- In addition, SERVICEMASTER manages the cleaning of 950 hospitals, educational and industrial facilities. Most of our employees are part-time and work an average of 2-4 hours per night between 5:00 and 10:00 p.m. We do not employ anyone under the age of 16. The typical duties for housekeepers are.
- The Employee Handbook is a critical tool in communicating policies to employees, specifying benefits programs, and outlining key procedures to ensure legal compliance. First, generic Employee Handbooks are not usually current on all of the local, state, and federal laws that may affect a company’s operation.
Disseminating and storing the right employment information and documentation can help demonstrate compliance with federal, state, and local laws. Below are some 'must-have' policies and forms. Game gundam offline.
Workplace Policies:
1,954 reviews from Terminix employees about Terminix culture, salaries, benefits, work-life balance, management, job security, and more. On average, employees at Terminix give their company a 2.9 rating out of 5.0 - which is 29% lower than the average rating for all companies on CareerBliss. The happiest Terminix employees are Sales Representatives submitting an average rating of 2.4 and Service Managers with a rating of 0.0.
Some laws require employers to communicate workplace information to employees in writing. In the absence of a specific requirement, employers should also implement policies that communicate company expectations and benefits. While the contents of your company's handbook will depend on a number of factors, including your company's size, industry, and location, consider including these key policies:
- At-will employment. This statement reiterates that either you or the employee can terminate the employment relationship at any time and for any reason, as long as the reason is a lawful one. It is a best practice to prominently display this statement in the beginning of your employee handbook (except in Montana, where at-will employment is not recognized). Reinforce at-will status in your handbook acknowledgment form as well.
- Anti-harassment and non-discrimination. These policies prohibit harassment and discrimination in the workplace. Non-discrimination laws are governed by federal, state and local provisions, so review your applicable law and account for all appropriate protections.
- Employment classifications. It is a best practice to clearly define employment classifications, such as full-time, part-time, exempt or non-exempt since an employee's classification can dictate eligibility for benefits and overtime pay.
- Leave and time off benefits. These policies address a company's rules and procedures regarding holidays, vacation, sick, and other types of time off benefits, or leave required by law (such as voting leave, family leave, and domestic violence leave) or company policy. Check your state and local law to ensure all leave requirements are included in your employee handbook.
- Meal and break periods. A policy on meal and break periods informs employees of the frequency and duration of such breaks as well as any rules or restrictions related to break periods. Rest periods, lactation breaks, and meal periods must be provided in accordance with federal, state and local laws.
- Timekeeping and pay. A timekeeping policy informs employees of the method for recording time worked and the importance of accurately recording their time. A policy on paydays lets employees know the frequency of paydays, the methods available for receiving pay, and any special procedures for when a payday falls on a holiday or when an employee is absent from work.
- Safety and health. Safety policies describe safety and emergency procedures and require employees to report work-related injuries immediately. Additionally, some regulations under the Occupational Safety and Health Act require employers to have specific policies and programs in place if certain workplace hazards exist (such as a hazard communication program if certain chemicals are present in the workplace).
- Employee conduct, attendance and punctuality. Attendance policies make it clear that employees must be ready to work at their scheduled start time each day and provide procedures for informing the company of an unscheduled absence or late arrival. It is also a best practice to have policies on standards of conduct, drug and alcohol abuse, disciplinary action, confidentiality, conflicts of interest, and workplace violence.
Forms & Documents:
Employers must maintain certain records to comply with federal, state, and local laws and to help administer HR policies and practices. Depending on the nature of the form, these documents should either be retained in the employee's personnel file, or a separate confidential file. Here are some key forms to consider:
![Terminix Terminix](https://image.isu.pub/160826200222-4bcaed330a058887257753ce4c55a381/jpg/page_1.jpg)
- Hiring forms. There are a variety of forms that can help you identify qualified candidates during the pre-hire process, such as a job application and candidate evaluation form. Once a candidate is hired, you must complete certain new hire paperwork, including a Form W-4 and a Form I-9. Additionally, certain notices must be provided to new hires.
- Receipt of company property. If you provide employees with equipment, tools, or other company property, use this form to document what was provided to the employee. This can help ensure that all property is returned and accounted for at the time of separation.
