

 

Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Employment beyond any initially stated period does not in any way imply a change in employment status or classification. Temporary employees retain temporary status unless and until they are notified, by ACS Facility Svcs Management, of a change.

 

3.2 Personnel Data Changes

It is the responsibility of each employee to promptly notify their supervisor or the COO of any changes in personnel data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.

If any of the following have changed or will change in the coming future, contact your supervisor or the COO as soon as possible:

 

3.3 Expense Reimbursement

ACS Facility Svcs reimburses employees for necessary expenditures and reasonable costs incurred in the course of doing their jobs. Expenses incurred by an employee must be approved in advance by the COO.

Some expenses that may warrant reimbursement include, but are not limited, to the following: mileage costs, air or ground transportation costs, lodging, meals for the purpose of carrying out company business, and any other reimbursable expenses as required by law. Employees are expected to make a reasonable effort to limit business expenses to economical options.

To be reimbursed, employees must submit expense reports to the COO for approval. The report must be accompanied by receipts or other documentation substantiating the expenses. Questions regarding this policy should be directed to your supervisor.

 

3.4 Termination of Employment

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following:

Employees who intend to terminate employment with ACS Facility Svcs, shall provide ACS Facility Svcs with at least two weeks of written notice. Such notice is intended to allow the Company time to adjust to the employee's departure without placing undue burden on those employees who may be required to fill in before a replacement can be found. Leadership members who intend to terminate employment with ACS Facility Svcs, shall provide ACS Facility Svcs with at least four weeks of written notice.

Since employment with ACS Facility Svcs is based on mutual consent, both the employee and ACS Facility Svcs have the right to terminate employment at-will, with or without cause, at any time.

In the case of employee termination, the employee will receive their accrued pay in accordance with all federal, state and local laws.

Any employee who terminates employment with ACS Facilities Svcs shall return all files, records, keys, and any other materials that are the property of ACS Facilities Svcs.

Employee benefits will be affected by employment termination in the following manner:

If you have any questions or concerns regarding this policy, direct them to the COO.

 

 

4.Working Conditions & Hours

4.1 Company Hours

ACS Facilities Svcs is open for business from Monday - Friday 09 AM to 12 AM. This excludes holidays recognized by ACS Facilities Svcs. The standard workweek is 32 hours. This may include some Saturdays based on need of clients.

Supervisors, using SWEPT or some other scheduling software will advise employees of their scheduled shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.

 

4.2 Emergency Closing

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by ACS Facilities Svcs management.

When a decision is made to close the office, employees will receive official notification from their supervisor via SWEPT or e-mail.

 

4.3 Parking

ACS Facility Svcs provides parking for employees in the building parking lot. There should be ample space for all employees. Employees may only park in open spaces or those designated for use by ACS Facility Svcs. Vehicles parked in spaces designated for private use will be towed at the owner's expense.

 

4.4 Workplace Safety

ACS Facility Svcs is committed to providing a clean, safe, and healthful work environment for its employees. Maintaining a safe work environment, however, requires the continuous cooperation of all employees. ACS Facility Svcs and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense in all work activities.

HAZARD COMMUNICATION TRAINING

At the time of orientation the employee will receive training on Advantage Cleaning Services’s Hazard Communication Program (HazMat).  Your training will include the following:

 

1.     The purpose of the Hazard Communication Program.

2.     The use of the Safety Data Sheets (/SDS).

3.     The location of the Hazard Communication Program and SDS’s at the job site.

4.      Product use and handling instructions for all products I use.

5.     The use of personal protective equipment as required.

6.     Emergency procedures in case of injury or spills.

7.     The General Chemical Safety Handling rules.

 

The employee will abide by all safety rules indicated and required by Advantage Cleaning Services, the client, and for any governing authority.  The employee agrees to report any injury, spill or leak to their immediate supervisor immediately.

 

VINYL/NITRILE GLOVE AND EYE PROTECTION POLICY

 

Because of the Occupational Safety Health Administration (OSHA)  and Advantage Cleaning Services' commitment to a safe work place for all employees, all personnel using cleaning chemicals on Advantage Cleaning Services jobs will be required to wear vinyl/nitrile gloves and protective eye wear (provided by Advantage Cleaning Services) when cleaning restrooms, shower rooms, or any other defined area.

 

This Policy is being enforced for these reasons:

 

    1.     To follow OSHA and MSHA Rules and Regulations.

    2.     To protect the employee from disease that may be transmitted in restroom cleaning.

    3.     To protect the employee from any injury to eyes when using cleaning chemicals.

 

If an employee refuses to wear vinyl/nitrile gloves or protective eye wear, Advantage Cleaning Services will not be responsible for repercussions concerning the contraction of any disease or side effects from a reaction to the chemicals, or repercussions concerning eye injury from chemicals.  Also, the company will NOT be responsible for medical bills incurred for failure to follow this policy.

SAFETY POLICY

At Advantage Cleaning Services, employee safety is everyone’s business.  Safety is to be given primary importance in every aspect of planning and performing all Advantage Cleaning Services activities.  Employees and management have shared responsibility in maintaining the workplace that is safe and injury free.  Advantage Cleaning Services wants to protect employees against industrial injury and illness, as well as minimize the potential loss of production.  The employee’s responsibility is to follow and observe all safety rules and procedures.

 

Please report all injuries (no matter how slight) to your manager and/or supervisor immediately, as well as anything that needs repair or is a safety hazard.  If an accident does occur, you will be required to report the accident to your supervisor immediately and contact your District office within 24 hours of the injury.  You will be asked to complete an accident review form. Below are some general safety rules. Your manager and/or supervisor may post other safety procedures in your work area.

 

< >Read product labels before use.  Never mix two chemicals together unless instructed on the label.Never use an unlabeled container.Avoid overloading electrical outlets with too many appliances or machines.Use flammable items, such as cleaning fluids, with caution.Walk --- don’t run.Use stairs one at a time.Report to your manager and/or supervisor if you or a co-worker becomes ill or is injured.Ask for assistance when lifting heavy objects or moving heavy furniture.Smoke only in designated smoking areas- Smoking on-site allowance only applies if working on site more than six hours. Never smoke on a job site if working less than six hours on that site, company vehicle, or company building.Never empty an ashtray into a wastebasket or any flammable receptacle.Wear or use appropriate safety equipment as required in your work.Avoid “horseplay” or practical jokes.Start work on any machine only after safety procedures and requirements have been explained (and you understand them).Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, hearing protectors, etc. in designated areas or when working on an operation which requires their use.Keep your work area clean and orderly, and the aisles clear.Stack materials only to safe heights.Watch out for the safety of fellow employees.Use the right tool for the job, and use it correctly.Wear gloves whenever handling barrels, etc.Follow the blood borne pathogens exposure control plan/policy.Loose clothing, jewelry or rings must be removed before operating machinery.

 

 

Complaint and Reporting Procedure:

Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that results in injury, regardless of how seemingly insignificant the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to:

Jennifer Bulkley

24A Park Drive Hornell NY 14843

607-382-9828

 

Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.

 

Retaliation Prohibited:

ACS Facility Svcs expressly prohibits retaliation against anyone who reports unsafe working conditions or work-related accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.

Questions or concerns regarding this policy should be directed to your supervisor or the COO.

 

4.5 Security

The purpose of ACS Facility Svcs's security policy is to protect Company assets and to maintain a safe working environment for all employees.

 

Facility Access:

 

Specified ACS Facility Svcs employees will be issued a key to gain access to ACS Facilities Svcs facilities. Employees who are issued keys are responsible for their safekeeping. All lost or stolen keys must be reported to your supervisor as soon as possible.

 

Upon separation from ACS Facility Svcs, and at any other time upon ACS Facility Svcs's request, all keys must be returned to your supervisor.

 

Closing Procedures:

 

The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that: all doors are securely locked; the alarm system is armed; thermostats are set on appropriate evening and/or weekend setting; and all appliances and lights are turned off with the exception of the lights normally left on for security purposes.

 

Employees are not permitted on company property after hours without prior written authorization from the COO.

 

4.6 Meal & Break Periods (New York Employees)

In accordance with state and local laws, non-exempt employees will be provided with meal and break periods. Break periods of 10 minutes will be paid. Break periods lasting longer than 10 minutes will be unpaid.

 

Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during meal periods of more than 20 minutes. If for any reason a non-exempt employee does not take the applicable meal and rest period that they are provided, the employee must notify his or her supervisor immediately.

ACS Facility Svcs will schedule meal and break periods in order to accommodate Company operating requirements.

Employees are entitled to a meal period based on their work schedule, as outlined below:

For non-exempt employees, the meal period is unpaid. Non-exempt employees must record the beginning and ending of the meal period using ACS Facilities Svcs's timekeeping system.

Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during meal periods. If for any reason a non-exempt employee does not take the applicable meal period that they are provided, the employee must notify his or her supervisor immediately.

 

4.7 Break Time for Nursing Mothers

ACS Facility Svcs accommodates employees who wish to express breast milk during the workday by providing reasonable break times to do so. The Company will provide a designated room, other than a bathroom, that is shielded from view, free from intrusion from coworkers and the public and is in compliance with all other applicable laws for this purpose.

Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time.  If the lactation break does not run concurrently with the employee’s regularly scheduled compensated break, the lactation break time will be unpaid.

For questions related to this policy, please contact the COO.

 

5.Employee Benefits

5.1 Health Insurance Continuation

The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that requires most employers sponsoring group health plans to offer a temporary continuation of group health coverage when coverage would otherwise be lost due to certain specific events.

Through COBRA, employees and their qualified beneficiaries have the right to continue group health insurance coverage after a "qualifying event." The following are qualifying events:

Under COBRA, the employee or beneficiary pays the full cost of health insurance coverage at ACS Facility Svcs's group rates plus an administration fee.

Notification Requirements:

The employee, or family member, has the responsibility to inform the COO of a divorce, legal separation, or a child losing dependent status. The employee, or a family member, has 60 days after the qualifying event to provide such notice, unless a longer period is permitted under rules of the plan. ACS Facility Svcs has the responsibility to notify the Plan Administrator of the employee's death, termination of employment, or reduction in hours.

Once the notification has been made to the Plan Administrator, the Plan Administrator will inform the employee that he or she has the right to choose continuation of coverage. If employees choose to continue coverage, ACS Facilities Svcs is required to provide coverage that is identical to the coverage provided under the plan to similarly situated employees or family members.

Period of Coverage:

Continuation of coverage is extended from the date of the qualifying event for a period of 18 to 36 months. The length of time for which continuation coverage is made available (i.e., the "maximum period" of continuation coverage) depends on the type of qualifying event that gave rise to the employee's COBRA rights.

An employee's continuation of coverage may be cut short for any of the following reasons:

This policy provides a summary of health insurance continuation benefits.  Actual coverage is determined by the express terms of the plan documents.  We encourage both you and your family to review the plan's Summary Plan Description (SPD) materials carefully.

If there are any conflicts between the handbook or summaries provided and the plan documents, the plan documents will control.  The Company reserves the right to amend, interpret, modify or terminate any of its employee benefits programs without prior notice to the extent allowed by law.

For further details on health insurance continuation available through ACS Facilities Svcs, as well as copies of the plan documents, contact the COO.

 

5.2 Holidays

ACS Facility Svcs observes the following paid holidays:

Due to the nature of our business, ACS Facility Svcs may require employees to work on a holiday. Employees required to work on holidays will be paid holiday pay in accordance with applicable laws.

 

5.2.1 Paid Scheduled Days

ACS Part-Time and Full-Time employees receive one paid scheduled day per continuous year of service.

Due to the nature of our business, ACS Facility Svcs requires employees fill out and turn the notice in two weeks prior to date. Give to Operations Manager for scheduling.  Management give to COO for scheduling. Scheduled days must be scheduled and used within one year of anniversary date.





 

5.3 Bereavement Leave

Bereavement leave provides un-paid time off for eligible employees in the event of a death in their immediate family. Employees in the following employment classification(s) are eligible for bereavement leave: Full-time and part-time employees

An immediate family member for purposes of ACS Facility Svcs's bereavement leave policy includes the following:

Eligible employees are entitled to 3 days un-paid time off for a death in the immediate family.

To be eligible for un-paid time off for bereavement, employees are expected to notify their supervisors at the earliest opportunity so that the supervisor can try to arrange coverage for the employee's absence. In addition, ACS Facility Svcs may require verification of the need for the leave.

 

5.4 Credit Union

ACS Facility Svcs employees as well as their immediate family members are eligible to join the ServU Credit Union. The Credit Union offers financial services to employees and their family members, such as deposit accounts, savings plans, and loans.

Questions regarding this policy should be directed to the COO.

