No more subs, I'm hiring employees and need some help!

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LoudspeakerDJ

LoudspeakerDJ

New DJ
Nov 16, 2006
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As the title states, I want to hire employees. What I need, is an employee handbook and any other information that a new employee might need to sign, to help protect me down the road. Does anybody have any such materials they would liket o share with us? You would be my best friend.

Thanks
 
I don't have any, but you should have a non-compete contract with your employees,,, I know many multi op guys who do,,, says something like you can't start your own bisness within one year of leave XYZ DJ Company...

also you need to think about what is important to you, from an owner standpoint for your manual...

You need to line out how they will be paid,,,, what expences you cover, what about damaged gear, travel, car stuff and even clothing. If you require them to wera a company logo polo shirt, I think you need to supply them (I'm not sure on that one)

Are you going to supply gear? If not what do they need to have in their system to meet your requirements.

What about training? Are you hiring people who are already DJ's to work for you? Can they work for someone else? Are you going to keep them busy enough?

If you train them, do you pay them for the time it takes to train them in the office?

What if their friend asks them to DJ a party for them on some Saturday night and they have their own gear... can you stop them? Do you take a loss because you can't book them?

Just a few things off the top of my head....

not that you asked,,, but things that should be in a manual...
 
LoudspeakerDJ said:
As the title states, I want to hire employees. What I need, is an employee handbook and any other information that a new employee might need to sign, to help protect me down the road. Does anybody have any such materials they would liket o share with us? You would be my best friend.

Thanks
Click to expand...

I have dealt with numerous "Non-Compete" agreements, which is the contract that an employee signs when they start, that basically says if they leave they will not compete with you on clientele you had in common thru their employment at the Company.

Problem is that these agreements are subject to the laws in the jurisdiction you operate in, the State you reside in. State laws differ as to your ability to enforce these agreements, and how.

Sometimes you can find commonly used legal forms online, or at some of the business supply stores. Also try some of the Human Resources websites, and you might find some Examples of Employee Handbooks for service industry occupations.......

As for the rest of the info you need, your best bet is to find an accountant to set it up right.......... then if you are comfortable with the set-up, you can go it on your own, with some the software programs out ther right now. Quicken Books...etc..
Hope this helps......there are no quick fixes to your request.
 
An employee handbook is not anything but a source of rules, that I can hold my employee up to, outlining my expectations of them. Such as arriving ontime, dressing appropriately, not manhandling my equipment etc, and if these things are not followed, the result will be X. This protects me from having to pay any un-emloyment in the event they are terminated. I deal with this quite often in my other job. Also, being in black and white, there is no dispute regarding these rules.

As far as the handbook goes, I cannot find anything online that remotely includes the things I think my handbook should include. I was hoping someone would have one I could take a sneak peek at. But thanks for all your advice so far, it is extremely helpful and welcomed advice as well.
 
An employee handbook is not anything but a source of rules, that I can hold my employee up to, outlining my expectations of them
Click to expand...

Yes and No....it is seen as imposing "job requirements" in the State you are located in....it has to stand up to legal scrutiny in your jurisdiction.

Years ago, and modified numerous times, such things as OSHA requirements, Employment Practices Liabilty...etc.. Have to be considered when writing these handbooks, so what's OK as an example in Texas, may not be Ok in California??

You cannot require behavior if it is in violation of State/Federal labor laws, State/Federal Business practices...................Be careful...
 
I have two roadies that I pay when I have shows

one is for Setups and one is for pulldowns
sometimes they swap and sometimes one does both

they get paid a little more (plus at times extra)
but I dictate what and how a setup must be done or there is others out there that want the work as well....
 
DjDennis said:
I have two roadies that I pay when I have shows

one is for Setups and one is for pulldowns
sometimes they swap and sometimes one does both

they get paid a little more (plus at times extra)
but I dictate what and how a setup must be done or there is others out there that want the work as well....
Click to expand...

what average do you pay them? In other words, how much of your net do you tend to pay?

I tend to average between 10% and 12% of what I take home. If the job calls for some extra duty, I pay them extra....

For me, usually I pay between $50 and $75
 
Well, an update on what I have decided to do. Because of the laws regarding a contractor... I have decided to go the employee route. So far, it has been quite simple once I found the required resources. The biggest help was purchasing Microsoft Money for small business. It just so happened that it comes with 1 year free of paycycle... Once the year is up it is only like 12 per month when used with money, versus the 45 per month without.

