EmpIoyee Nume:_________________________________

EmpIoyee SIgnuLure:_______________________________
DuLe ReceIved:___________________________________
Munuger:______________________________________
Munuger SIgnuLure:_______________________________








Mission Statement:
AK Squared is a retail clothing boutique that is dedicated to providing high fashion,
quality name brand clothing. Paired with outstanding customer service and style
expertise, consumers have the ability to experiment with different styles, all while living
within their means.



mpIoyment Positions and Job Description
mpIoyee Positions:
. Store Manager
2. Assistant Manager
3. Sales Associate
4. Buyer
5. Visual Merchandiser

Job Description ampIe for Management Position
The store manager will be responsible for:
Maximize sales and drive profitability.
Manage and organize the store according to AK Squared shared values,
standards, policies and procedures along with the District Team.
Serves as manager on duty, manager of department, and support on the floor when
needed in a leadership function.
Establishes and oversees plans, budgets and variable cost for store; works with
comparable sales to last year, sales to budget and future trends to maximize profitability
with district team.
Recording of sales figures

Performance Recognition and AppraisaI VaIues
As a successful business within the industry, AK Squared is dedicated to strongly
practicing Company Values. Within these values structures, AK Squared takes pride in
ensuring that employees are well taken care of and valued themselves. Employees will
be given performance evaluations quarterly, as well as anonymously throughout the
year. Within each performance evaluation, there will be two sections. The first section
will contain a performance appraisal where each employee will be rated individually on
several categories. The second part of the performance evaluation process will include
employee recognition. This section will be structured off of how the individual being
evaluated scored in the section above. f the individual scored high, management would
then devise a plan on how to give proper recognition. This could include things such as:
commission/bonuses, seniority in the business, and/or hourly wage increase.
By providing employee recognition in the above forms it will continually keep
employees motivated to do well within their position, not only benefiting themselves, but
the company as well. When employees are happy, customers are happy. n order to
survive in the industry it is imperil to provide exceptional customer service while also
performing business decisions that make your company stand out from the rest. n order
to ensure that employees are qualified for their positions', detailed training will be
provided to each individual. During this time employees will be trained on aspects within
the company that will make them successful, as well as giving individuals extra learning
time to become comfortable with all POS systems, company procedures, etc.
AK Squared Performance AppraisaI ampIes

Category Ratings:
Outstanding

(5)
Exceeds Position
Requirements
(4)
Meets Position
Requirements
(3)
Meets Minimum
Requirements
(2)
Does Not Meet
Requirements
()
Leadership
Customer Service
Punctuality
Sales Performance
Attitude


Comparative:
(These figures are overall averages taken from the category ratings portion of the
appraisal to directly compare employees. 0, 02, and 03 are used to indicate each sales
associate, to prevent from using names)

Sales Associate 0: 3.6
Sales Associate 02: 4.4
Sales Associate 03: 4.

Narrative:
(This chart acts as a visual "journal for managers to use and take notes about
employees. By doing this, it later gives something to reference when needed)
Date Employee Comment
6/3/ Sales Associate 0 Volunteered to work extra shifts when an
employee 03 had a family emergency
7// Sales Associate 02 Late Arrival (3
rd
time)
7/22/ Sales Associate 03 Customer Comment: Excellent Customer
Service





Substance Abuse PoIicy

Substance Abuse plays a huge impact on not only the abuser, but also people
surrounding that individual. As a company policy, AK Squared takes this subject very
seriously. Managers are trained to spot signs of potential substance abuse, and are
required to act upon the situation when there is reasonable cause. Employees of AK
Squared will not be required to take drug tests on a regular basis, yet there is no
tolerance for drug use within the company. f managers have reasonable cause that an
employee is showing signs of substance abuse an immediate meeting between the
individual and manager is required. During this time, the manager will evaluate the
situation, require a drug test, and terminate the employee, depending on the severity of
the situation.

Signs of Substance Abuse
Behavioral-

. Employee is neglecting responsibilities at work
a. Showing up to work late, or not at all
b. Failure to follow company policy
c. Lack of performance
2. Unexplained need for money or financial problems.
a. May borrow or steal to get it.
3. Engaging in secretive or suspicious behaviors
4. Sudden change in friends, favorite hangouts, and hobbies.
5. Unexplained change in personality or attitude
a. Sudden mood swings, irritability, or angry outbursts
6. Periods of unusual hyperactivity, agitation, or giddiness.
7. Appears fearful, anxious, or paranoid, with no reason.