 

5.5 Employee Referral Program

ACS Facility Svcs offers an employee referral program to encourage employees to recommend qualified candidates using our “We Think You’re a Rockstar” cards. Our referral program provides employees with a referral bonus for successful hires made based upon an employee's recommendation. If a recommended candidate is hired and completes 90 days of service, the employee who provided the referral will receive a bonus of $250.00, once the candidate surpasses 180 days of service, the employee who provided the referral will receive a bonus of $250.00, once the candidate surpasses 365 days of service, the employee who provided the referral will receive a bonus of $500.00.

 

All referred candidates will be considered and evaluated based on experience and qualifications and will be subject to the same pre-employment standards as all other candidates.

 

Questions regarding this policy should be directed to the COO.

 

5.6 Military Leave

ACS Facility Svcs grants employees time off for service, training and other obligations in the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any other applicable state law.

All employees requesting time off for military service must provide advance notice to their immediate supervisor, unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.

Employees are eligible for reemployment for up to five years from the date their military leave began. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law. For reinstatement guidelines, contact the COO.

Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

ACS Facility Svcs complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniformed services. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and reemployment application requirements.

Questions regarding this policy should be directed to the COO.

 

5.7 Family Military Leave (New York Employees)

Employees may be eligible to take up to 10 days of leave when their spouse, as a member of the armed forces, National Guard or reserves, is on leave from deployment during a period of military conflict.

To be eligible, an employee must work for ACS Facility Svcs an average of at least 20 hours per week.

Employees should provide reasonable (90 days) advance notice of their need for such leave to the extent possible. When possible, employees should consult with their supervisor to schedule the leave so that it does not unduly disrupt ACS Facility Svcs's operations. Employees must be prepared to provide ACS Facility Svcs with certification from the proper military authority to verify the employee's eligibility for family military leave.

Family military leave is unpaid; however, employees may opt to use accrued paid time off for this purpose.

 

5.8 Jury Duty Leave (New York Employees)

ACS Facility Svcs encourages employees to fulfill their civic responsibilities when called upon to serve as a juror. Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible (14) days prior to the start of jury duty service so that the supervisor may make arrangements to accommodate their absence. Either ACS Facility Svcs or the employee may request an excuse from jury duty if it is determined that the employee's absence would create serious operational difficulties.

If you report for jury duty and/or serve on a jury, you will be paid the first $40 of your regular compensation for the first 3 days; however, your pay will be reduced by any compensation you receive from the courts for serving. Additional time off will be unpaid; however, employees may opt to use accrued paid time off for this purpose.

 

5.9 Workers' Compensation

Employees who are injured on the job at ACS Facility Svcs are eligible for Workers' Compensation benefits. Such benefits are provided at no cost to employees and cover any injury or illness sustained in the course of employment that requires medical treatment.

Employees who sustain work-related injuries or illnesses must notify their supervisor immediately so that ACS Facility Svcs can notify the workers' compensation insurance carrier as soon as possible.

Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with workers' compensation laws. This protection is paid for in full by ACS Facility Svcs. No premium is charged for this coverage and no individual enrollment is required. ACS Facility Svcs will provide medical care and a portion of lost wages through our insurance carrier.

All job-related accidents or illnesses must be reported to an employee's supervisor immediately upon occurrence. Supervisors will then immediately contact the COO to obtain the required claim forms and instructions.

 

5.10 Disability Benefits (New York Employees)

Employees who are unable to work due to a non-work related injury or sickness, including pregnancy, may be eligible for disability benefits through ACS Facility Svcs.

Eligibility

Employees who have worked for a covered employer for at least 4 consecutive weeks may be entitled to up to 26 weeks of partial wage replacement during 52 consecutive weeks.

Employees must be under the care of a healthcare provider, and must be prepared to provide proof of their disability from their healthcare provider, in order to qualify for benefits.

Filing a Claim

Employees must file a claim with the COO or with the Company's insurance carrier within 30 days after becoming disabled. Employees are subject to a 7 day waiting period before receiving benefits.

If an employee files a claim for disability benefits after 30 days, the employee will not be paid for any disability period more than two weeks before the claim is filed. Late filings may be excused, however, if the employee can show that it was not reasonably possible to file earlier.

An employee will not be entitled to any disability benefits if the employee files a claim more than 26 weeks after the disability begins.

Contact the COO for assistance in determining eligibility and other questions related to disability benefits.

 

 

5.11 Sick Leave

An employee is to contact his/her supervisor when sick, or when personal leave is needed because of illness. Calling in sick the day of work will be considered an unexcused absence.

It remains the employee’s responsibility to keep the supervisor informed as to his/her condition and when he/she will return to work. A medical statement from the employee’s doctor will be requested by the company when an employee is absent from work for three or more working days.

Employees are required to take any and all available PTO (paid time off) during a sick leave.  Any leave extending beyond PTO benefits will be handled as unpaid time off.

 

5.11.1 Paid Family Leave (New York Employees)

Beginning January 1, 2018, employees in New York may be eligible for up to 8 weeks of wage replacement benefits within a 52-week period for Paid Family Leave from the State of New York. The duration of wage-replacement benefits will increase to 10 weeks in 2019 and then to 12 weeks in 2021. The program will be funded solely by employees through a payroll tax.

Eligible Employees:

Employees must generally be employed with ACS Facility Svcs for at least 26 consecutive weeks to be eligible for Paid Family Leave. Part-time employees must be employed for at least 175 days to be eligible.

Employee Notice:

When the need for family leave is foreseeable, employees must generally provide at least 30 days’ notice to ACS Facility Svcs.

Basic Leave Entitlement:

Under the program, eligible employees may take leave and receive wage replacement benefits for for the following reasons:

Family member is defined as a child, parent, grandparent, grandchild, spouse, or domestic partner.

Serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential health care facility, continuing treatment or continuing supervision by a health care provider.

Job Restoration:

Eligible employees returning from Paid Family Leave will generally be reinstated to the position they held before the start of the leave, or to a comparable position with comparable pay, benefits, and other terms and conditions of employment.

Benefits Continuation:

During the duration of Paid Family Leave, an employee’s existing health benefits will be maintained as if the employee had continued to work.

Employees who are interested in any additional information about these benefits should contact the COO.

 

5.12 Retirement Plan

ACS Facility Svcs employees have the opportunity to participate in a company-sponsored retirement plan following 90 days days of service. Full-time and part-time employees are eligible to participate in the plan.

This policy provides a summary of the benefits which may be provided at the Company’s discretion.  Actual coverage is determined by the express terms of the plan documents.  We encourage you to review the plan's Summary Plan Description (SPD) materials carefully.

If there are any conflicts between the handbook or summaries provided and the plan documents, the plan documents will control.  The Company reserves the right to amend, interpret, modify or terminate any of its employee benefits programs without prior notice to the extent allowed by law.

For details on the specific retirement plans offered through ACS Facility Svcs, as well as copies of the plan documents, contact the COO.

 

 

6.Employee Conduct

6.1.1 Corrective counseling and terminations

 

Corrective counseling may be initiated when [company name] believes that an employee’s performance problem can and will be resolved through adequate counseling. Corrective counseling is completely at the discretion of company management. The company desires to protect its investment of time and expense devoted to employee orientation and training whenever that goal is in the company’s best interests.

 

It is essential that all disciplinary action be adequately and appropriately supported by written documentation to protect both the rights of the company and the rights of the employee.

 

The supervisor or manager will determine the course of action best suited to the circumstances. The steps in corrective counseling and performance improvement are as follows:

 

·         Verbal Counseling: As the first step in correcting unacceptable performance or behavior, the supervisor/manager should review pertinent job requirements with the employee to ensure his/her understanding of them. The supervisor/manager should consider the severity of the problem, the employee’s previous performance appraisals and all of the circumstances surrounding the particular case.

 

If the problem continues, the second step is to define the problem in more specific terms and work with the employee to identify the requirements for performance improvement or change of conduct. The seriousness of the performance or misconduct should be indicated by stating that a written warning, probation or possible termination could result if the problem is not resolved. The employee should be asked to review what has been discussed to ensure his/her understanding of the seriousness of the problem and corrective action necessary. Immediately after the second step in verbal counseling, the supervisor/manager should document the verbal counseling for future reference.

 

·         Written Counseling: If the unacceptable performance or behavior continues, the next step should be a written warning. Also, circumstances such as a violation of a widely known policy or safety requirement may justify a written warning without first using verbal counseling. The written warning defines the problem and how it may be corrected. The seriousness of the problem is again emphasized, and the written warning shall indicate that probation or termination or both may result if improvement is not observed. Written counseling becomes part of the employee’s personnel file.

 

·         Probation: If the problem has not been resolved through written counseling, and/or the circumstances warrant it, the individual should be placed on probation. Probation is a serious action in which the employee is advised that termination will occur if improvement in performance or conduct is not achieved within the probationary period.

 

The employee’s supervisor/manager, after review of the employee’s corrective counseling documentation, will determine the length of probation. Typically, the probation period should be at least two weeks and no longer than 30 days, depending on the circumstances. The supervisor/manager prepares a written probationary notice to the employee. The notice should include a statement of the following:

 

·         The specific unsatisfactory situation.

·         A review of oral and written warnings.

·         The length of probation.

·         The specific behavior modification or acceptable level of performance.

·         Suggestions for improvement.

·         A scheduled counseling session or sessions during the probationary period.

·         A statement that further action, including termination may result if defined improvement or behavior modification does not result during probation. “Further action” may include, but is not limited to reassignment, reduction in pay, pay grade or demotion.

 

The supervisor/manager should personally meet with the employee to discuss the probationary letter and answer any questions. The employee should acknowledge receipt by signing the notice. If the employee should refuse to sign, the supervisor/manager may sign attesting that it was delivered to the employee and identifying the date of delivery. The probationary letter becomes part of the employee’s personnel file.

 

On the defined probation counseling date or dates, the employee and supervisor/manager will meet to review the employee’s progress in correcting the problem that led to the probation. Brief written summaries of these meetings should be prepared. Should probation be completed successfully, the employee should be commended, though cautioned that any future recurrence may result in further disciplinary action and/or termination.

 

·         Suspension: A two or three day suspension may be justified when circumstances reasonably require an investigation of a serious incident in which the employee was allegedly involved. A suspension may also be warranted when employee safety, welfare, or morale may be adversely affected if a suspension is not imposed. In addition, and with prior approval, suspension without pay for up to three consecutive working days may be imposed for such proven misconduct as intentional violation of safety rules, fighting or drinking on the job. These examples do not limit management’s use of suspension in other appropriate circumstances, such as the need to investigate a serious incident. In implementing a suspension, a written counseling report should set forth the circumstances justifying the suspension. Such a report will become part of the employee’s personnel file.

 

·         Involuntary Termination: The supervisor/manager prepares the involuntary termination notice. The employee is notified of the termination by the supervisor/manager and termination documentation must be completed. Involuntary termination is reserved for those cases that cannot be resolved by corrective counseling or in those cases where a major violation has occurred, which cannot be tolerated.


 

6.1 Standards of Conduct

The company believes that each employee should be totally aware of the behavior expected while he/she is employed. The following are classifications of violations for which corrective counseling, performance improvement or other disciplinary action will be taken, and are not limited to these examples. A particular violation may be major or minor depending on the surrounding facts or circumstances.

 

·         Minor Violations: Less serious violations that have some effect on the continuity, efficiency or work, safety and harmony within the company. They typically lead to corrective counseling unless repeated or when unrelated incidents occur in rapid succession. Some examples of minor violations are as follows: Minor offense offenders will receive 1 oral warning for the first three offenses, one written warning for the fourth offense, one written warning with 30 days probation (At the discretion of Operations Manager-based on belt status/performance) for the fifth offense, Termination for the fifth/six offense.

 

o   Failure to notify supervisor/manager of intended absence either before or within five hours after the start of a shift.

o   tardiness

o   Failure to observe working hours such as the schedule of starting time and quitting time.

o   Excessive absenteeism

o   Unsatisfactory job performance.

o   Interfering with another employee’s job performance.

o   Performing unauthorized personal work on company time.

o   Unauthorized use of the telephone or equipment for personal business.

o   Pilfering of trash ******May result in immediate termination******

 

o   Allowing unauthorized people (ie: friends or relatives) on the property of the company or client’s property.

o   Knowingly performing unsafe acts such as standing on a chair instead of using a ladder or extension pole

o   Loss of keys clients/employers keys/security codes/key badges etc ******May result in immediate termination******

 

·         Major Violations: More serious violations. They include any deliberate or willful infraction of company rules Willfully disregarding company policies or procedures. ACS Facility Svcs's rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, the Company’s rules and standards. While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behaviors such as these, as well as other forms of misconduct, will result in  termination of employment:

 

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding ACS Facility Svcs's standards of conduct, please direct them to your supervisor or the COO.

 

6.2 Disciplinary Action

Disciplinary action at ACS Facility Svcs is intended to fairly and impartially correct behavior and performance problems early on and to prevent reoccurrence.

