This is a quick presentation on putting together a janitorial training manual or handbook, this can be used for janitorial, carpet cleaning and commercial cleaning services. The purpose of this sample is to share some topics and general information to include in an employee training manual. This training manual is a simple way to describe the expectations of our team members and outline the policy and procedures we follow to provide the absolute best service experience possible. All associates are expected to become familiar with the contents of this handbook in the first 30 days of employment and share all questions they may have with management. In any service organization, customer relations are our most asset. Every associate representing Commercial Cleaning Company needs to be aware of every action we take with our customers and the public at large

1. Sample Janitorial
Training Manual
Methodcleanbiz.com

2. This is a quick presentation on putting together a sample
commercial cleaning employee training manual or handbook,
this can be used for janitorial, carpet cleaning and commercial
cleaning services.
The purpose of this sample is to share some topics and general
information to include in an employee training manual or
handbook.

3. On behalf of our big family of fellow associates, owner, vendors,
customers and management we want to you welcome to the
team.
At Commercial Cleaning Service, we believe that every associate
contributes to our growth and are also rewarded equally. We
want every team member to take pride in driving our van,
wearing our uniform and serving our customers to the best of
your ability.
This employee handbook is a simple way to describe the
expectations of our team members and outline the policy and
procedures we follow to provide the absolute best service
experience possible.
All associates are expected to become familiar with the contents
of this handbook in the first 30 days of employment and share
all questions they may have with management.

4. Customer Relations
In any service organization, customer relations are
our most asset. Every associate representing
Commercial Cleaning Company needs to be aware
of every action we take with our customers and the
public at large.
People judge us by how they are treated with every
contact we make. Our first most priority is assisting
customers and potential customers in any business
need we can. This means but is not limited to being
friendly, helpful, polite, positive and most
importantly on time.
Its important to remember our contact with the
public is not only a reflection of ourselves but also
our associates and company culture.

5. • All employees must leave
personal phones, minis, laptops in
their car or company locker before
starting each shift.
• Every lead person will be issued a
company phone to communicate
with customers, management and
other associates. The company
phone can only be used for
emergencies and any personal use
is prohibited.

6. Employment with Commercial Cleaning Service is
100% voluntary and every employee is free to resign
at any time. The company may also terminate
employment at any time in accordance with the state
labor laws of STATE.
The following policies have been created by
management and can be amended, altered or
cancelled at the discretion of the human resource
manager with employee knowledge. Associates will
be given a copy of any future changes or additions in
a timely manner.
Employment

7. Resources
Full Employee Manual
Janitorial Bidding
Calculator
Sample Janitorial
Proposal

8. The Company believes that the wages and
benefits offered are competitive for the
cleaning industry in our specific geographic
area. If any associate has concerns or
questions about compensation we
encourage them to schedule an appointment
with the human resource manager.
We believe an open and honest relationship
can be a benefit to both management and
associates.
Evaluations are to be held on the anniversary
hiring date every 6 months.
Employee Compensation

9. Equal Opportunity Employer
All employment, promotions and training
opportunities are provided based solely on merit
and employee evaluations. The company does not
discriminate based on race, color, religion, sex,
national origin, age, or any other characteristic
protected by law.
Any questions or concerns should be brought
immediately to the human resource manager
through an appointment or requesting our Report
form to be filled out and handed in to human
resources.
Discrimination will not be tolerated for any reason.
An investigation will take place and any associates
involved subject to disciplinary action.

10. To serve our customers at the highest level possible the
reputation of the Commercial Cleaning Company is of the
highest priority. Our reputation for integrity applies to not only
the letter of a law but also the spirit.
Our success is dependent on the trust of our fellow associates,
vendors and customers. All associates are required to refrain
from any illegal and unethical conduct while under the
employment of the company.
When questions arise immediately contact your direct
supervisor for guidance and if necessary the owner of the
company. In today’s social media world even, a small unethical
act can have a snowball effect and harm not only the company
but also every associate employed.
Its critical to always think of the long-term view of our decisions
and not just the immediate gratification.

11. Relationships and The Workplace
We understand sometimes associates engage in personal and/or romantic relationships
outside of the company hours. Associates who are involved in a dating relationship must
be reported to human resources if they are directly supervising another associate or
have any direct or indirect control of compensation, scheduling, training, etc.
Fellow co workers can feel favoritism is taking place which can hurt a specific team and
or moral of the company. In addition, conflicts that occur outside of the workplace can
be carried into the day to day working environment hurting customer service and
relationships with other team members.
The company does not prohibit personal relationships entirely but needs to monitor
each situation where one associate may have power or influence over another.

12. Business Conflicts
• Associates have an obligation to report all transactions with
vendors, clients and any outside firms we conduct business
with. This includes but not limited to kickbacks, bribes, free
work, free product, price breaks or any quid pro quo (I give
you this and you give me that).
• Any family members and/or personal relationships with
outside firms must be reported to management. This can
include ownership stakes, management roles, employment,
etc.
• The existence of a relationship doesn’t preclude the
company from conducting business with an associates
family member but does need to be reported.

