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With the end of the season in sight, I'm putting a list together of things to work on this winter. Right now, I don't have a formal policy when it comes to new employee training/orientation. I'd like to implement a structured system and handbook with a list of guidelines and expectations. 

I currently have a 2 page document that I review with my employees their first week, which is basically a list of their job responsibilities. Going foreward, I'd like to provide a handbook. For instance, I give them 3 shirts and a jacket usually after 2 weeks. If like that to be in writing, along with giving the option to purchase additional supplies (boots, hats, etc.) and have everything in a binder.

Do any of you guys have a regimented training program, similar to what you would expect if you were hired by Microsoft or Walmart?

LOL Mike ... do you have a specific policy regarding lost or broken equipment, specifically something they sign that states that they're responsible for certain things (or at least a percentage)? I was planning to list items that they were responsible to reimburse me for (nozzles, broken lights).

I couldn't agree more Dan. One thing I won't be doing next season is hiring guys with experience. It certainly has its advantages, it just doesn't work for me. I'm very particular and like things done my way. As much as I'd like to be patient, when time is money and jobs are lined up, it's tough not to intervene. 

Just an example, maybe in the handbook I'd have a specific task, such as soft washing vinyl, or learning which surfaces get what ratio of chemical, and have that under week 1. I'm not trying to make things complicated, but I'd like them to at least be able to perform mostly everthing. So for whatever reason, if they need to fill another role, the transition will be much smoother.

I don't plan on doing much labor next season so it's pretty important. Also, it's becoming a trend where my guys don't have the respoect for me that I expect. Meaning they view me more as a co worker rahter than the boss. I'm not trying to be a tyrant, but I can only point the finger at myself and if I come across more professional and orgnaized from the start, I think they'll view me differently.

  All states are different, but I think you better check the laws pertaining to employees having to pay for lost tools or damage. A lot of places, that is against the laws.  At Bellsouth, we coulod never charge employees for that.