Disciplinary action may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence. ACS Facility Svcs reserves the right to administer disciplinary action at its discretion and based upon the circumstances.

 

6.3 Confidentiality

ACS Facility Svcs takes the protection of Confidential Information very seriously.  “Confidential Information” includes, but is not limited to, computer processes, computer programs and codes, customer lists, customer preferences, customers’ personal information, company financial data, marketing strategies, proprietary production processes, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, and information concerning the creation, acquisition or disposition of products and services.

Confidential Information also includes the Company’s intellectual property and information that is not otherwise public. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed through the course of your employment with ACS Facility Svcs and as a direct result of your job responsibilities with ACS Facility Svcs. Wages and other conditions of employment are not considered to be Confidential Information.

To protect such information, employees may not disclose any confidential or non-public proprietary information about the Company to any unauthorized individual. If you receive a request for Confidential Information, you should immediately refer the request to your supervisor.

The unauthorized disclosure of Confidential Information belonging to the Company, and not otherwise available to persons or companies outside of ACS Facility Svcs, may result in disciplinary action, up to and including termination of employment. If you leave the Company, you may not disclose or misuse any Confidential Information.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Questions regarding this policy should be directed to the COO.

 

6.4 Personal Appearance

The purpose of ACS Facility Svcs's personal appearance policy is to ensure a safe and sanitary workplace for all employees.  ACS Facility Svcs strives to maintain a professional working environment that promotes efficiency, positive employee morale and promotes a professional image.  During business hours or when representing ACS Facility Svcs, employees are expected to use common sense and good judgment in order to meet the goals of this policy.

 

Generally, employees should wear appropriate clothing, observe high standards of personal hygiene, and dress and groom themselves according to the requirements of their positions. While not intended to be an all-inclusive list, the examples below are considered appropriate workplace attire:

Only company approved uniforms including Photo ID badges

If management designates "casual days," an employee's casual dress must still be clean, neat and project a professional image.

Generally, employees should maintain a clean and neat appearance and should refrain from wearing stained, wrinkled, frayed, or revealing clothing to the workplace. Employees are urged to use their discretion when determining what is appropriate to wear to work. Employees who wear inappropriate attire to work may be sent home to change their clothing.

ACS Facility Svcs understands that in certain situations, the Company may need to make exceptions to this policy based on an employee’s religion, disability, or other characteristic protected under federal, state or local law.  In accordance with all applicable laws, the Company will make every effort to provide reasonable accommodation as necessary unless doing so would cause an undue hardship on ACS Facilities Svcs.

Questions regarding appropriate workplace attire should be directed to your supervisor or the COO.

 

6.5 Workplace Violence

ACS Facility Svcs strictly prohibits workplace violence, including any act of intimidation, threat, harassment, physical violence, verbal abuse, aggression or coercion against a coworker, vendor, customer, or visitor.

Prohibited actions, include, but are not limited to the following examples:

All threats or acts of violence should be reported immediately to your supervisor or security personnel. Employees should warn their supervisors or security personnel of any suspicious workplace activity that they observe or that appears problematic.  Employee reports made pursuant to this policy will be kept confidential to the maximum extent possible. ACS Facility Svcs will not tolerate any form of retaliation against any employee for making a report under this policy.

ACS Facility Svcs will take prompt remedial action, up to and including immediate termination, against any employee found to have engaged in threatening behavior or acts of violence.

 

6.6 Drug & Alcohol Use

ACS Facility Svcs is committed to maintaining a workplace free of substance abuse. No employee is allowed to consume, possess, sell, purchase, or be under the influence of alcohol or illegal drugs, as defined by federal law, on any property owned by or leased on behalf of ACS Facility Svcs, or in any vehicle owned or leased on behalf of ACS Facility Svcs.

The use of over-the-counter drugs and legally prescribed drugs is permitted as long as they are used in the manner for which they were prescribed and provided that such use does not hinder an employee's ability to safely perform his or her job. Employees should inform their supervisor if they believe their medication will impair their job performance, safety or the safety of others, or if they believe they need a reasonable accommodation when using such medication.

ACS Facility Svcs will not tolerate employees who report for duty while impaired by the use of alcohol or drugs. All employees should report evidence of alcohol or drug abuse to their supervisor or the COO immediately. In cases in which the use of alcohol or drugs creates an imminent threat to the safety of persons or property, employees are required to report the violation. Failure to do so may result in disciplinary action, up to and including termination of employment.

 

As a part of our effort to maintain a workplace free of substance abuse, ACS Facility Svcs employees may be asked to submit to a medical examination and/or clinical testing for the presence of alcohol and/or drugs. Within the limits of federal, state, and local laws, ACS Facility Svcs reserves the right to examine and test for drugs and alcohol at our discretion.

 

As a condition of your employment with ACS Facility Svcs, employees must comply with this Drug & Alcohol Use Policy. Be advised that no part of the Drug & Alcohol Use Policy shall be construed to alter or amend the at-will employment relationship between ACS Facility Svcs and its employees.

 

Employees found in violation of this policy may be subject to disciplinary action, up to and including termination of employment.

 

6.7 Sexual & Other Unlawful Harassment

ACS Facility Svcs is committed to a work environment in which all individuals are treated with respect. ACS Facility Svcs expressly prohibits discrimination and all forms of employee harassment based on race, color, religion, sex, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.

 

Sexual harassment is a form of discrimination and is prohibited by law. For purposes of this policy sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

 

Sexual and unlawful harassment may include a range of behaviors and may involve individuals of the same or different gender. These behaviors include, but are not limited to:

Harassment on the basis of any other protected characteristic is also strictly prohibited.

 

Complaint Procedure:

 

ACS Facility Svcs strongly encourages the reporting of all instances of discrimination, harassment, or retaliation. If you believe you have experienced or witnessed harassment or discrimination based on sex, race, national origin, disability, or another factor, promptly report the incident to your supervisor. If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor and report it directly to:

Jennifer Bulkley

24A Park Drive Hornell NY 14843

607-382-9828

Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially.

 

Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.

Retaliation Prohibited:

 

ACS Facility Svcs expressly prohibits retaliation against any individual who reports discrimination or harassment, or assists in investigating such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment.

 

6.8 Telephone Usage

ACS Facility Svcs telephones are intended for the sole use of conducting company business. Personal use of the Company's telephones and individually owned cell phones during business hours is prohibited except in emergencies or to conduct company business ( may be asked to verify). In addition, long distance phone calls which are not strictly business-related are expressly prohibited.

 

Any employee found in violation of this policy will be subject to disciplinary action, up to and including termination of employment.

 

6.9 Personal Property

Employees should use their discretion when bringing personal property into the workplace. ACS Facility Svcs assumes no risk for any loss or damage to personal property.

 

Additionally, employees may not possess or display any property that may be viewed as inappropriate or offensive on ACS Facility Svcs premises.

 

6.10 Use of Company Property

Company property refers to anything owned by the company: physical, electronic, intellectual, or otherwise. The use of company property is for business necessity only.

 

When materials or equipment are assigned to an employee for business, it is the employee's responsibility to see that the equipment is used properly and cared for properly. However, at all times, equipment assigned to the employee remains the property of the Company, and is subject to reassignment and/or use by the Company without prior notice or approval of the employee. This includes, but is not limited to, computer equipment and data stored thereon, voicemail, records, and employee files.

 

ACS Facilities Svcs has created specific guidelines regarding the use of company equipment. Below is a list of employee responsibilities and limitations with regards to company property.

 

Personal use of company property:

 

Company property is not permitted to be taken from the premises or used for personal use of any kind.

 

Company Tools:

 

All necessary tools are furnished to employees in order to assist them in their required duties. Each employee is, in turn, responsible for these tools. Tools damaged or stolen as a result of an employee's negligence will, to the extent permitted by federal, state and local law, be charged to the employee.

 

Care of Company Property:

 

Office areas Equipment kit/areas and supply areas should be kept neat and orderly and all equipment should be well-maintained. The theft, misappropriation, or unauthorized removal, possession, or use of company property or equipment is expressly prohibited.

 

Any action in contradiction to the guidelines set herein may result in disciplinary action, up to and including termination of employment.

 

6.11 Smoking/Vaping/Chewing

ACS Facilities Svcs provides a smoke-free environment for its employees, customers, and visitors. Smoking/vaping/chewing is prohibited throughout the workplace. We have adopted this policy because we have a sincere interest in the health of our employees and in maintaining pleasant working conditions.

 

6.12 Visitors in the Workplace

To ensure the safety and security of ACS Facilities Svcs and its employees, only authorized visitors are permitted on Company/Client premises and in Company/Client facilities.

All visitors must enter through the main reception area and sign in and out at the front desk. All visitors are also required to wear a “visitor” badge while on ACS Facilities Svcs/Client premises. Authorized visitors will be escorted to their destination and must be accompanied by a representative of the Company at all times.

 

6.13 Computer, Email & Internet Usage

Computers, email, and the Internet allow ACS Facilities Svcs employees to be more productive. However, it is important that all employees use good business judgment when using ACS Facilities Svcs’s electronic communications systems (ECS).

Standards of Conduct and ECS

ACS Facilities Svcs strives to maintain a workplace free of discrimination and harassment. Therefore, ACS Facilities Svcs prohibits the use of the Company’s ECS for bullying, harassing, discriminating, or engaging in other unlawful misconduct, in violation of the Company’s policy against discrimination and harassment. Essentially any communication that violates our mission and core values.

Copyright and other Intellectual Property

Respect all copyright and other intellectual property laws. For the Company's protection as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including the Company's own copyrights, trademarks and brands. Employees are also responsible for ensuring that, when sending any material over the Internet, they have the appropriate distribution rights.

ACS Facilities Svcs purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, ACS Facilities Svcs does not have the right to reproduce such software for use on more than one computer. Employees may only use software according to the software license agreement. ACS Facilities Svcs prohibits the illegal duplication of software and its related documentation.

ECS Guidelines

The following behaviors are examples of previously stated or additional actions and activities under this policy that are prohibited:

Privacy and Monitoring

Computer hardware, software, email, Internet connections, and all other computer, data storage or ECS provided by ACS Facilities Svcs are the property of ACS Facilities Svcs. Employees have no right of personal privacy when using ACS Facilities Svcs’s ECS. To ensure productivity of employees, compliance with this policy and with all applicable laws, including harassment and anti-discrimination laws, computer, email and Internet usage may be monitored.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Violations of this policy may result in disciplinary action, up to and including termination of employment. Questions or concerns related this policy should be directed to your supervisor or the COO.

 

6.14 Company Supplies

Only authorized persons may purchase supplies in the name of ACS Facilities Svcs. No employee whose regular duties do not include purchasing shall incur any expense on behalf of ACS Facilities Svcs or bind ACS Facilities Svcs by any promise or representation without express written approval.

 

 

7.Timekeeping & Payroll

7.1 Attendance, Absenteeism & Punctuality

Management expects its employees to report to work on time, on a regular basis. While we recognize that there are circumstances that may cause an employee to be absent from work, absences must be kept to a minimum in order to provide our customers with steady, quality service. Therefore, management retains the right to deny authorization of any requested absence, the right to investigate any absence, and the right to take disciplinary measures up to and including dismissal for excessive absence. These absentee policies have been developed to ensure that all employees are treated in an equitable manner and that company production will not suffer because of absenteeism. Frequent absence causes hardship for others and cannot be tolerated. These policies apply to all employees.

 

An employee must contact his/her supervisor or manager if he/she is going to be late or absent for any reason. Explain why you are going to be absent and when you expect to return to work. It is your responsibility to ensure that proper notification is given. Prior notice should be given to your supervisor or manager if you know in advance you are going to be absent.

 

Defining Absenteeism

 

Excused – Any time an employee requests time off by giving a two-week notice, it must be approved by management, is considered an excused absence.

 

Unexcused – Any employee absence that has not been requested with a two week notice. A oral warning will be issued the first unexcused absence, an oral warning will be issued the second unexcused absence, a written warning will be issued the third unexcused absence, termination will occur for the fourth unexcused absence per said employees’ mentoring quarter.

 

 

 

ATTENDANCE

 

It is each employee’s responsibility to maintain regular and punctual attendance.  Excessive absenteeism and/or tardiness are not acceptable and disciplinary action will be taken.

Absenteeism:  In situations where employees will be absent, they must call management five hours prior to shift..  In situations where employees will be late, they must call management as soon as they are aware, but no later than 30 minutes after their scheduled start time.  Failure to notify management of absenteeism is considered an unauthorized absence (no call no show) and will result in termination.

Tardiness exceeding 30 minutes or more must be called into management out of courtesy.  It is expected that non-productive time, including tardiness, will be made up.

Excessive absenteeism or tardiness is not excused simply by calling in advance.

