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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 or probationary period of your choosing. 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. 

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.

Exceptions to At-Will Employment
 
While most states are at-will, there are exceptions. These often include: 
  • Federal and state anti-discrimination laws: Employers cannot terminate someone based on race, gender, religion, national origin, age (40 and over), disability, or genetic information. 
     
  • Public policy exception: Employees cannot be fired for refusing to do something illegal or for reporting illegal activities (whistleblowing). 
     
  • Implied contract exception: An implied contract can be created through statements in an employee handbook or even verbal promises, which can limit the employer's ability to terminate at will. 
     
  • Covenant of good faith and fair dealing: Some states recognize that employers should act in good faith when terminating employees.