They have an incentive to forget and go back to get their supplies and equipment since they get paid for that. You need to remove this incentive. I wouldn't charge your employees yet. I suggest you first change your policy so if they go back and get their equipment, it will be on their own time and effort. Also start tracking this more closely so you don't alienate your good employees and pin point those who are consistently irresponsible with their supplies and equipment. You can then talk to these employees one on one. Also think about giving small incentives to those who return their equipment properly.

If you don't have an employee handbook that spells out company policies, you may want to create one. Handbooks can cover everything from vacation policy to use of company equipment and vehicles. You can have more than one handbook if necessary. When you institute the handbook, call an employee meeting and give each employee time to read the handbook and sign it. All new employees would read it when they are hired. The handbook then becomes part of each employee's personnel file. That way, you have written proof of your company policies and proof that employees were aware of them. You can then institute measures to prevent the issues you are facing. If you need help in establishing a handbook, contact the business department of a college near you or contact your nearest small business development center or SCORE office. Their services are free and they can help you establish policies and procedures for your business.

Good point BizResearcher. One thing I would like to add is that these handbooks are most effective for new hires. The orientation phase of a new employee is the best time for them to learn about your company and policies. This is the time they are open to new ideas and processes. When you hand out your handbook to existing employees, make the extra steps so they accept these new policies instead of resisting them. Get your employees involved in finalizing the handbook. Give them time to read and ask questions. This handbook should be created so people can perform their job well and according to company standards and expectations. Do not approach the handbook as a tool you can use to punish the guilty.

this is pretty standard when starting a new job in my experience. A contract covers the terms of your specific role, legisaltion cover the law relating to all employment, but the internal manual or code of practice/ employee handbook covers the specifics of what is expected from all employees within the organisation. as wellas spellign out whats expected and acceptable it also provides a means of spelling out consequences for not following the rules.

Company Policies manual would be huge. Your employees have incentive to forget equipment if their just going to get paid for their mishaps. What if their was an incentive not to forget equipment. A policy that affected their wage if they make these mistakes consitently . Then the policy is signed by the employee before they are hired. Chiropractor Camarillo ---This post was edited to remove a commercial link. Read our discussion policies for more Community best practices.

While I feel your flustration and would highly recommend a policy of checklists and training of staff. But at the end of the day deducting these items from an employees paycheck may run you afoul of your state employment laws... Research the law in this matter before consider this tactic... Or how about you create a monthly bonus pool for all workers to share - say $500 a month - Post it in the breakroom... Post this amount and if there is any lost items the bonus pool for all is reduced by said amount and the crew responsible is also noted on the board... A little bit of staff peer pressure goes a long way

Thanks to all for jumping in with these helpful replies!

I think that making a rule that every individual will be responsible for their own things carried to the work palce, though I'm not asking you to alienate your employees but at-leat this would help a lot in bringing the situation under control and keep a watch on the proceeding. This would help you can have the odd ones out and have them warned, so this would help you curb the problem solved to a very good extent. Charging your employees would be a little harsh on your part, why shoud you play a negative part when the matter can be solved without that.