3.6 Employee Policies and Human Resources
Wage and Salary Administration
Paydays, payroll, and paycheck policies are 100% at your discretion. It is your responsibility to ensure all deductions comply with local, state, and federal laws. Employee pay stubs should include itemized details of all deductions for transparency and compliance.
Suggested Pay Structure:
- Starting Pay: In Atlanta, we start cart slingers at $13/hour plus tips.
- Progressive Pay Increases: Consider starting new slingers at $2 less than your base rate and increasing their pay after they successfully complete their Training Passport. This provides a clear incentive for team members to complete their training and improves retention.
Compliance Tips:
- Ensure you are adhering to all local minimum wage laws. Regulations vary, so double-check requirements in your area.
- Clearly communicate pay policies, including tip structures, to employees during onboarding to avoid misunderstandings.
Additional Resources:
For streamlined payroll management, consider using tools like Square Payroll, which integrates easily with scheduling and time-tracking systems, helping ensure accuracy and compliance.
Employee Benefits
All employee benefits, including but not limited to, eligibility, holidays, vacation, insurance, leaves of absence, workers’ compensation, unemployment and retirement plans are at your discretion and should be explained within your employee handbook and be in accordance with local, state and federal laws.
Conducting Evaluations and Discipline
If an employee is not performing to standards it is important to document and go over your expectations in plain language.
- Here is our write up form, feel free to edit to your needs.
- Here is an outline of our Slinger Infraction System.
At-Will Employment and Termination Procedures
All employees should be at-will, meaning employment and compensation can be terminated, with or without cause, and with or without notice, at any time, at the option of the Company or the Employee.