Non-exempt employees who fail to notify management of tardiness or absenteeism will not be paid for the time missed.  An unreported absence of 2 consecutive or non-consecutive days is considered a voluntary resignation. The effective date of termination will be the employee’s last day worked.

Excessive absenteeism or tardiness will be reflected on performance reviews and are subject to disciplinary action up to and including termination of employment.

Absenteeism and tardiness place an undue burden on other employees and on the Company. ACS Facility Svcs expects regular attendance and punctuality from all employees. This means being in the workplace, ready to work, at your scheduled start time each day and completing your entire shift. Employees are also expected to return from scheduled meal and break periods on time.

All time off must be requested in writing, in advance, as outlined in the Company’s Paid Time Off (PTO) policy. If an employee is unexpectedly unable to report for work for any reason, he or she must directly notify their supervisor as early as possible, and preferably prior to their scheduled starting time. It is not acceptable to leave a voicemail message with a supervisor, except in extreme emergencies. In cases that warrant leaving a voicemail message or when an employee’s direct supervisor is unavailable, a follow-up call must be made later that day.

If an illness or emergency occurs during work hours, employees should notify their supervisor as soon as possible.

Employees, who are going to be absent for more than one day, should contact their supervisor on each day of their absence. ACS Facility Svcs reserves the right to ask for a physician's statement in the event of a long-term illness (three consecutive days), or multiple illnesses or injuries.

If an employee fails to notify their supervisor after two consecutive days of absence, ACS Facility Svcs will presume that the employee has voluntarily resigned. ACS Facility Svcs will review any extenuating circumstances that may have prevented him or her from calling in before the employee is removed from payroll.

Should undue or recurrent absence and tardiness become apparent, the employee will be subject to disciplinary action, up to and including termination of employment.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

 

 

7.2 Timekeeping

It is the Company's policy to comply with applicable laws that require records to be maintained of the hours worked by our employees. Every employee is responsible for accurately recording time worked.

 

In addition to recording arrival and departure time, non-exempt employees are required to accurately record the start and end of each meal period as well as any departure for non-work related reasons.

ACS Facilities Svcs strictly prohibits non-exempt employees from working off the clock for any reason. All time spent working must be logged and accounted for; this includes time spent using electronic devices for work-related purposes.

 

Vacation days, sick days, holidays, and absences for jury duty, funeral leave or military training must be specifically recorded by all employees.

 

It is the responsibility of all employees to submit and approve their time records each week.

 

Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action up to and including termination of employment.

AUTOMATED TIME AND ATTENDANCE POLICY

 

The purpose of the Time and Attendance system is to ensure that all employees are paid accurately and timely.  This system will also help provide accountability for the employee and help Advantage Cleaning Services to contact the employee in case of emergencies.

 

It is the personal responsibility of each Advantage Cleaning Services employee to login the system (from the SWEPT app at each job site)(or the back-up Telephonic time keeping system) and check in at the start of their shift, check out and back in for authorized breaks, and check out at the end of their shift.

 

7.3 Paydays

ACS Facilities Svcs employees are paid on a Weekly basis. In the event that a regularly scheduled payday falls on a holiday, employees will be paid on the day preceding the holiday, unless otherwise required by state law.

Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization. Paychecks may also be mailed to the employee's listed address or, upon advance written authorization, deposited directly into an employee's bank account. Employees who elect payment through direct deposit will receive an itemized statement of wages when the Company makes direct deposits.

 

In the event of employee termination, the employee will receive their accrued pay in accordance with applicable federal, state and local laws.

 

7.4 Payroll Deductions

ACS Facilities Svcs makes deductions from employee pay only in circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax withholding and Social Security and Medicare contributions as well as voluntary deductions for health insurance premiums and other related contributions.

 

If you believe that an improper deduction has been made from your pay, raise the issue with the COO immediately. ACS Facilities Svcs will promptly investigate. If the investigation reveals that you were subjected to an improper deduction from pay, you will be reimbursed promptly.

 
 

 

                                                                                                                                      ACS FACILITIES SVCS

OFFICE NUMBER:  607-324-1841

 

HOME OFFICE:  585-268-2010

 

JENNIFER BULKLEY CELL:  607-382-9828

 

LARADO BULKLEY CELL: 607-346-6319

 

OPERATIONS MANAGER CELL: 607-661-8388

 

COMPANY E-MAIL ADDRESS:

info@acsfacilities.com

 

 

COMPANY WEBSITE:

www.acsfacilities.com

 

 

 

HAZARD COMMUNICATION TRAINING

 

At the time of orientation the employee will receive training on Advantage Cleaning Services’s Hazard Communication Program (HazMat).  Your training will include the following:

 

1.     The purpose of the Hazard Communication Program.

2.     The use of the Safety Data Sheets (/SDS).

3.     The location of the Hazard Communication Program and SDS’s at the job site.

4.     Product use and handling instructions for all products I use.

5.     The use of personal protective equipment as required.

6.     Emergency procedures in case of injury or spills.

7.     The General Chemical Safety Handling rules.

 

The employee will abide by all safety rules indicated and required by Advantage Cleaning Services, the client, and for any governing authority.  The employee agrees to report any injury, spill or leak to their immediate supervisor immediately.

 

 

VINYL/NITRILE GLOVE AND EYE PROTECTION POLICY

 

Because of the Occupational Safety Health Administration (OSHA)  and Advantage Cleaning Services' commitment to a safe work place for all employees, all personnel using cleaning chemicals on Advantage Cleaning Services jobs will be required to wear vinyl/nitrile gloves and protective eye wear (provided by Advantage Cleaning Services) when cleaning restrooms, shower rooms, or any other defined area.

 

This Policy is being enforced for these reasons:

 

    1.     To follow OSHA and MSHA Rules and Regulations.

    2.     To protect the employee from disease that may be transmitted in restroom cleaning.

    3.     To protect the employee from any injury to eyes when using cleaning chemicals.

 

If an employee refuses to wear vinyl/nitrile gloves or protective eye wear, Advantage Cleaning Services will not be responsible for repercussions concerning the contraction of any disease or side effects from a reaction to the chemicals, or repercussions concerning eye injury from chemicals.  Also, the company will NOT be responsible for medical bills incurred for failure to follow this policy.

 

 

SAFETY POLICY

 

At Advantage Cleaning Services, employee safety is everyone’s business.  Safety is to be given primary importance in every aspect of planning and performing all Advantage Cleaning Services activities.  Employees and management have shared responsibility in maintaining the workplace that is safe and injury free.  Advantage Cleaning Services wants to protect employees against industrial injury and illness, as well as minimize the potential loss of production.  The employee’s responsibility is to follow and observe all safety rules and procedures.

 

Please report all injuries (no matter how slight) to your manager and/or supervisor immediately, as well as anything that needs repair or is a safety hazard.  If an accident does occur, you will be required to report the accident to your supervisor immediately and contact your District office within 24 hours of the injury.  You will be asked to complete an accident review form.  Below are some general safety rules.  Your manager and/or supervisor may post other safety procedures in your work area.

 

< >Read product labels before use.  Never mix two chemicals together unless instructed on the label.Never use an unlabeled container.Avoid overloading electrical outlets with too many appliances or machines.Use flammable items, such as cleaning fluids, with caution.Walk --- don’t run.Use stairs one at a time.Report to your manager and/or supervisor if you or a co-worker becomes ill or is injured.Ask for assistance when lifting heavy objects or moving heavy furniture.Smoke only in designated smoking areas- Smoking on-site allowance only applies if working on site more than six hours. Never smoke on a job site if working less than six hours on that site, company vehicle, or company building.Never empty an ashtray into a wastebasket or any flammable receptacle.Wear or use appropriate safety equipment as required in your work.Avoid “horseplay” or practical jokes.Start work on any machine only after safety procedures and requirements have been explained (and you understand them).Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, hearing protectors, etc. in designated areas or when working on an operation which requires their use.Keep your work area clean and orderly, and the aisles clear.Stack materials only to safe heights.Watch out for the safety of fellow employees.Use the right tool for the job, and use it correctly.Wear gloves whenever handling barrels, etc.Follow the blood borne pathogens exposure control plan/policy.Loose clothing, jewelry or rings must be removed before operating machinery. 

 

            Definitions:

            *  illegal or controlled substances means any drug:

< >which is not legally obtainable; orwhich is legally obtainable but has not been legally obtained.Applicant Testing.  Applicants for employment who have successfully completed the initial screening process and who are applying for; (1) safety sensitive positions, including but not limited to vehicle operators, floor equipment operators, positions requiring the use of ladders, and positions involving trash removal, and (2) administrative and management positions, will be required to consent to and participate in a Substance Abuse Screen (drug test).  The results of the Substance Abuse Screen will be evaluated when determining employment.  Failure to pass the screen or failure to submit to the screen in a timely manner will result in a denial of employment.    B.     Employee Testing.

 

< >Post Accident Testing.  Any employee engaged in Company activities who has an occupational accident, is a participant in an occupational accident, or sustains or causes an occupational injury which requires medical treatment by a physician, will submit to a Substance Abuse Screen.  Failure to pass the Substance Abuse Screen or failure to submit to the screen in a timely manner (3 hours post injury or accident), will result in immediate disciplinary action up to and including discharge.For Cause Testing.  A Substance Abuse Screen will be required when there is cause for the Company to believe, in the Company’s discretion, that the employee has violated the policy concerning the use of controlled substances or alcohol.  Failure to submit to or pass the drug screen will result in disciplinary action up to and including discharge.Prescription Drugs.  Any employee taking a controlled substance under a physician’s order is encouraged to report use of the controlled substance to the designated Company official. 

 

The Substance Abuse Screen may include but is not limited to:

 

* Amphetamines                  * Benzodiazepines

* Cocaine                             * Barbiturates

* Phencyclidine (PCP)          * Opiates

* Methaqualone                    * Alcohol

* Marijuana                            * Bath Salts

 

 

 
   

 

 

 

 

 

 

 

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WEEKLY TRAINING

7/30/18

 

Go over section C of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety: Chemical Container Labels

 

On March 20, 2012, OSHA issued a final rule that substantially modifies its Hazard Communication Standard to conform to the United Nations’ Globally Harmonized System of Classification and Labeling of Chemicals, or GHS.

 

What is GHS?

GHS is an acronym for The Globally Harmonized System of Classification and Labeling of Chemicals. The GHS is a system for standardizing the classification and labeling of chemicals. It is a logical and comprehensive approach to:

 

 

Labels on chemicals must include:

 

 

Situation:  A customer confronts you about cleaning that was missed on the last service.

Response : Sure, please show me so we can make sure it never happens again.

Action steps:

Step 1 – Smile and ask the customer to show you what was missed.

Step 2 A – Service was scheduled to be performed – Respond: “I’m so sorry; you are right, that should have been taken care of. Let me take care of that right now and then I will look in to what happened so it does not happen again.”    

Step 2 B – Service was not scheduled to be performed – Respond: “I’m sorry about that, but that service is actually not due until next week. If you want I can go ahead take care of it now and I’ll let my supervisor know that the frequency might need to be changed.”   

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

What Do Customers Really Want?

Employee Signature____________________________________Date_____

 

 

 

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WEEKLY TRAINING

7/23/18

 

Go over section B of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Electrical Safety

 

    Inspect electrical cords to vacuum cleaners and other electrical equipment before plugging them into outlets.

    Look for frayed cord casings and exposed wiring.

    Make sure all three prongs on the plug are not bent or missing.

    Report overloaded electric outlets to your supervisor.

    If an electrical cord is damaged, don't use the equipment. Tell your supervisor.

    Never remove a plug from an outlet by jerking the wire from any distance. Always pull the plug out with your hand.

    Never run over vacuum or equipment cords.

    Never operate electrical equipment on wet floors or carpets unless the equipment is designed for operation on wet surfaces.

    Do not leave equipment unattended with the power on and the plug in an electrical outlet.

    Never stretch an electrical cord to its limit when operating equipment. Turn off the machine, remove the plug, and find an outlet closer to your work area.

    Areas around the electrical equipment such as circuit breaker panels should be kept free from stored items, debris and any liquids or materials that would cause slippery floors or obstruct access to equipment for maintenance or emergencies.

 

Situation:  Customer is at their desk when you are dumping trash.

Response: Smile and say, “Excuse me, may I please dump your trash?”

Action steps:

Step 1 – Smile and greet the customer.

Step 2 – Ask politely if you can dump their trash

Step 3 – Hand the empty trash can back to the customer or replace the trash can yourself at its original spot and thank the customer

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

More reasons customer service is so important:

 

Employee Signature____________________________________Date_____

 
 
 
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WEEKLY TRAINING

7/16/18

 

Go over section A of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Ladder and Foot Stool Safety

 

 

 

 

Situation:  Customer walks into the rest room while you are cleaning it.

Response: Smile and say hello.

