employee handbook
90 ELLIE VAYO’S GUIDE TO BOUDOIR PHOTOGRAPHY
with you and a copy will be made for your personnel file. If your work is unsatis-
factory, the management may dismiss you on or before the probation period ends.
The management may, at their discretion, extend the probationary period for an-
other 30 days. A second performance evaluation will take place at the end of this
second probationary period.
Regular Employees:Employees no longer on probation whose work appears
below standard will receive a verbal warning. If the employee does not improve his
or her work behavior in two weeks, the employee will receive a written warning. At
this time the employee will be placed on a four week probationary period. The em-
ployee will have an evaluation two weeks into the probation and again at the end of
the probation. At the second and final evaluation, management will decide whether
or not the employee will be dismissed. Management will document all evaluations
and provide a copy to the employee.
Evaluations.
Performance evaluations take place in January of each year. Ellie or the manager will
fill out the evaluation form and provide a copy to the employee. The employee will
then have a meeting with management to discuss the evaluation. Evaluations affect
an employee’s promotions and raises. If an employee feels that an evaluation is un-
fair, the employee may schedule a meeting with management to further discuss and
review the evaluation.
Raises
Wage or Salary reviews take place in January of each year. Wage and salary increases
are based on merit rather than length of service. Management may conduct a spe-
cial review in cases of promotion or change in job responsibilities. Wage or salary
reviews do not guarantee the employee a pay increase. These reviews are conducted
to determine a suitable raise as well as to assess the employee’s progress.
Promotions.
Ellie Vayo Photography, Inc. makes every effort to promote from within the com-
pany. Management considers employees with the required knowledge, skill, ability,
and interest before filling positions from outside sources. Management may place
a current employee in the position on a trial basis. Seniority will be a factor for de-
termining promotions.
Employee Status.
Full-Time Regular Employee.
A full-time regular employee is one who is scheduled to work 32 hours per week,
52 weeks per calendar year, and has successfully completed the 90 day probation-
ary period.
Reviews are conducted to
determine a suitable raise
as well as to assess the
employee’s progress.
