C. Employee Administration

1. Scheduling. An effective manager will schedule only the number of staff necessary to maintain a chosen level of service and standards. Labor costs are a significant cost of this business and should be stringently monitored and controlled. 

2. Labor Hours. The level of sales at each individual Street Corner store should be a principal factor in how many labor hours a franchise operation allocates for scheduling employees.  As sales levels increase, the number of labor hours scheduled may increase. Other important factors that come into play are lease requirements for minimum hours of operation and holiday variations.

3. Pay Raises. McColla Enterprises, Ltd., subscribes to a policy that non-management employee pay raises should be administered and issued on the completely objective single criteria of length of service/employment with the company. This alleviates any biases or harsh feelings generated by the lack of uniformity that will occur with almost any other pay raise policy. Our system gives all staff the same reasonable expectations for pay raises. 

Franchisees must determine their own policies toward pay raises, but remember, payroll is a significant business expense that must be controlled in order to preserve fiscal soundness and to promote profitability.

4. Employee Paperwork and Policies. Street Corner has established certain systems for completing daily and periodic paperwork requirements.  Your employees must be trained on how to fill out daily worksheets and other important forms that are supplied by McColla Enterprises, Ltd. and will pertain to the franchise relationship. For other business matters (not related to the franchisor directly), the owner may choose whatever forms or systems the owner likes. 

5. Benefits and Time Off. Franchisees must familiarize themselves with their state’s labor laws when establishing employee benefits and time off, whether sick leave or personal time.

6. Sexual Harassment. Sexual harassment of employees is illegal and is against McColla Enterprises, Ltd. company policy in all cases. 

a. Sexual harassment includes, but is not limited to, sexual or lewd remarks, touching, grabbing, or intentional brushing up against another employee. Repeated unwanted solicitation is also sexual harassment. Any substantiated claims of this behavior should result in termination of employment. Advise any employee that feels they are being sexually harassed to report it to their manager immediately. If the sexual harassment is coming from your manager, employees should report it directly to the franchisee/owner or a government agency that governs labor laws or civil rights.

Powered by BetterDocs