Action steps:

Step 1 – Smile and say hello

Step 2 – Warn them of any hazards such as wet toilet seat or wet floor.

Step 3 – If you are a female cleaning a ladies restroom you may continue to clean. If you are a female cleaning a men’s restroom you should leave so the customer has privacy. If you are a male cleaning a men’s restroom you may continue to clean. If you are a male cleaning a ladies restroom you should leave so the customer has privacy.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

You are the front line of customer service in our company. You have direct contact with the customers and because of that, your service and interaction with them matters greatly in their decision to continue using our cleaning services.  There are many competing cleaning c****ompanies that would love to come in and take our customers away from us. As long as we all do our part by providing the best cleaning service and customer service possible, our customers will remain loyal to our company.

The reason our customers stay with us is because of our employees’ hard work and motivation to provide great customer service, which is why this training is so important to the success of everyone that works in our company.

Unfortunately the cost to capture a new customer is about 5 times the cost of retaining a current customer, so it is very expensive to lose a customer. In some cases the loss of a customer is beyond our control – for example, when they move out of our service area or go out of business. But losing a customer due to poor cleaning service or poor customer service is not acceptable in our company because these are completely within our control. So we must all focus our efforts on providing the best service in town in order to retain our client base.

Employee Signature____________________________________Date_____

 
 
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WEEKLY TRAINING

7/09/18

 

Go over section H of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Safety on Stair Cases

 

    Always use handrails when walking down the stairs.

    Never run down stairs.

    If carrying something while walking down stairs, make sure you can see over it.

    Report broken handrails to your supervisor.

 

 

Situation:  Customer walks into the break room while you are cleaning it:

Response: Smile and say hello.

Action steps:

Step 1 – Smile and greet the customer.

Step 2 – If you need to, warn them of any hazards such as a wet floor or counter.


 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#3-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

Here is an example of a cleaning technician “reacting” to a comment made by a customer:

Customer: “I put these boxes in the aisle for you to take out to the trash yesterday and they’re still here! Why didn’t you take them out?”

Reacting Negatively: “Well they weren’t marked trash so I didn’t take them out!”

The employee immediately went on the defensive and “reacted” to the customer in a negative way. How do you think the customer felt when they walked away after this conversation?

 

Notice the difference when the employee “responds” positively to the customer:

Responding Positively: “I’m so sorry, I did see them and checked to see if they were marked for trash but I didn’t see any notes and I didn’t want to throw out anything that wasn’t intended for the trash. I’ll take care of it right now. Let me give you some stickers that you can use to mark the boxes for trash. That way I’ll know for sure that I need to take them out to the trash next time.”

The employee responded in a more positive way by apologizing sincerely, taking care of the boxes right away, and offering a suggestion to make sure it doesn’t happen again. The customer walked away feeling much better about the situation.

For many of our clients, the customer service aspect of their experience is at least as important as the cleaning itself. This training program will provide you with an overview of the best practice skills required to exceed our customers’ expectations.

 

 

Employee Signature____________________________________Date_____

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WEEKLY TRAINING

7/16/18

 

Go over section A of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Ladder and Foot Stool Safety

 

 

 

 

Situation:  Customer walks into the rest room while you are cleaning it.

Response: Smile and say hello.

Action steps:

Step 1 – Smile and say hello

Step 2 – Warn them of any hazards such as wet toilet seat or wet floor.

Step 3 – If you are a female cleaning a ladies restroom you may continue to clean. If you are a female cleaning a men’s restroom you should leave so the customer has privacy. If you are a male cleaning a men’s restroom you may continue to clean. If you are a male cleaning a ladies restroom you should leave so the customer has privacy.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

You are the front line of customer service in our company. You have direct contact with the customers and because of that, your service and interaction with them matters greatly in their decision to continue using our cleaning services.  There are many competing cleaning companies that would love to come in and take our customers away from us. As long as we all do our part by providing the best cleaning service and customer service possible, our customers will remain loyal to our company.

The reason our customers stay with us is because of our employees’ hard work and motivation to provide great customer service, which is why this training is so important to the success of everyone that works in our company.

Unfortunately the cost to capture a new customer is about 5 times the cost of retaining a current customer, so it is very expensive to lose a customer. In some cases the loss of a customer is beyond our control – for example, when they move out of our service area or go out of business. But losing a customer due to poor cleaning service or poor customer service is not acceptable in our company because these are completely within our control. So we must all focus our efforts on providing the best service in town in order to retain our client base.

Employee Signature____________________________________Date_____

 
 
 
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WEEKLY TRAINING

7/02/18

 

Go over section G of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  

Winter Safety

 

Prevent outdoor slips and falls in winter weather:

 

 

Situation:  A person working in the office you clean is walking towards you as you walk down the hallway.

Response : Smile and say hello.

Action steps:

Step 1 – Make eye contact

Step 2 - Smile

Step 3 – Greet the customer and use their name if you know it.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

One of the reasons customer service is so important is because it is sometimes the only contact our customers have with our company. Since we do most of our work when our customers aren’t present, they may only have contact with us when they call about a concern or approach a cleaning technician with a request. Our goal in training you about customer service is that we make that experience a positive one for both our customers and for you as our customer service representatives.

“It’s not the situation, but whether we react (negative) or respond (positive) to the situation that’s important.” Zig Ziglar

When it comes to customer service, our goal is to respond to each situation in a positive way. We want our customers to feel important and appreciated while taking care of their requests and concerns.

 

Employee Signature____________________________________Date_____

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WEEKLY TRAINING

6/25/18

 

Go over section F of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  

Slips, Trips and Falls

Situation:  Customer complains about running a vacuum cleaner while they are on the phone.

Response: I’m sorry!  I will pay more attention next time and turn the vacuum off or shut your office door so I don’t disturb you.

Action steps:

Step 1 – Turn the vacuum cleaner off and quietly mouth the words, “I’m sorry!”.

Step 2 – Come back later to do the vacuuming.  When you come back say, “I will pay more attention next time and turn the vacuum off or shut your office door so I don’t disturb you.”  

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

There is nothing more important to both you and this company as our customers; because without them, there is no business.  Our customers spend a lot of money each year to make sure their facility is cleaned to the specifications we promised. So when they have a concern or request, they expect us to resolve things quickly and efficiently, and to do it with courtesy and respect. Consider this quote from Sam Walton, Founder of Wal-Mart:

“There is only one boss, and whether a person shines shoes for a living or heads up the biggest corporation in the world, the boss remains the same. It is the customer! The customer is the person who pays everyone’s salary and who decides whether a business is going to succeed or fail. In fact, the customer can fire everybody in the company from the chairman (CEO) on down, and he can do it simply by spending his money somewhere else. Literally everything we do, every concept perceived, every technology developed and associate employed, is directed with this one objective clearly in mind – pleasing the customer.”

 

Employee Signature____________________________________Date_____

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WEEKLY TRAINING

6/18/18

 

Go over section E of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Workplace Hazards

 

There are many kinds of workplace hazards; they are divided into three categories – Physical, Chemical and Biological.

 

 

Physical

 

Physical hazards are due to a transfer of energy between an object and a worker, such as falling from a height or a burn from a hot oven.

 

 

Chemical

 

Chemical hazards are due to direct contact with chemicals such as cleaners, pesticides, and fertilizers.

 

 

 

Biological

 

Biological hazards are due to contact with living organisms or their by-products such as molds, bacteria, HIV, or grain dust.

 

It is important for all workers to be aware of potential hazards when they enter a workplace. This is because hazards may cause both temporary and permanent injuries and illnesses.

 

Some hazards will create an injury or illness right away. Other hazards may not cause an injury or illness until much later in life. For this reason, workers should take all hazards seriously; even if they do not experience problems right away.

 

 

 Situation:  Customer gives you a compliment for the good job you do.

 

Response: Thank you very much for the kind words. It’s important to me that you have a clean office to come into every day.

Action steps:

Step 1 – Smile and thank them sincerely.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

Customer Bill of Rights

 

We are committed to developing policies and procedures to protect the rights of our customers and ensure that we have your best interests at the forefront of everything we do.

As a customer, you have the right to:

1.   Have service performed as scheduled.

2.   Expect a clean office and building. Simply put, you deserve the best. If we’re not performing to the standards we promised, top level management will respond.

3.   Address any questions you may have with our knowledgeable Customer Service Staff.

4.   Be treated with courtesy and respect from all staff at our company.

5.   Be heard. We commit to making your issues count. You can expect complaints/problems/concerns to be resolved within 24 business hours, whenever possible.

6.   Expect phone calls not to be transferred or left on "hold" unnecessarily.

7.   Be informed. We guarantee to keep you informed about service delays or anything else you need to know regarding the cleaning service.

 

 

Employee Signature____________________________________Date_____

 

 

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WEEKLY TRAINING

6/11/18


 

Go over section D of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Cardiopulmonary Resuscitation

Know your A, B, C’s -- Airway, Breathing, Compressions

AIRWAY: A clear airway must be quickly established and maintained, with the head-tilt; chin-lift maneuver. Foreign bodies should be removed from the mouth.

BREATHING: If the patient is not breathing adequately, intermittent positive pressure ventilation should be started once the airway has been cleared; mouth to mouth, mouth to nose, or mouth to airway ventilation should be carried out until a self inflating bag and mask are available.

COMPRESSIONS: Circulatory arrest is diagnosed by the absence of a palpable pulse in a large artery (carotid or femoral). Chest compressions are given at the standard rate and ratio of 15 to 2 (15 chest compressions, then 2 breaths). Chest compression on a pregnant woman is made difficult by flared ribs, raised diaphragm, obesity, and breast hypertrophy.

Situation:  Customer complains that dusting needs to be better.

 

Response: Can you show me the area that needs more attention? (listen to their response and see if it’s just one area or if it seems to be an ongoing problem). Let me call my supervisor and see if we can change the rotation or frequency of dusting in this area.

Action steps:

Step 1 – Smile and ask if there is an area that needs more attention.

Step 2 – Listen to their response to see if it’s just one area or if it seems to be an ongoing problem.

Step 3 – Contact your supervisor to see if adjustments need to be made to the dusting schedule.

 


Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#3-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

How You Feel About Your Customers

 

This activity puts the roles of customer and service provider into perspective.

You are both a customer and service provider at one time or another during your lifetime. During this exercise we want you to think of how you like to be treated as a customer; because when you put yourself in your customer’s shoes, you become a better service provider.

The purpose of this activity is to help you view your customers differently, to motivate and inspire you to feel great about your customers, and change from a self-focused attitude to a customer-focused attitude.

After the activity you will be able to understand your role as a service provider, gauge your attitude toward customers and learn techniques for developing a customer-oriented attitude.

Often, the way you interact with our customers is the same way you interact with everyone in your life.

 

Answer the following questions True or False

 

Customers want too much service.                                             True             False

Customers need to understand my side of the story.                   True             False

Customers should not expect a fast response.                             True             False

Customers complain about insignificant problems.                       True             False

Placing a customer on hold for 2 minutes is acceptable.               True             False

Telling the customer “This happens all the time is okay.              True            False

I need some appreciation from customers.                                  True             False

Someone else should deal with irate customers.                          True             False

 

Answers

 

Customers want too much service.  False

Remember, you’re a paying customer yourself and you want, expect, and deserve good service.

 

Customers need to understand my side of the story.  False

Think about a time you were a customer in a restaurant and you had to wait a long time to be served. Did you really care that one server was late to work and one didn’t show up? No! You just wanted to be served.  As a customer, you are concerned with your own problems. You are not interested in the other side of the story.

 

Customers shouldn’t expect a fast response.  False

As a customer, you may have already tried to solve the problem yourself. By the time you’ve called the service provider, you’ve already spent too much time on it and you expect a fast response from the experts.

 

Customers complain about insignificant problems.   False

As a customer, no problem is too small, especially if it’s creating frustration in your life. If someone says your problem is small and insignificant – how does that make you feel?

 

Placing a customer on hold for 2 minutes is acceptable.   False

Think about the answer to this question after closing your eyes for 2 minutes and asking yourself if it is ok to be on hold for this long.

 

Telling the customer “This happens all the time” is okay.   False

As a customer, I interpret this to mean that the service is prone to lots of problems – not good for long-term business.

 

 

I need some appreciation from customers.   False

We all like appreciation. Unfortunately customers are not always appreciative, even of good service – they expect it!

 

Someone else should deal with irate customers.   False

Have you ever been an irate customer? If so, you probably know that you are usually annoyed at the product or the company, not necessarily the person serving you. But if that person starts to take it personally, you feel the tension build. So, from either point of view, it doesn’t work to take things personally.

 

 

Now that you’ve done the activity, how does it feel to perceive the answers from a customer’s perspective? Put yourself in your customers’ shoes from time to time to remind yourself of how it feels from their point of view.

