Employee policy revisions
As you know, the Roanoke branch of Phoenix Advertising is currently understaffed and facing an employee morale problem. It is my belief that this low staffing level is contributing to the problems we currently face as far as work load, work production, and customer satisfaction. Our salary and benefits package may need to be overhauled to attract top talent and remain competitive. Morale is also an issue that must be addressed immediately. We cannot afford to lose any more employees at the risk of being unable to meet current deadlines. As morale has slipped, so, too, has the quality of the work being outputted by these staff members.
This would explain the customer complaints which have recently come to my attention. At issue, also, is the policy of our past art director and several current account executives to change the designers’ and copywriters’ work at will without prior consultation causing the creative staff members to feel their creative efforts are being undermined. As we are approaching the end of our third quarter, I am sure all of you realize how important it is to achieve the financial goals set forth by the division headquarters. We cannot afford to lose further business,
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Our immediate need is to put in place a competitive compensation package for future hires. Once that is in place, we can then replace the art director and account executive in order to once again be fully staffed. Our second need will be to address possible solutions to the morale problem in current employees and develop an appropriate incentive plan to reimburse their overtime hours. And lastly, a policy needs to be added to our employee handbook regarding respecting the creative works of our graphics staff. In order to accomplish these tasks, I will need your input.
From Art Brown, I will need an accounting of all overtime hours worked by the graphic designers and copywriters in your department. From Ann Hathaway, I will need a graph showing the number of orders brought in by the sales team, to whom each order was assigned, and the timeline in which the client expected the finished work. As well, I need each department head to perform an informal survey of benefits packages at competing firms. You may include any comments relevant to these matters in addition to your reports. Please Email your respective reports and accompanying comments to me by the close of business next Thursday.
If you have any concerns or questions about completing this project in a timely manner, please see me in my office immediately. Thank you for your cooperation. I look forward to resolving these matters in a timely and professional manner. Email From: [email protected] com To: [email protected] com Subject: Past Year Payroll and Compensation Policy Guidelines Dear Gary, As you may be aware, the Roanoke branch is currently experiencing some employee issues related to overtime compensation. I will be addressing these issues along with the help of Mr. Forest.
In order to prepare a viable proposal to present during my meeting with Mr. Forest, I am in need of the following documents from your office: 1) The past 12 months (December 2006 – December 2007) of payroll statements for all employees at the Roanoke branch, showing total hours worked and regular pay and overtime pay broken out separately. 2) A copy of the appropriate sections from the Employee Handbook of Phoenix Advertising Agency regarding general compensation policies, including the specific policy regarding overtime hours worked by salaried employees.
3) A copy of the appropriate sections from the Roanoke branch Employee Handbook which addresses any additions or modifications to the compensation/overtime policies of Phoenix Advertising. Please upload the appropriate files to the folder on the server marked “HR” by noon next Wednesday. As I am sure you are aware, the documents I am asking you to prepare will be considered confidential. I greatly appreciate your timely response and help with this matter. Best regards, Your Name