- Handbook acknowledgments. When an employee signs this form, he or she acknowledges that they are responsible for reading and complying with all company policies. Obtain signed acknowledgments when you first issue the handbook, at the time of hire for new employees, and whenever you make changes to the handbook.
- Leave of absence. Have employees submit requests for time off or other types of leave in writing. In some cases, the federal government or your state government may provide sample forms, such as those used for Family and Medical Leave Act (FMLA) purposes.
- Reasonable accommodation requests. Federal and some state laws require employers to provide reasonable accommodations for applicants and employees with disabilities, or sincerely held religious beliefs and practices. While employees aren't required to make reasonable accommodation requests in writing, employers should thoroughly document the request, all communications regarding the request, and the resulting accommodation.
- Performance and discipline. Document all performance and disciplinary events, whether positive or negative. This includes annual performance reviews, recognitions received, promotions, and disciplinary action, such as written and oral warnings and performance improvement plans.
- Business expenses. If employees travel for work, or incur other business-related expenses, have them maintain an expense log and submit reimbursement requests in writing.
Conclusion:
This is an overview of some commonly used policies and documents. Hogs of war pc download. Your size, location, and industry may dictate whether you must provide additional written information to employees. When making this determination, consider your business practices as well as all applicable federal, state, and local laws.
- Transaction transforms ServiceMaster Global Holdings into apure-play, global pest control business with sharpenedfocus
- ServiceMaster Global Holdings will change its name toTerminix at closing
- Roark Capital will be a strong and supportive owner ofServiceMaster Brands with ownership of the ServiceMastername
- Proceeds to be used by Terminix for debt reduction, organicand inorganic investments in pest control and return toshareholders
ServiceMaster Global Holdings, Inc. (NYSE: SERV), a leadingprovider of essential services to residential and commercialcustomers in the termite, pest control, health-based cleaning andrestoration markets, today announced that, following a thoroughstrategic review process, it has entered into an agreement to sellits ServiceMaster Brands businesses to an affiliate of RoarkCapital, for $1.553 billion. The transaction is expected to closein approximately 30 to 60 days, subject to customary legal andregulatory closing conditions.
The transaction will position the Company’s two businesses,Terminix and ServiceMaster Brands, to pursue their own distinctstrategies and growth opportunities. Terminix will benefit fromenhanced management focus and resources for its global pest controlbusiness, while Roark Capital will provide ServiceMaster Brandswith a strong and supportive owner to build upon its leading marketpositions and trusted brand names.
ServiceMaster Brands includes a portfolio of residential andcommercial services brands such as ServiceMaster Restore,ServiceMaster Clean, Merry Maids, AmeriSpec, and Furniture Medic,which operate through a network of franchised and company-ownedbusinesses that generated $2,663 million in system-wide sales, and$256 million in revenue for the twelve-month period ended June 30,2020.
“This transaction represents a tremendous outcome for thestakeholders of both of our businesses,” said ServiceMasterChairman and interim CEO Naren Gursahaney. Cp goerz berlin serial numbers. “Through thisdivestiture, Terminix will become a pure-play, global pest controlcompany, better positioned for the future. We look forward tocontinuing to advance our commitment to predictable, sustainablegrowth and profitability at Terminix through the cultural andoperational transformation of the business that is underway andremain focused on driving enhanced value for our shareholders,customers and employees.”
Mr. Gursahaney added, “ServiceMaster Brands is the largestfranchisor in commercial and residential services with over $2.6Bin system-wide sales in the large and growing restoration andhealth-based cleaning services industries. With a resilient marketposition, trusted brand names, and exciting new growth strategies,the business and its experienced teams and franchisees arewell-positioned for strong long-term growth. Roark Capital has astrong track record of supporting franchisees and dedicatingsubstantial resources to growing need-based services businesses,and we are confident that ServiceMaster Brands has a bright futureahead.”
“We are thrilled to welcome ServiceMaster Brands to our family,”said Mike Thompson, Managing Director at Roark Capital. “We areexcited to partner with the team and support ServiceMaster Brands’long-tenured and successful franchisees to realize the tremendousgrowth potential of these brands.”
The Company expects net proceeds of over $1.1 billion from thedivestiture after paying approximately $420 million in taxes. Theremaining proceeds, net of fees, will be earmarked for reduction ofdebt to achieve its target leverage ratio of between 2.5 and 3.0times Adjusted EBITDA, continued investment in its core pestcontrol and termite businesses to drive organic growth andproductivity, accretive acquisitions to further strengthen itsbusinesses, and continued ongoing returns to shareholders.