Physical-

. Bloodshot eyes, pupils larger or smaller than usual
2. Changes in appetite or sleep patterns
3. Sudden weight loss or weight gain
4. Deterioration of physical appearance, personal grooming habits
5. Unusual smells of breath, body, or clothing
6. Tremors, slurred speech, or impaired coordination.





AK Squared Sexual Harassment Policy and Procedures
Sexual Harassment is a very serious subject when it comes to the business world. AK
Squared has a zero tolerance policy for sexual harassment. Written below are the
following instructions for employees to follow if an incident was to occur. There are also
designated signs of different characteristics of sexual harassment, to eliminate any
questions.
Sexual Harassment Protocol Policy
AK Squared has a zero-toIerance poIicy for seuaI harassment
What is SeuaI Harassment?
SeuaI Harassment refers to any unwanted seuaI attention coming from
an individuaI. Advances can be made both verbaIIy and/or physicaIIy and are
offensive to individuaI who are being harassed.
f a sexual harassment incident occurs:
O Report the incident MMEDATELY to supervisor in charge
O Reports can be made verbally and/or in writing
O nclude all names and parties of those involved in the incident
O Once the incident is confirmed, AK Squared will take immediate action on the
offtender
Offenders will be written up and will face immediate consequences. Such
consequences include:
O Suspension
O Denial of Promotion
O Demotion
O Termination
Signs and characteristics of Sexual Harassment:
. Verbal-
a. Sexual or gender based jokes or teasing
b. Words such as "honey, "sweetie or "baby
c. Whistles and/or other derogatory noises
d. Rumors about an individual's sex life
e. Comments about an individual's body
f. Derogatory comments based on gender
2. Physical-
a. nappropriately touching another person
b. Grabbing and/or fondling
c. Rubbing up against an individual
d. Continual messaging and/or contacting an individual
e. Stalking

AK Squared DiscipIinary PoIicy
The following disciplinary process will be followed in ascending order.
First Offense:
Verbal Warning
At the time of the first offense, employees will be given a verbal warning where
the offense will be identified and addressed. The verbal warning will then be
documented and placed in the employee's personal file. Active period: 3 months
Second Offense:
Written Warning
At the time of the second offense, a written warning will be given to any
employee that engages in unacceptable behavior. Written warnings will be given if the
offense takes place during the 3 month probation period when the employee's verbal
warning is still active and/or depending on the severity of the offense. The written
warning will then be documented and placed in the employee's personal file. Active
period: 6 months
Third Offense:
Suspension
At the time of the third offense an employee will receive a suspension without
pay. A suspension will occur if the employee partakes in unacceptable behavior and/or
if the offense takes place during the suspension period of a written warning. Regardless
of the length of suspension given, the suspension will be documented, placed in the
employee's personal file, and maintain active for a 2 month period.
Fourth Offense:
Termination
Employees will be terminated when engaging in unacceptable behavior and/or
takes place during the probation period of a suspension. Management and Business
Owners are the only individuals authorized to make termination decisions and will meet
before a decision is made.

AK Squared Career DeveIopment
Name:________________________________

Position:______________________________

Length of Position:_____________________

Manager:______________________________

Date:_________________________________


Section A: Career Plan
Personal Mission Statement























Short Term Career Goals (-2 years)
Area Of nterest/Position
Title Competencies/Skills/Knowledge Needed
































Long Term Career Goals (3-5 years)
Area Of nterest/Position
Title Competencies/Skills/Knowledge Needed



























Strength to Leverage-selet at least ONE strength to continue to build upon



. Critical Behaviors/Goals


What specific behaviors do need to model or exhibit in this competency or
skill?









2. Developmental Activities/Action Steps


Assignments, coaching, formal
training











Manager's Role


or involvement of others if applicable











Target Dates/Milestones











Results/Outcomes


How have succeeded in adapting my behavior or learning new skills? (provide
examples)








Manager and/or Employee Comments














Next Development Plan Review Date:
(should be every 3-6
months)