Employee Signature____________________________________Date_____

 

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WEEKLY TRAINING

6/4/18



 

Go over section C of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  OSHA First Aid Requirements

 

The Occupational Safety and Health Administration (OSHA) has certain requirements regarding first aid and CPR preparedness in the workplace.

 

First aid supplies should be readily available to all employees:

 

•      OSHA standard 1910.151 (b) states that an employer must have "adequate first aid supplies...readily available," although specific first aid supplies are not listed in the standard.

•      OSHA does not have a minimum requirement, but ANSI (American National Standards Institute), does. A basic workplace first aid kit should include:

•         At least one absorbent compress, 32 sq. in. with no size smaller than 4 in.

•         At least 16 adhesive bandages, 1 in. x 3 in.

•         One roll of adhesive tape, 5 yards total

•         At least ten packets of antiseptic applications, (0.14 fl oz.)

•         At least six applications of burn treatments, (0.14 fl. oz.)

•         Two or more pairs of medical exam gloves (latex or non-latex)

•         At least four sterile pads, 3 in. x 3 in.

•         One triangular bandage, 40 in. x 40 in. x 56 in.

 

Additional (but optional) items include:

•                                 Four 2x2 inch bandage compresses

•                                 Two 3x3 inch bandage compresses

•                                 One 4x4 inch bandage compress

•                                 One eye patch

•                                 Eye wash solution

•                                 One chemical cold pack, 4x5 inch

•                                 Two roller bandages, two inches wide

•                                 One roller bandage, three inches wide

•                                 CPR barrier device

 

Any concerns about OSHA compliance for your company should prompt you to provide first aid and CPR training to employees. OSHA has partnered with the American Red Cross (ARC) to determine training standards. The American Red Cross recommends updating first aid training every three years and updating CPR training every year.

 

 

 

 

Situation:  Customer complains that the glass door in the entryway has fingerprints on it.

 

Response: Thanks for bringing that to my attention. It’s sometimes hard to see the fingerprints at night without any light shining on the door. So unfortunately in the morning with the sun shining in, it shows every fingerprint we missed. What we can do is start using a squeegee on that door to make sure we got them all.

Action steps:

Step 1 – Thank them for bringing it to your attention.

Step 2 – Explain why it’s difficult to see the fingerprints due to the time of the cleaning.

Step 3 – Offer an alternative to the way it’s currently being done so the problem doesn’t continue.

Step 4 – Contact your supervisor to keep him/her informed of the situation.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

What Can We Do To Make Sure Our Customers Are Satisfied?

·         Be polite. Say please, thank you, we’re glad you called, I’m happy to do that for you…

·         Resolve problems or quality issues quickly. They deserve a fast resolution.

·         Let the customer talk without interrupting them.  When you interrupt someone, you psychologically inhibit them from wanting to continue speaking. Instead, encourage the customer with statements like: “Go on,” “Tell me more,” or “Expand on that”.

·         Respond quickly to requests. If you don’t know the answer, contact your supervisor right away, and never say, “we don’t do that”, or “that’s not my responsibility”.

·         Answer the phone quickly and don’t let it go to voicemail. We expect calls to be answered by the third ring. If the person responsible for answering incoming calls is on another line, step in and answer the call for them.

·         Make the customer feel as if they’re our only client. We want each customer to feel special. We want them to wonder how we do such a great job of taking care of so many people.

 

 

Employee Signature____________________________________Date_____

 

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WEEKLY TRAINING

5/28/18


 

Go over section B of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Accidents and First Aid

 

When an accident occurs and you or someone else is injured, report it immediately to your supervisor. If you are injured by a chemical in any way, go to the janitor closet and locate the binder with SDS sheets. Find the chemical that injured you and look under the section titled “First Aid Measures” and follow the recommended procedures.

 

If an injured worker needs immediate medical attention and the supervisor is not present, use a phone to contact local emergency services right away. Emergency phone numbers are posted in the janitor closet. Inform your supervisor of the situation at the very first opportunity so the proper OSHA forms can be filled out.

Situation:  Customer complains that documents on their desk were soiled by cleaning solution.

 

Response : I’m so sorry; I did clean the desktop and thought it was dry before setting the documents back down. Can the documents be re-printed or copied? I will be extra careful to make sure this never happens again.

Action steps:

Step 1 – Apologize sincerely.

Step 2 – Ask if it’s possible to reprint or copy the documents and be sure to let them know this will never happen again.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

Customers are the reason for the work, not an interruption of work

Have you ever had to wait for service because someone is on the phone or performing a task? It’s frustrating, isn’t it? You are a paying customer and should not be treated as an interruption by the employee who should be serving you. After all, it’s you, the customer who makes their paycheck possible – don’t you deserve exceptional customer service?

Employees often lose sight of the importance of customers, especially when they’re consumed with daily tasks. But you can’t sacrifice customer service for getting your to-do list done.  Our customers’ needs must be the top priority for everyone in the company because without our customers, there is no company!

 

Employee Signature____________________________________Date_____

 

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WEEKLY TRAINING

5/21/18

 

 

Go over section A of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Building Emergencies

 

When there is a building emergency:

 

Most police departments have individuals who can advise and train employees on how to handle threatening situations such as bomb threats or threatening phone calls. You may also consider having them give recommendations on building security and employee parking lot safety procedures.

 

Severe weather:

 

 

Situation:  Customer complains that a door was left unlocked.

 

Response : I’m so sorry; I know how important it is for the office to be secure. I will double check the door each time I clean from here on out.

 

Action steps:

Step 1 –Apologize sincerely.

 

Step 2 – Let the customer know that you understand how important security is and that you will triple check the door each time you clean from now on.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

What Do Customers Really Want?

·         To be listened to with empathy, compassion and understanding. They want to know that we sincerely care about their concerns.

·         To be made to feel important. They need to feel that we take their concerns seriously and that if it is important to them it is important to us.

·         Fast response. If a customer has come to us with a concern, they want it taken care of quickly. And they deserve to have it taken care of quickly.

·         Assurance the problem has been corrected. For our customers, there is nothing worse than to complain about a problem, and then have that same problem happen again. It is our job to make sure the problem has been corrected so it doesn’t happen again, once it has been brought to our attention.

·         To be appreciated for their business. Our customers pay us to provide their cleaning services and they want to be appreciated for that. So let them know how much we appreciate their business.

 

Employee Signature____________________________________Date_____

*******************************************************************************************************************************************************************************************************

 

WEEKLY TRAINING

5/14/18

 

Go over section H of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety: Building Security and Safety

 

For your own safety and the security of the offices, lock all building entrances when working inside.  Also lock any inside office doors when required.

 

Report any suspicious person or events to your supervisor immediately.

 

While working, keep any keys in your possession on your person at all times – never leave keys on a desk or table.

 

When leaving offices, make sure that all lights that are to be turned off are in fact off.

 

Double check all entrances/exits to make sure they are locked, and set alarm if the office has a security system.

 

Situation:  Customer complains that cleaning supplies were left out in the office last night.

 

Response: I’m so sorry, thanks for bringing that to my attention.  I’ll make sure to double check that all supplies are returned to the janitor closet before I leave every night.

 

Action steps:

 

Step 1 – Apologize sincerely and thank them for bringing it to your attention.

 

Step 2 – Make sure you double check at the end of every shift that all supplies are returned to the janitor closet before you leave.

 

Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#3-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

You are the front line of customer service in our company. You have direct contact with the customers and because of that, your service and interaction with them matters greatly in their decision to continue using our cleaning services.  There are many competing cleaning companies that would love to come in and take our customers away from us. As long as we all do our part by providing the best cleaning service and customer service possible, our customers will remain loyal to our company.

The reason our customers stay with us is because of our employees’ hard work and motivation to provide great customer service, which is why this training is so important to the success of everyone that works in our company.

Unfortunately the cost to capture a new customer is about 5 times the cost of retaining a current customer, so it is very expensive to lose a customer. In some cases the loss of a customer is beyond our control – for example, when they move out of our service area or go out of business. But losing a customer due to poor cleaning service or poor customer service is not acceptable in our company because these are completely within our control. So we must all focus our efforts on providing the best service in town in order to retain our client base.

More reasons customer service is so important:

·         96% of unhappy customers don’t complain, however 91% of those will simply leave and never come back. – 1st Financial Training services

·         One unhappy customer will tell 9 to 15 people about their experience.

·         70% of buying experiences are based on how the customer feels they are being treated. – McKinsey

·         It takes 12 positive experiences to make up for one unresolved negative experience. – “Undertanding Customers”  by Ruby Newell-Legner


 

Employee Signature____________________________________Date_____

*****************************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

5/7/18

 

 

Go over section G of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Fire Safety

 

 

Situation:  A customer complains that there are no hand towels in the restroom.

Response : I’m so sorry; I know it’s frustrating when there are no hand towels! Let me take care of that right away for you.

Action steps:

Step 1 – Apologize sincerely and let them know you understand how frustrating it is when supplies run out.

Step 2 –Fill the hand towels immediately.

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

One of the reasons customer service is so important is because it is sometimes the only contact our customers have with our company. Since we do most of our work when our customers aren’t present, they may only have contact with us when they call about a concern or approach a cleaning technician with a request. Our goal in training you about customer service is that we make that experience a positive one for both our customers and for you as our customer service representatives.

“It’s not the situation, but whether we react (negative) or respond (positive) to the situation that’s important.” Zig Ziglar

When it comes to customer service, our goal is to respond to each situation in a positive way. We want our customers to feel important and appreciated while taking care of their requests and concerns.

Here is an example of a cleaning technician “reacting” to a comment made by a customer:

Customer: “I put these boxes in the aisle for you to take out to the trash yesterday and they’re still here! Why didn’t you take them out?”

Reacting Negatively: “Well they weren’t marked trash so I didn’t take them out!”

The employee immediately went on the defensive and “reacted” to the customer in a negative way. How do you think the customer felt when they walked away after this conversation?

 

Notice the difference when the employee “responds” positively to the customer:

Responding Positively: “I’m so sorry, I did see them and checked to see if they were marked for trash but I didn’t see any notes and I didn’t want to throw out anything that wasn’t intended for the trash. I’ll take care of it right now. Let me give you some stickers that you can use to mark the boxes for trash. That way I’ll know for sure that I need to take them out to the trash next time.”

The employee responded in a more positive way by apologizing sincerely, taking care of the boxes right away, and offering a suggestion to make sure it doesn’t happen again. The customer walked away feeling much better about the situation.

For many of our clients, the customer service aspect of their experience is at least as important as the cleaning itself. This training program will provide you with an overview of the best practice skills required to exceed our customers’ expectations.

 

Employee Signature____________________________________Date_____

*********************************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

4/30/18

 

 

Go over section F of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Fire Extinguishers

 

Do not attempt to put out the fire yourself unless you've been properly trained to use fire extinguishers.

 

When using a typical fire extinguisher, follow the “PASS” method. Hold the extinguisher upright, and:

 

1.    Pull the pin, standing 8 to 10 feet away from the fire.

2.    Aim at the base of the fire (if you aim high in the flames, you won’t put out the fire).

3.    Squeeze the handle.

4.    Sweep at the base of the fire with the extinguishing agent.

 

 

Class A extinguishers are used for ordinary combustibles such as wood, lumber, paper, cardboard, plastic and garbage, which leave ashes or debris once burned. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class B extinguishers are used for flammable liquids and gases such as grease, gasoline, oil, paint thinner, mineral spirits and other combustible liquids, which burn vapors. This extinguisher must be located within 50 feet or less travel distance from employees.

 

Class C extinguishers are used for energized electrical equipment fires such as appliances, power tools, circuit breakers, switches, and outlets. Never use water to extinguish Class C fires - the risk of electrical shock is far too great! Class C extinguishers do not have a numerical rating. The C classification means the extinguishing agent is non-conductive.

 

Class D extinguishers are used for combustible metals burning on their own such as titanium, potassium, sodium, magnesium and pyrophoric materials. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class K extinguishers are used for cooking oils or fats burning such as grease and animal fat. This extinguisher can be used on class A and B fires as well. This extinguisher must be located within 75 feet or less travel distance from employees.

 

 

Situation:  A person wants you to let them into the office because they don’t have their key.

Response: I’m so sorry you forgot your key, but unfortunately I can’t let you in because of our company policy regarding security. Perhaps there is another employee that works in the building you could call to help you gain access.

Action steps:

Step 1 –Say you’re sorry they forgot their key.

Step 2 – Explain that due to security reasons you are unable to let them into the building. Offer a suggestion for getting in by calling a fellow employee.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

There is nothing more important to both you and this company as our customers; because without them, there is no business.  Our customers spend a lot of money each year to make sure their facility is cleaned to the specifications we promised. So when they have a concern or request, they expect us to resolve things quickly and efficiently, and to do it with courtesy and respect. Consider this quote from Sam Walton, Founder of Wal-Mart:

“There is only one boss, and whether a person shines shoes for a living or heads up the biggest corporation in the world, the boss remains the same. It is the customer! The customer is the person who pays everyone’s salary and who decides whether a business is going to succeed or fail. In fact, the customer can fire everybody in the company from the chairman (CEO) on down, and he can do it simply by spending his money somewhere else. Literally everything we do, every concept perceived, every technology developed and associate employed, is directed with this one objective clearly in mind – pleasing the customer.”