![Benefits Benefits](https://profile.alumnius.net/239687890.jpg)
Third Quarter 2020 Outlook
Third-quarter 2020 continuing operations revenue guidance isaffirmed between $495 million and $515 million. Third-quarter 2020continuing operations Adjusted EBITDA guidance is affirmed between$80 million and $90 million. Third-quarter 2020 ServiceMasterBrands revenue guidance is affirmed between $63 million and $68million. Third-quarter 2020 ServiceMaster Brands Adjusted EBITDAguidance is affirmed between $23 million and $27 million.
Lazard served as financial advisor to ServiceMaster, andWachtell, Lipton, Rosen & Katz served as ServiceMaster’s legaladvisor on the transaction.
Terminix Employee Handbook 2017
J.P. Morgan served as financial advisor to Roark Capital, Paul,Weiss, Rifkind, Wharton & Garrison LLP served as legal advisoron the transaction, and Barclays provided financing for thetransaction.
Terminix Employee Handbook Login
About ServiceMaster
ServiceMaster Global Holdings, Inc. is a leading provider oftermite and pest control, cleaning and restoration services in boththe residential and commercial markets, operating through anextensive service network of more than 8,000 company-ownedlocations and franchise and license agreements. The Company’sportfolio of well-recognized brands includes AmeriSpec (homeinspections), Copesan (commercial national accounts pestmanagement), Furniture Medic (cabinet and furniture repair), MerryMaids (residential cleaning), Nomor (European pest control),ServiceMaster Clean (health-based commercial cleaning),ServiceMaster Restore (restoration and reconstruction), Terminix(termite and pest control), and Terminix Commercial (commercialtermite and pest control). The Company is headquartered in Memphis,Tenn. Go to servicemaster.com for more information aboutServiceMaster or follow the Company atLinkedIn.com/Company/ServiceMaster, Twitter.com/ServiceMaster orFacebook.com/ServiceMaster.
About Roark Capital
Roark focuses on franchised and multi-unit business models inthe retail, restaurant, consumer and business services sectors.Since inception, affiliates of Roark have invested in 78franchise/multi-unit brands which generate approximately $41billion in annual system revenues from 39,000 locations in 50states and 81 countries. For more information, please visitwww.roarkcapital.com.
Information Regarding Forward-Looking Statements
This press release contains forward-looking statements andcautionary statements. Forward-looking statements can be identifiedby the use of forward-looking terms such as “believes,” “expects,”“may,” “will,” “shall,” “should,” “would,” “could,” “seeks,”“aims,” “projects,” “is optimistic,” “intends,” “plans,”“estimates,” “anticipates” or other comparable terms.Forward-looking statements are subject to known and unknown risksand uncertainties, many of which may be beyond our control,including, without limitation, the risks and uncertaintiesdiscussed in the “Risk Factors” and “Information RegardingForward-Looking Statements” sections in the Company’s reports filedwith the U.S. Securities and Exchange Commission. Such risks,uncertainties and changes in circumstances include, but are notlimited to: the possibility that regulatory and other conditions tothe sale of our ServiceMaster Brands businesses are not received orsatisfied on a timely basis or at all, and the possibility ofchanges in the anticipated timing for closing the sale; thepossibility that we may not fully realize the projected benefits ofthe sale; business disruption during the pendency of or followingthe sale; the impact of reserves attributable to pending Litigatedand Non-Litigated Claims for terminate damages; the impact ofCOVID-19 on our operations; lawsuits, enforcement actions and otherclaims by third parties or governmental authorities; compliancewith, or violation of environmental health and safety laws andregulations; weakening general economic conditions; weatherconditions and seasonality; the success of our business strategies,and costs associated with restructuring initiatives. We caution youthat forward-looking statements are not guarantees of futureperformance or outcomes and that actual performance and outcomes,including, without limitation, our actual results of operations,financial condition and liquidity, and the development of themarket segments in which we operate, may differ materially fromthose made in or suggested by the forward-looking statementscontained in this press release. The Company assumes no obligationto update the information contained herein, which speaks only as ofthe date hereof.
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