AK Squared Compensation and Benefits
As a retail clothing store, AK Squared will provide the following items within the company's Compensation
and Benefit Plan.
The compensation package that AK Squared will offer includes:
- Salary and Wages
Salary and Wages are usually the single largest component of a compensation package, also
being the most common comparison used by potential and current employees. When deciphering
an employee's salary it should be tied to the individual's personal skills and experience.
ncreases, also known as raises should be based on employee performance, value, and
contribution to an organization. One of the best ways to research the type of salary that
businesses should be paying, is to scout what competitors are paying. Paying too much is an
unnecessary drain on company resources, yet paying too little can make it difficult to find, and
keep the best employees for the position that is being filled.
AK Squared will base hourly wages on a competitive basis. Because the company will be
providing commission and other bonuses, hourly wages will be set accordingly.
- Bonuses
Employee bonuses, that are most commonly paid in one lump sum at the end of the year, but
also monthly and/or quarterly, are one way of providing performance incentives. This also
doubles as a way to measure employee performance.
AK Squared will provide commission based on hourly sales, as well as monthly bonuses at the
end of each month. Commission and Bonuses will fluctuate each month, with sales from the prior
year in mind.
- Health nsurance
Employer sponsored health insurance is a very common standard among medium size
companies. t is a benefit that has great value for employees. Employer sponsored plans save
employees money, while also giving them a piece of mind in knowing that they are guaranteed
coverage, even if they have existing health problems. Health Coverage is often times mistaken
for being much more expensive than it is. As a business, providing insurance to employees sends
the message that you are about their health, including the health of their families. To minimize
costs, businesses can consider having their employees cover part of the "tab. Employees who
have coverage through a spouse may want to opt out of a plan often times if there is a cost
associated with it.
AK Squared will provide Health nsurance to full time employees after a 90 trial period from the
date the employee was hired within the company.
- Time off and Flexible Schedules
Time off and flexible schedules include holidays, vacations, sick days, and personal days.
Employers who are unable to offer competitive salaries may become more competitive by offering
more time off or flexible work hours. Employers sometimes do not make a distinction between
sick, vacation or personal days, which allows employees to set a number of days off each year to
be used at their discretion. This plays a major role in preventing employees from abusing sick
days, and keeps them from feeling that they need to lie when a child is ill or a personal issue
arises.
AK Squared will provide flexible schedules for individuals based on performance, seniority, and
school. Because retail is a very weekend based industry, upon the time of hiring, each employee
will be informed of the possibility that they will be working weekends in addition to their weekly
hours. AK Squared will do its best to offer equal opportunity with time off, and will also focus on
allowing time off for school and religious reasons. The company will also provide an area where
employees can request certain time off, as long as it is done within a timely manner.



AK Squared New mpIoyee CheckIist
LMLCLL INICkMA1ICN
name SLarL daLe
oslLlon Manager
IIkS1 DA
rovlde employee wlLh new Lmployee Workbook
Asslgn buddy employee(s) Lo answer general quesLlons
CLICILS
8evlew key pollcles O AnLlharassmenL
O vacaLlon and slck leave
O lMLA/leaves of absence
O Polldays
O 1lme and leave reporLlng
O CverLlme
O erformance revlews
O uress code
O ersonal conducL sLandards
O rogresslve dlsclpllnary acLlons
O SecurlLy
O ConfldenLlallLy
O SafeLy
O Lmergency procedures
O vlslLors
O Lmall and lnLerneL use
ADMINIS1kA1IVL kCCLDUkLS
8evlew general admlnlsLraLlve
procedures
O Cfflce/desk/work sLaLlon
O keys
O Mall (lncomlng and ouLgolng)
O Shlpplng (ledLx uPL and
uS)
O 8uslness cards
O urchase requesLs
O 1elephones
O 8ulldlng access cards
O Conference rooms
O lcLure lu badges
O Lxpense reporLs
O Cfflce supplles
IN1kCDUC1ICNS AND 1CUkS
Clve lnLroducLlons Lo deparLmenL sLaff and key personnel durlng Lour
1our of faclllLy lncludlng O 8esLrooms
O Mall rooms
O Copy cenLers
O lax machlnes
O 8ulleLln board
O arklng
O rlnLers
O Cfflce supplles
O klLchen
O Coffee/vendlng machlnes
O CafeLerla
O Lmergency exlLs and supplles
CSI1ICN INICkMA1ICN
lnLroducLlons Lo Leam
8evlew lnlLlal [ob asslgnmenLs and Lralnlng plans
8evlew [ob descrlpLlon and performance expecLaLlons and sLandards lncludlng commlsslon base
8evlew [ob schedule and hours
8evlew payroll Llmlng Llme cards (lf appllcable) and pollcles and procedures
CCMU1LkS
Pardware and sofLware revlews lncludO Lmall
O CS
O MlcrosofL Cfflce SysLem
O uaLa on shared drlves
O uaLabases
O lnLerneL