 

Employee Signature____________________________________Date_____

*********************************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

4/30/18

 

Go over section F of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Fire Extinguishers

 

Do not attempt to put out the fire yourself unless you've been properly trained to use fire extinguishers.

 

When using a typical fire extinguisher, follow the “PASS” method. Hold the extinguisher upright, and:

 

1.    Pull the pin, standing 8 to 10 feet away from the fire.

2.    Aim at the base of the fire (if you aim high in the flames, you won’t put out the fire).

3.    Squeeze the handle.

4.    Sweep at the base of the fire with the extinguishing agent.

 

 

Class A extinguishers are used for ordinary combustibles such as wood, lumber, paper, cardboard, plastic and garbage, which leave ashes or debris once burned. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class B extinguishers are used for flammable liquids and gases such as grease, gasoline, oil, paint thinner, mineral spirits and other combustible liquids, which burn vapors. This extinguisher must be located within 50 feet or less travel distance from employees.

 

Class C extinguishers are used for energized electrical equipment fires such as appliances, power tools, circuit breakers, switches, and outlets. Never use water to extinguish Class C fires - the risk of electrical shock is far too great! Class C extinguishers do not have a numerical rating. The C classification means the extinguishing agent is non-conductive.

 

Class D extinguishers are used for combustible metals burning on their own such as titanium, potassium, sodium, magnesium and pyrophoric materials. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class K extinguishers are used for cooking oils or fats burning such as grease and animal fat. This extinguisher can be used on class A and B fires as well. This extinguisher must be located within 75 feet or less travel distance from employees.

 

 

Situation:  A person wants you to let them into the office because they don’t have their key.

Response: I’m so sorry you forgot your key, but unfortunately I can’t let you in because of our company policy regarding security. Perhaps there is another employee that works in the building you could call to help you gain access.

Action steps:

Step 1 –Say you’re sorry they forgot their key.

Step 2 – Explain that due to security reasons you are unable to let them into the building. Offer a suggestion for getting in by calling a fellow employee.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

There is nothing more important to both you and this company as our customers; because without them, there is no business.  Our customers spend a lot of money each year to make sure their facility is cleaned to the specifications we promised. So when they have a concern or request, they expect us to resolve things quickly and efficiently, and to do it with courtesy and respect. Consider this quote from Sam Walton, Founder of Wal-Mart:

“There is only one boss, and whether a person shines shoes for a living or heads up the biggest corporation in the world, the boss remains the same. It is the customer! The customer is the person who pays everyone’s salary and who decides whether a business is going to succeed or fail. In fact, the customer can fire everybody in the company from the chairman (CEO) on down, and he can do it simply by spending his money somewhere else. Literally everything we do, every concept perceived, every technology developed and associate employed, is directed with this one objective clearly in mind – pleasing the customer.”

 

Employee Signature____________________________________Date_____

********************************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

4/23/18

 

 

Go over section E of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Fire Evacuation

 

Establish an employee meeting place so that all employees can be accounted for after a building evacuation. The meeting place needs to be away from the building, both so that the area is clear for arriving fire department personnel and so that occupants are away from any debris that may fall from the building.

 

Try not to panic.

 

R.A.C.E. procedures stand for Rescue, Alert, Confine, and Evacuate.

 

Rescue – Move all persons away from immediate danger

Alert – Pull alarm station and call 911

Confine - Close doors when exiting. By closing doors, you help limit the spread of smoke and fire throughout the building. Doors should be closed by employees as they leave and by the floor wardens assigned to check the floor during an alarm.

Evacuate - Stop working and leave the building immediately if you hear the fire alarm sound or if you are instructed to do so.

 

Fire Evacuation Tips

 

 

 

Situation:  A customer confronts you and claims that they had an item stolen from their desk.

Response : Oh, I’m very sorry to hear that. Can I get some details of what happened so we can help you get to the bottom of what happened?

Action steps:

Step 1 – Apologize sincerely.

Step 2 – Ask for details of what happened and offer to help figure out what might have happened.

Step 3 – Report the incident to your supervisor immediately.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability- what does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

 

How to Provide Exceptional Customer Service

What if they ask a question or ask for your help?

If a customer asks for your help, has a complaint, or requests a service that is not part of your normal routine, what should you do? Before we answer that question, here is what you should NOT do.

·         DO NOT say things like, “We don’t do that”, or “That’s not part of my job”, or “That’s not in my job description”, or “They don’t pay me enough to do that”.

·         DO NOT say “You’ll have to call the office”, or “You’ll have to call my supervisor” and then walk away.

·         DO NOT say “I don’t know” and walk away.

·         DO NOT make excuses for what happened (or didn’t happen).

·         DO NOT ignore customers because you’re busy.

·         DO NOT become angry or upset with a customer – ever.

When a customer approaches you or calls for help, greet them warmly and say “How can I help you?” Use a warm tone of voice, show empathy if they have a complaint, and above all, remain calm. If you are not able to help, don’t simply walk away without getting specific information about their request. It’s up to you to get them the help they need, and if you don’t know how to help them, then you need to make sure you connect them to the right person, and to do it immediately.

 

Wrong Approach

Proactive, Friendly Approach

 

“I don’t know”

 

 

“I’ll find out”

 

“That’s not my job”

 

 

“Let me find the right person who can help you with…”

 

 

“No, I can’t do that”

 

 

“What I can do is…”

 

“You’re right, that’s pretty bad”

 

 

“I understand your frustrations”

 

“You want it done by when?”

 

 

“I’ll try my best”

 

“That’s not my fault”

 

 

“Let’s see what we can do about this”

 

“I’m busy right now”

 

 

“I’ll be with you in just a moment”

 

“Can you call back?”

 

 

“I will call you back. Let me get your phone number”

 

 

Employee Signature____________________________________Date_____

***********************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

4/16/18

 

Go over section D of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Emergency Preparedness

Emergency Exits and Exit Routes

 

 

Use handrails when using stairways

Never block doors and stairwells

 

Situation:  A fellow employee asks you to clock them into the work location.

Response: Sorry, but I can’t do that because it’s against company policy. Did you know that clocking in or out for another employee is grounds for termination? I wouldn’t want you to get fired if you’re not aware of the policy.

Action steps:

Step 1 – Explain the policy to the employee in a polite way. They may not be aware they’re doing something wrong.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#3-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

How to Provide Exceptional Customer Service

 

In order to provide exceptional customer service, employees need the following basic skills:

·         Knowledge about our company – history, services we provide, the type of customers we serve, etc.

·         Technical skills to perform your job

·         Consistency in your work performance

·         Team player attitude

·         Good communication skills

We want our customers to feel at ease when we clean their work place. There are several things we can do to create this type of environment when we are cleaning their space. First, acknowledge a person as soon as they appear, even if you are busy. All you have to do is make eye contact, smile, and say hello. Always be polite and courteous in their presence.

 

Employee Signature____________________________________Date_____


*********************************************************************************************************************************************************************************************************************************

WEEKLY TRAINING

4/9/18

 

Go over section C of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Drive Safely

Drive defensively and wear your seatbelt.

 

Situation:  You notice an employee is always on their cell phone when they should be working.

Response : Hi Julie, I noticed you sometimes spend time on your cell phone when you’re cleaning. Did you know that’s against company policy and you could be written up for it? I just don’t want to see you get into any trouble if you weren’t aware of the policy.

Action steps:

Step 1 – Explain the policy to the employee in a polite way. They may not be aware they’re doing something wrong.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

What Exceptional Customer Service Should Look Like at Our Company

 

By identifying the elements of service that are important for our company, we will be able to turn those elements into specific workable steps.

 

Elements of service that are important to our company:

Answering the phone by the 3rd ring.

When a phone rings and you are able to answer it, answer it within 3 rings. We don’t want a customer to wait to speak to a live person. This shows we are ready and well equipped to answer the phone.

 

Resolving any complaint in a prompt manner.

When confronted with a complaint get all the facts, and take care of the problem promptly. Then explain the process we will take to ensure it doesn’t happen again.

 

Being polite. For example:

If you don’t know the customer’s name always refer to them as sir or ma’am.

Always use phrases like “thank you”, “you’re welcome”, “how can I be of assistance?” and “I’m happy to do that for you” when talking with customers.

Hold a door open for a customer if the opportunity arises.

 

Smiling when you encounter a customer.

When encountering a customer look at them and smile.

Smiling tells the customer that you are friendly, it shows your positive attitude, and in most cases they will smile back at you. When you smile more, you will carry an aura and poise that will draw people to you.

 

Calling customers by their name.

Everyone likes to hear their name and our customers are no different. When people hear their name it makes them feel wanted, needed, or just visible in the world.

 

Completing the cleaning task to your best ability.

Completing a cleaning task to your best ability shows you are a professional cleaner. It shows you have been trained and are knowledgeable about what you are doing.  It shows you have the best interest of the customer in mind. When customers have confidence that you are a professional, they are more likely to approach you for service because they know you’ll do the right thing.

 

Providing the level of service we promised.

Providing the level of service we promised shows the customer that they are dealing with an ethical company. Always under promise and over deliver.

 

Offer assistance whenever possible.

Offer your assistance to the customer even when it is not cleaning related.

 

Making the customer feel as if they would never be able to receive exceptional service from any other cleaning company.

Remember this quote from Maya Angelou whenever providing customer service:

"People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

 

Employee Signature____________________________________Date_____


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WEEKLY TRAINING

4/2/18

 

Go over section B of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:   Remove Trash Carefully

Trash containers may contain sharp glass and metal objects. Avoid cuts and punctures to your skin by handling trash in a safe manner.

 

Situation:  You watch an employee take candy from a dish in an office.

Response : Hi John, I noticed you took candy from the dish at the receptionist desk. Did you know that’s against company policy to do that? Our customers put that candy out for their clients and they don’t want the cleaning service eating it. I just don’t want to see you get into any trouble if you weren’t aware of the policy.

Action steps:

Step 1 – Explain the policy to the employee in a polite way. They may not be aware they’re doing something wrong.

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

Customer Bill of Rights

 

We are committed to developing policies and procedures to protect the rights of our customers and ensure that we have your best interests at the forefront of everything we do.

As a customer, you have the right to:

1.   Have service performed as scheduled.

2.   Expect a clean office and building. Simply put, you deserve the best. If we’re not performing to the standards we promised, top level management will respond.

3.   Address any questions you may have with our knowledgeable Customer Service Staff.

4.   Be treated with courtesy and respect from all staff at our company.

5.   Be heard. We commit to making your issues count. You can expect complaints/problems/concerns to be resolved within 24 business hours, whenever possible.

6.   Expect phone calls not to be transferred or left on "hold" unnecessarily.

7.   Be informed. We guarantee to keep you informed about service delays or anything else you need to know regarding the cleaning service.

Employee Signature____________________________________Date_____


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MEETING AGENDA

3/26/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section A of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Reporting Hazards And Unsafe Conditions

 

It is every employee’s responsibility to be on the lookout for possible hazards and unsafe conditions. If you see one of the conditions on the following list or any other hazard or unsafe conditions, report it to your supervisor immediately.

 

Follow the proper protocol. Tell your supervisor about your workplace safety concerns first. This will give the company a chance to address those concerns with the owners or managers of the building.

 

Some examples of unsafe conditions include:

 

As an employee you are responsible for your own safety:

 

 

 

 

 

 

 

Situation:  A fellow employee takes an item out of the trash and puts it in their car.

 

Response: Hi Susan, I noticed you took something out of the trash and put it in your car. Did you know that we shouldn’t take things out of the trash? It’s against company policy and you could be written up for it. I just don’t want to see you get into any trouble if you weren’t aware of the policy.

Action steps:

Step 1 – Explain the policy to the employee in a polite way. They may not be aware they’re doing something wrong.

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this??

How You Feel About Your Customers

 

This activity puts the roles of customer and service provider into perspective.

You are both a customer and service provider at one time or another during your lifetime. During this exercise we want you to think of how you like to be treated as a customer; because when you put yourself in your customer’s shoes, you become a better service provider.

The purpose of this activity is to help you view your customers differently, to motivate and inspire you to feel great about your customers, and change from a self-focused attitude to a customer-focused attitude.

After the activity you will be able to understand your role as a service provider, gauge your attitude toward customers and learn techniques for developing a customer-oriented attitude.

Often, the way you interact with our customers is the same way you interact with everyone in your life.