13. Additional Employment
Employees can hold jobs outside of the company if
it does not interfere with employment at our
company. Every associate is held to the same
standard regardless of conditions from outside jobs.
If performance is not being met the company
reserves the right to request a modification of
outside duties or resigning if required.
Employees are not allowed to work for current
clients, vendors or any firm we conduct business
with without prior authorization.

14. All employees are required to sign a non-disclosure
agreement as a condition of employment.
Employees who improperly use or disclose trade
secrets or confidential business information will be
subject to disciplinary action, up to and including
termination of employment and legal action, even if
they do not actually benefit from the disclosed
information.
NON-Disclosure Agreement

15. Employment Categories
• REGULAR FULL TIME- this status is designated for associates who have
passed the 90-day probationary period and are scheduled 40 hours per
week on a regular basis. Full time benefits only apply to associates
scheduled to work for 40 hours.
• PERMENANT PART TIME- is designated for 30 hours week or less of
scheduled hours on a regular basis and have passed the 90-day probation
period
• PROBATIONARY- the first 90 days of employment during which no
benefits apply, and performance will be evaluated to determine long term
classification.
• CONTRACT- contract basis is for associates assigned to specific short term
or temporary projects. No benefits apply
• CASUAL- designated for intermittent scheduling or on call, as needed
basis.

16. Resources
Sample Business Plan
Janitorial Bidding
Calculator
Janitorial Marketing Plan

17. Employee Files
• All employee or personnel files are the
property of The Company and restricted
to the human resource manager, direct
supervisor and owner. This may include
application, evaluations, compensation,
vacation time, write ups.
• Access can only be granted by the
human resource manager on a
scheduled time and under supervision.

18. Probation Period Of 90 Days
A probationary period of 90 days is given to all new hires. Any extended absences will extend the period equally. This period gives management time to evaluate performance and find the
best possible fit for any new hire.
In the event management deems it necessary to extend the period, the company reserves the right for a specific period. (example 30 days)
If the probation period is passed the associate will be granted a new classification of full time, part time or causal.
This company relies on the information provided by all applicants in
the form of applications, resumes or references.
If information is found to be inaccurate or falsified later the
company reserves the right to enforce disciplinary action which
may include termination.

19. Performance recommendations and
evaluations can be given on an informal basis
and a formal evaluation process will be given
by your direct supervisor every 6 months.
During this time, we will discuss training
opportunities, goals and bonuses.
Performance Evaluations

20. Every new hire will be issued a job description including a
summary of the job, specific duties, daily tasks to be completed
and checklists that need to be handed in. Each associate is
obligated to familiarize themselves and follow the job
description given for that position.
The company may revise or rewrite job descriptions occasionally
to fit with changes within the industry or service practices. Each
associate will be given an updated version upon completion.

21. Holiday Pay
The following holidays are
observed by The Company:
New years day, Memorial Day,
4th July, Labor Day,
Thanksgiving, Christmas, 1
Personal Floater holiday of
choice.
Any associate scheduled to
work on a holiday will receive
holiday pay and normal pay
for that day.

22. Vacation Time
Each associate is credited with one week
of vacation time after one full year of
employment. Upon 3 years of
continuous employment 2 weeks of
vacation will be credited.
Vacation time must be verified by the
human resource manager 14 days in
advance for compensation to be applied.
The request for vacation time form must
be filled out and handed in.
All unused vacation time will be paid at
the end of the calendar year December
31st.

23. Education Pay
Each employee will be paid a per diem rate of $120 for every training day outside of the company premises. This pay is not in addition to regular pay
but a substitute for regular pay.
Note a certification is a not a guarantee of promotion or advanced compensation unless otherwise agreed to in writing by employee and human
resource manager.
The company is committed to continuous education for each
associate, when outside education opportunities arise the company
will pay for each course based on a case by case basis determined
by the supervisor and human resource manager.

24. Timekeeping
• Each new hire is given a timekeeping badge that is to be used at
the company shop located at.
• Every employee is in charge of their badge and clocking in/out
with other employee cards or for other employees is forbidden and
subject to disciplinary action.
• Any mistakes made with attendance must be signed, dated by
both employee and human resource manager.
• Direct Deposit
• The company uses direct deposit for pay, funds will be
transferred to associates account by 12 am on Friday of every week.
Pay will be based on the previous weeks hours and bonuses. In the
event of a holiday the funds will be made available the day before
or Thursday 12 am.

25. Resources
Sample Business Plan
Janitorial Bidding
Calculator
Janitorial Marketing Plan

26. The following classifications are assigned in the event of a
termination
• Resigned- voluntary employee
• Discharged- involuntary initiated by The Company
• Layoff- layoff by company but eligible to work again when
hours are available
• Retired

27. Scheduling
The company currently uses an
online scheduling platform, all
weekly work days/times are
available at the website w .w.w
com on Sunday of each week
6pm.
Each associate is obligated to
check their work schedule and
confirm status.

28. Method Clean Solutions
S ales Train in g S oftware Lead s Marketin g Material
http://methodcleanbiz.com