To offset training costs, if I ever have employees, I have always considered an earned credit accumulation program. like 5 bucks per billable hour generated, x dollars per 40 hours worked, etc. That way they have a bank they can use to choose their own certification path within reason. Non motivated employees wouldn't use it, so it wouldn't go to waste. Motivated employees can drive their own direction and earn more credits by finding reasonable ways to generate billable hours. This would be aside from basic certs like Aplus network plus, those should just be provided. If they leave under amicable circumstance they can use the remainder of their credits to buyout some of the remaining pro-rated payback they would owe.
On Thu, May 11, 2017 at 2:54 PM, Steve Jones <[email protected]> wrote: > Damn, I was just about so send my resume over, not now though, if I cant > watch xhampster at work I'm not going to work there > > On Thu, May 11, 2017 at 2:46 PM, Chuck McCown <[email protected]> wrote: > >> No fu*king way. >> >> -----Original Message----- From: Jay Weekley >> Sent: Thursday, May 11, 2017 1:45 PM >> >> To: [email protected] >> Subject: Re: [AFMUG] Employee Retention - Benefits, Insurance, etc. >> >> Was the employee actually allowed to surf porn? >> >> Chuck McCown wrote: >> >>> I had a new employee demand to be able to surf porn at work. They were >>> in the process of becoming a Caitlyn and said it was a therapeutic >>> necessity... >>> >>> My business partner forced us to hire this person. None of the techs >>> wanted to do training. Then there were personal hygiene and smell issues. >>> >>> I still have PTSD from that event. >>> >>> -----Original Message----- From: Justin Wilson >>> Sent: Thursday, May 11, 2017 1:16 PM >>> To: [email protected] >>> Subject: Re: [AFMUG] Employee Retention - Benefits, Insurance, etc. >>> >>> Things I have looked for in an employer. >>> >>> 1.Ongoing education opportunities. Certifications especially. >>> 2.Gear and gadgets. I don’t have to have a new laptop every year, but a >>> regular swap out cycle is important. Same thing for phone and other >>> gadgets. >>> 3.Being a network admin I usually end up working late and weird hours. >>> Comp time was always nice to have. This doesn’t apply to most techs so >>> that was something I negotiated as part of my package. >>> 4.Some sort of retirement. 401k, profit sharing, something. >>> 5.Being on top of making deductions changes, and stuff is an important >>> “benefit”. Making sure the w2s go out n time each year, etc. >>> >>> Justin >>> >>> >>> >>> >>> On May 11, 2017, at 1:55 PM, Jay Weekley <[email protected]> >>>> wrote: >>>> >>>> Tuition reimbursement for industry related personal development? >>>> >>>> Paul McCall wrote: >>>> >>>>> >>>>> Yes, we do that. Exactly as you described. And, after 2 years, they >>>>> get 2 weeks. After 6 years, they get 3 weeks. >>>>> >>>>> Paul >>>>> >>>>> *From:* Af [mailto:[email protected]] *On Behalf Of *Jeremy >>>>> *Sent:* Thursday, May 11, 2017 10:17 AM >>>>> *To:* [email protected] >>>>> *Subject:* Re: [AFMUG] Employee Retention - Benefits, Insurance, etc. >>>>> >>>>> I would assume that you already provide paid holidays and paid >>>>> vacation. I only have one employee and I provide this benefit. Paid >>>>> holidays after 90 days, one week of paid vacation after one year of >>>>> employment. >>>>> >>>>> On Thu, May 11, 2017 at 7:19 AM, Paul McCall <[email protected] >>>>> <mailto:[email protected]>> wrote: >>>>> >>>>> OK, >>>>> >>>>> Our WISP, Florida Broadband, has reached the point where we need >>>>> to start addressing employee needs for the long term. I have some >>>>> good “guys” and don’t want to lose them because of not taking good >>>>> care of them. Most of them are relatively young and health >>>>> insurance hasn’t been needed, but its still nice to have if I can >>>>> find any way to afford it. Plus there are many other >>>>> considerations rattling around in my cranial vault. >>>>> >>>>> So, my points of concern are: >>>>> >>>>> Health Insurance – what creative options can be used?, what % of >>>>> coverage is employee contributed?, what levels of coverage are >>>>> typically offered? >>>>> >>>>> 401Ks – same type questions, is at a % contribution that the >>>>> company would match?, other create elements ? >>>>> >>>>> Life Insurance – I understand some tower companies (we are not >>>>> one) – purchase a small life insurance policy for the employer as >>>>> a benefit >>>>> >>>>> (one employee who climbs occasionally) used to work for a tower >>>>> company that had a $ 50K policy for each person >>>>> >>>>> Other benefits or perks – I feel this can be a big one – >>>>> interested to see what creative things can be done in this area. >>>>> >>>>> Thanks in advance for sharing what you have found successful >>>>> >>>>> Paul >>>>> >>>>> Paul McCall, President >>>>> >>>>> PDMNet, Inc. / Florida Broadband, Inc. >>>>> >>>>> 658 Old Dixie Highway >>>>> >>>>> Vero Beach, FL 32962 >>>>> >>>>> 772-564-6800 <tel:%28772%29%20564-6800> >>>>> >>>>> [email protected] <mailto:[email protected]> >>>>> >>>>> www.pdmnet.com <http://www.pdmnet.com> >>>>> >>>>> www.floridabroadband.com <http://www.floridabroadband.com> >>>>> >>>>> >>>>> <http://www.avg.com/email-signature?utm_medium=email&utm_sou >>>>> rce=link&utm_campaign=sig-email&utm_content=emailclient> Virus-free. >>>>> www.avg.com <http://www.avg.com/email-sign >>>>> ature?utm_medium=email&utm_source=link&utm_campaign=sig-emai >>>>> l&utm_content=emailclient> >>>>> >>>>> <#DAB4FAD8-2DD7-40BB-A1B8-4E2AA1F9FDF2> >>>>> >>>> >>>> >>> >>> --- >>> This email has been checked for viruses by AVG. >>> http://www.avg.com >>> >>> >>> >> >