It has made everything from registering the "new employee" forms with the state (required here in tn) to pay stubs online for employee to view, yea, they have a user name and password and can view their infomration, direct deposits, telling me when to pay taxes, figuring out basically everything for me. it even helps with eftps for the way to pay federal taxes online.
It is absolutely awesome.

Having an employee is not only a little exciting for me, but it allows me to have full control over what goes on. I'm not a control freak, but I do not like the rules regarding a sub, especially when it is my name and company on the line.
 
LoudspeakerDJ said:
Having an employee is not only a little exciting for me, but it allows me to have full control over what goes on. I'm not a control freak, but I do not like the rules regarding a sub, especially when it is my name and company on the line.
Click to expand...

sounds like you went the route best suited for your style of doing business.

In my case, I love variety.....we have "chatty" DJs and we have "mousy" DJs.

I am not a control freak, in that I don't care what they play* as long as the client is happy with the end result.

*(As long as they don't play the "Stripper" for garter......the last time one of my subs played this piece of garbage, in 1992....I never used that DJ again ......the failure to follow my simple directive was a red flag, IMHO.......same with other cheesy bits like macarena or chicken dance unless client requests them)
 
DJ Gray said:
Problem is that these agreements are subject to the laws in the jurisdiction you operate in, the State you reside in. State laws differ as to your ability to enforce these agreements, and how.
Click to expand...


Absolutely true. I signed one AND violated it knowing that the way they had it worded would not stand up in court in PA. ( working for "The Pros" ).
 
jtnichol said:
I bought microsoft money. I got a little lax and whamo, nothing balances out. I'm at a loss for financial stuff. I think I need to take a class...
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Thtrick with my money is, having a bank account that automatically integrates. I dont mean downloading statements from the bank, when i open money all my stuff is there. I haven'e entered a payment or anything in in the last 5 years. Not to mention sending bills from money is a snap.
 
LoudspeakerDJ said:
Thtrick with my money is, having a bank account that automatically integrates. I dont mean downloading statements from the bank, when i open money all my stuff is there. I haven'e entered a payment or anything in in the last 5 years. Not to mention sending bills from money is a snap.
Click to expand...

You are so right. I did have that feature for a while....It was costing me around $5.00 a month. I may start over and do it that way....
 
My take

No non-=competes. Treat them right, you're fine. I do not pay for training. I pay them a higher per hour salary. Fringe benefits are great. All gatherings, dinners, outings are on my dime. The use of our inground pool at our house.

I offer an extensivie training program. All new employees do not do an event unless I feel they are 100% trained. They get the bug well before.
 
Contact Paul and Kathy Beardmore at the Dj connection in Virginia. he actually keeps an employee handbook, or used to. I've not spoken to him in a while, but he's a great multiop and used to keep a complete handbook for employees that from what I gather was rather extensive. from what I can see, he is still a multi and runs a class outfit.

http://www.thedjconnection.com/aboutus.html
 
Get The Help From A Competent Attorney

The folks on here are DJs or at least thats what some of them say. Even though they may have good intention about giving advise they are not fully qualified to do so.

Go get the help from a Competent Attorney. Check with your Local Chamber of Commerce who can direct you to one or for free Business Development Classes/Information

Each State is different with its own Labor Laws so don't clutter your mind with answers that does not relate to your Direct situation.:triwink:
 
jtnichol said:
what average do you pay them? In other words, how much of your net do you tend to pay?

I tend to average between 10% and 12% of what I take home. If the job calls for some extra duty, I pay them extra....

For me, usually I pay between $50 and $75
Click to expand...

I pay my guys (roadies only) 80 to 150 per setup

if they do both setup and pulldown its $150
if they do just the setup its $85.00

also depends on the show and situation!
 
Look into the following also, so they don't come back to bite you later:

Workman's Compenstaion insuranse
Compulsary State Unemployment insurance
FICA witholding and reporting
Fedral and State income tax withholdinsg and reporting
OSHA regulations
Disability insurance
Business use of unowned autos insurance
Check your liability coverage for employee specific issues
License requirements (if representing "Talent")
 
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