 

Answer the following questions True or False

 

Customers want too much service.                                             True             False

Customers need to understand my side of the story.                   True             False

Customers should not expect a fast response.                             True             False

Customers complain about insignificant problems.                       True             False

Placing a customer on hold for 2 minutes is acceptable.               True             False

Telling the customer “This happens all the time is okay.              True            False

I need some appreciation from customers.                                  True             False

Someone else should deal with irate customers.                          True             False

 

Answers

 

Customers want too much service.  False

Remember, you’re a paying customer yourself and you want, expect, and deserve good service.

 

Customers need to understand my side of the story.  False

Think about a time you were a customer in a restaurant and you had to wait a long time to be served. Did you really care that one server was late to work and one didn’t show up? No! You just wanted to be served.  As a customer, you are concerned with your own problems. You are not interested in the other side of the story.

 

Customers shouldn’t expect a fast response.  False

As a customer, you may have already tried to solve the problem yourself. By the time you’ve called the service provider, you’ve already spent too much time on it and you expect a fast response from the experts.

 

Customers complain about insignificant problems.   False

As a customer, no problem is too small, especially if it’s creating frustration in your life. If someone says your problem is small and insignificant – how does that make you feel?

 

Placing a customer on hold for 2 minutes is acceptable.   False

Think about the answer to this question after closing your eyes for 2 minutes and asking yourself if it is ok to be on hold for this long.

 

Telling the customer “This happens all the time” is okay.   False

As a customer, I interpret this to mean that the service is prone to lots of problems – not good for long-term business.

 

 

I need some appreciation from customers.   False

We all like appreciation. Unfortunately customers are not always appreciative, even of good service – they expect it!

 

Someone else should deal with irate customers.   False

Have you ever been an irate customer? If so, you probably know that you are usually annoyed at the product or the company, not necessarily the person serving you. But if that person starts to take it personally, you feel the tension build. So, from either point of view, it doesn’t work to take things personally.

 

 

Now that you’ve done the activity, how does it feel to perceive the answers from a customer’s perspective? Put yourself in your customers’ shoes from time to time to remind yourself of how it feels from their point of view.

 

 

Employee Signature____________________________________Date_____


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MEETING AGENDA

3/19/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section G of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  General Workplace Safety Is Everyone’s Concern

 

Employees must abide by all rules and regulations associated with employee health and safety.

 

It is an employee’s duty to report all accidents, injuries, hazards and safety concerns to your supervisor or manager immediately.

Situation:  A new employee was hired and you meet them for the first time.

 

Response: Hi, my name is Joe Smith. Welcome aboard! It’s always good to see new faces around here. Let me know if you ever have any questions, I’m glad to help.

Action steps:

Step 1 – Smile and make eye contact

Step 2 – Introduce yourself and make the new employee feel welcome. Remember how it feels to be the “new guy” on the job.

 

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Healthy Cleaning - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#3-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this???

 

What Exceptional Customer Service Should Look Like at Our Company

What Can We Do To Make Sure Our Customers Are Satisfied?

·         Be polite. Say please, thank you, we’re glad you called, I’m happy to do that for you…

·         Resolve problems or quality issues quickly. They deserve a fast resolution.

·         Let the customer talk without interrupting them.  When you interrupt someone, you psychologically inhibit them from wanting to continue speaking. Instead, encourage the customer with statements like: “Go on,” “Tell me more,” or “Expand on that”.

·         Respond quickly to requests. If you don’t know the answer, contact your supervisor right away, and never say, “we don’t do that”, or “that’s not my responsibility”.

·         Answer the phone quickly and don’t let it go to voicemail. We expect calls to be answered by the third ring. If the person responsible for answering incoming calls is on another line, step in and answer the call for them.

·         Make the customer feel as if they’re our only client. We want each customer to feel special. We want them to wonder how we do such a great job of taking care of so many people.

Employee Signature____________________________________Date_____


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MEETING AGENDA

3/12/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section F of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Your safety is a priority for our company. As a cleaning business, we’re legally bound by standards issued by the Occupational Safety and Health Administration (OSHA) to provide a safe working environment for employees. However, safety in the workplace is everyone’s business. Every employee is responsible for performing their work in a safe manner.

This safety program identifies guidelines for preventing the most common accidents associated with cleaning. When used consistently and properly, these safety guidelines will help reduce accidents. But use of these guidelines alone is not the total answer to accident prevention. Safety in the workplace requires good judgment. You must identify and report unsafe situations immediately to your supervisor and help them correct them before an accident occurs.

As part of your job, you are expected to follow the safety guidelines outlined in this program.

 

Remember … No job is so important and no service is so urgent that you cannot take the time to perform the work safely.

 

Situation:  Customer informs you they just spilled coffee on the carpet and would like you to clean it up.

Response : Sure, I can help you with that. Let me just get the spotting kit and I’ll be right there.

Action steps:

Step 1 – Smile and let the customer know you can help with that.

Step 2 – If you have been trained on how to spot carpet, get the spotting kit and take care of it right away.

Step 3 – If you have not been trained on how to spot carpet, gather white cloths or paper towels to absorb as much of the spill as you can. Blot with a damp white towel. Call your supervisor so he/she can take care of any further spotting needed. Explain to the customer what steps you’ve taken.

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Reliability - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#2-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this???

 

What Exceptional Customer Service Should Look Like at Our Company         

Customers are the reason for the work, not an interruption of work

Have you ever had to wait for service because someone is on the phone or performing a task? It’s frustrating, isn’t it? You are a paying customer and should not be treated as an interruption by the employee who should be serving you. After all, it’s you, the customer who makes their paycheck possible – don’t you deserve exceptional customer service?

Employees often lose sight of the importance of customers, especially when they’re consumed with daily tasks. But you can’t sacrifice customer service for getting your to-do list done.  Our customers’ needs must be the top priority for everyone in the company because without our customers, there is no company!

Employee Signature____________________________________Date_____


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MEETING AGENDA

3/5/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section E of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  SDS-Stands for Safety Data Sheets. You must have an up to date SDS manual on every site.  If not you must contact the office immediately so that we can get you what you need.

Situation:  Customer asks you to change a light that is out.

Response #1A: Please give me a moment to finish this task and I will see what I need to do to get that done myself or I will find someone else to help.

Response #1B: I’m afraid our company isn’t responsible for changing the lights in your building, but let me check with my supervisor because he may have the contact information for the vendor who does. Can you show me which light is out?

Action steps:

Step 1 – Check with your supervisor if you don’t know your policy on changing lights.

Step 2A – If you have been trained on changing lights, take care of it for the customer and let your supervisor know so the task can be tracked.

Step 2B – If you have not been trained on changing lights, give response #1A.

Step 2C – If your company is not responsible for changing lights, give response #1B.

 Are you responsible for knowing and following company policies and procedures?  Why? Is “good enough” ever “good enough”?

Consistency - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this???

 

What Exceptional Customer Service Should Look Like at Our Company

What Do Customers Really Want?

Employee Signature____________________________________Date_____

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MEETING AGENDA

1/8/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section D of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:  Slips, Trips and Falls

 

     

 

Situation:  A fellow employee takes an item out of the trash and puts it in their car.

Response: Hi Susan, I noticed you took something out of the trash and put it in your car. Did you know that we shouldn’t take things out of the trash? It’s against company policy and you could be written up for it. I just don’t want to see you get into any trouble if you weren’t aware of the policy.

Action steps:

Step 1 – Explain the policy to the employee in a polite way. They may not be aware they’re doing something wrong.

Are you responsible for knowing and following company policies and procedures?  Why?       Is “good enough” ever “good enough”?

Reliability - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#1-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this???

What Exceptional Customer Service Should Look Like at Our Company

 

By identifying the elements of service that are important for our company, we will be able to turn those elements into specific workable steps.

Elements of service that are important to our company:

Answering the phone by the 3rd ring.

When a phone rings and you are able to answer it, answer it within 3 rings. We don’t want a customer to wait to speak to a live person. This shows we are ready and well equipped to answer the phone.

Resolving any complaint in a prompt manner.

When confronted with a complaint get all the facts, and take care of the problem promptly. Then explain the process we will take to ensure it doesn’t happen again.

Being polite. For example:

If you don’t know the customer’s name always refer to them as sir or ma’am.

Always use phrases like “thank you”, “you’re welcome”, “how can I be of assistance?” and “I’m happy to do that for you” when talking with customers.

Hold a door open for a customer if the opportunity arises.

Smiling when you encounter a customer.

When encountering a customer look at them and smile.

Smiling tells the customer that you are friendly, it shows your positive attitude, and in most cases they will smile back at you. When you smile more, you will carry an aura and poise that will draw people to you.

Calling customers by their name.

Everyone likes to hear their name and our customers are no different. When people hear their name it makes them feel wanted, needed, or just visible in the world.

Completing the cleaning task to your best ability.

Completing a cleaning task to your best ability shows you are a professional cleaner. It shows you have been trained and are knowledgeable about what you are doing.  It shows you have the best interest of the customer in mind. When customers have confidence that you are a professional, they are more likely to approach you for service because they know you’ll do the right thing.

Providing the level of service we promised.

Providing the level of service we promised shows the customer that they are dealing with an ethical company. Always under promise and over deliver.

Offer assistance whenever possible.

Offer your assistance to the customer even when it is not cleaning related.

Making the customer feel as if they would never be able to receive exceptional service from any other cleaning company.

Remember this quote from Maya Angelou whenever providing customer service:

"People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

Employee Signature____________________________________Date_____

 

 

 

MEETING AGENDA

1/1/18

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section c of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:Workplace Hazards

 

There are many kinds of workplace hazards; they are divided into three categories – Physical, Chemical and Biological.

 

Physical

 

Physical hazards are due to a transfer of energy between an object and a worker, such as falling from a height or a burn from a hot oven.

Chemical

 

Chemical hazards are due to direct contact with chemicals such as cleaners, pesticides, and fertilizers.

Biological

 

Biological hazards are due to contact with living organisms or their by-products such as molds, bacteria, HIV, or grain dust.

It is important for all workers to be aware of potential hazards when they enter a workplace. This is because hazards may cause both temporary and permanent injuries and illnesses.

 

Some hazards will create an injury or illness right away. Other hazards may not cause an injury or illness until much later in life. For this reason, workers should take all hazards seriously; even if they do not experience problems right away.

 

Situation:  A new employee was hired and you meet them for the first time.

Response: Hi, my name is Joe Smith. Welcome aboard! It’s always good to see new faces around here. Let me know if you ever have any questions, I’m glad to help.

Action steps:

Step 1 – Smile and make eye contact

Step 2 – Introduce yourself and make the new employee feel welcome. Remember how it feels to be the “new guy” on the job.

Are you responsible for knowing and following company policies and procedures?  Why?       Is “good enough” ever “good enough”?

Consistency - What does it mean to you?

What are the four core values and the three constants?  

Core value Number#4-What does it mean to you?

Customer Relations- What is it???

Mission Statement: What is it???    How do we accomplish this???

Customer Bill of Rights

We are committed to developing policies and procedures to protect the rights of our customers and ensure that we have your best interests at the forefront of everything we do.    As a customer, you have the right to:

1.   Have service performed as scheduled.

2.   Expect a clean office and building. Simply put, you deserve the best. If we’re not performing to the standards we promised, top level management will respond.

3.   Address any questions you may have with our knowledgeable Customer Service Staff.

4.   Be treated with courtesy and respect from all staff at our company.

5.   Be heard. We commit to making your issues count. You can expect complaints/problems/concerns to be resolved within 24 business hours, whenever possible.

6.   Expect phone calls not to be transferred or left on "hold" unnecessarily.

7.   Be informed. We guarantee to keep you informed about service delays or anything else you need to know regarding the cleaning service.

Employee Signature____________________________________Date_____

 

 

 

MEETING AGENDA

12/25/17

 

1.     Old business?

2.     Anything new going on in the homes and offices we service? (add on services, etc.)

Go over section B of the quality guidelines.

   Did you Go through next two week schedule (day by day)

Safety:Safety Cardiopulmonary Resuscitation

Know your A, B, C’s -- Airway, Breathing, Compressions

 

AIRWAY: A clear airway must be quickly established and maintained, with the head-tilt; chin-lift maneuver. Foreign bodies should be removed from the mouth.

 

BREATHING: If the patient is not breathing adequately, intermittent positive pressure ventilation should be started once the airway has been cleared; mouth to mouth, mouth to nose, or mouth to airway ventilation should be carried out until a self inflating bag and mask are available.

 

COMPRESSIONS: Circulatory arrest is diagnosed by the absence of a palpable pulse in a large artery (carotid or femoral). Chest compressions are given at the standard rate and ratio of 15 to 2 (15 chest compressions, then 2 breaths). Chest compression on a pregnant woman is made difficult by flared ribs, raised diaphragm, obesity, and breast hypertrophy. Situation: &n