At this year’s The Friends of the Lancaster Public Library book sale, I came into possession of the revised January 1976 edition of the Watt & Shand Employee Handbook.
Being a firm believer that “information wants to be free,” I have transcribed the document and enclosed it below. In addition, I have scanned the pamphlet so you can read it in its original form. Click here for a PDF of the original.
Welcome to the Watt & Shand/ Hager’s family. Ours is a happy, progressive family, made up of individuals always trying to improve themselves, and thereby the service of our stores. Our stores are noted for their friendly feeling, their courteous treatment, and their desire to be helpful to our customers at all times.
We are confident that you will always do your best to help us live up to our established reputation.
A WORD ABOUT OUR STORES
Watt & Shand was founded March 9, 1878, by Peter T. Watt and James Shand. The original store was located at 20-22 E. King Street. The first building to be erected on the present site was in 1897. Throughout the years continued progress and expansion has brought us the store as we know it today.
Hager & Bro. was founded in 1821 by Christopher Hager and has been operated on the original site, with continued renewal and expansion, by the Hager family throughout its history, attaining renown as the oldest family-owned store in the United States.
Watt & Shand joined with Hager’s in 1968. Together we are planning that Hager’s will become the leading fashion clothing specialty store in the community, while Watt & Shand will continue as Lancaster’s leading full-line department store. Lancaster’s finest retailing abilities have combined to open the Watt & Shand Park City branch to bring new merchandising techniques to the suburbs.
We look forward to continued growth and expansion, opening new opportunities to our fine group of employees.
“SERVICE” is the one word which best describes the product that we offer to our customers and to our community -a product in which we take pride and which must become a very important part of your job.
Whereas the employees of factories have· little or no contact with the customers, in retailing most of you work directly with our customers. It is the employee, each and every one here at Watt & Shand / Hager’s, who makes the favorable or unfavorable impression upon the customers, and who wins new ones for us.
The success of our store depends upon you; and your job depends upon the success of the store. It is the customer who pays your wages indirectly. It doesn’t take much thought to see that without plenty of customers none of us would be needed.
Your first duty is always to render polite service and complete attention to every customer’s needs.
In line with this policy, we wish to satisfy every customer, and will accept any of our merchandise returned for credit if the customer is dissatisfied with the item.
PROVISIONARY PERIOD AND DEFINITION OF EMPLOYEE STATUS
All new employees must serve a provisionary period of up to 90 days, after date of employment or reemployment, before being considered regular members of our organization. This gives us a chance to evaluate your abilities and review your qualifications. It also gives you a chance to evaluate us and to decide whether or not you want to make retailing your career.
An employee will be discharged if he cannot or will not do satisfactory work after proper instruction and trial, or if his behavior or attendance record is unsatisfactory.
Regular full time employees are those who are scheduled to work 32 hours or more every week. These employees receive full benefits – employee charge account, store paid hospitalization and medical-surgical insurance, life insurance, profit-sharing retirement income, and paid holidays and vacations.
Regular extra employees are those who are scheduled to work 12 hours or more every week. They receive the benefits of employee charge account, pro-rated vacation and paid holidays, if the holiday falls on their regularly scheduled working day.
Seasonal employees work only as needed and they are eligible for store discount on cash purchases only during the week of employment.
Store policies applicable to personnel and administration are:
- To recognize each person as an individual throughout his or her period of employment from the viewpoint of training, education, advancement, and salary.
- To recruit, select, and retain capable, well-qualified employees for all departments· of the store without regard to race, color, religion, sex, age or national origin.
- To provide opportunities for training, education, and advancement within the organization. Your progress, of course, depends on individual initiative, effort, and job performance.
- To promote from within the store, whenever possible, and to select on a merit basis the employee best qualified and most deserving of consideration to fill each vacancy or new position.
- To maintain salaries at levels as high as those paid for comparable responsibilities under similar conditions and to recognize merit by periodic increases within the salary range of the position.
- To review individual performances periodically.
- To provide liberal benefits.
- To maintain the most desirable working conditions possible.
- To promote good fellowship throughout the store.
- To stimulate resourceful thinking and the development of constructive ideas to the best interest of the store.
Store policies applicable to customers are:
- One price to all, and that price the lowest possible, at all times.
- To make friends and hold customer confidence by being truthful in all advertising, whether written or verbal.
- To hold our customers’ good will by always giving friendly, courteous service, with a smile.
- Never to misrepresent or misstate a value.
- Never to make a promise that cannot be kept.
- To treat our customers exactly as we would have our customers treat us.
- To make cheerful adjustments on merchandise which does not measure up to the customer’s requirements or expectations.
Regular attendance during all scheduled hours of work, reporting for work on time and continuing to work to the end of the work period are expected of every employee.
Unsatisfactory attendance, including reporting late or quitting early, is cause for disciplinary action – including possible discharge.
Time cards are the basis for determining weekly hours worked – therefore, it is mos! important that they be rung accurately. Employees must ring “IN” in the morning and “OUT” and “IN” at lunch time. They need not ring “OUT” at nigh! unless they leave before the store closing hours. When the store is open in the evening, register “OUT”· and “IN” at suppertime. J f for any reason your time card is not recorded, your card must be approved by an authorized person.
Do not bend or mark your card.
Registering another employee’s time card is not permitted and shall be cause for discharge.
Employees wishing to leave their departments for any purpose must notify their department head. Employees wishing to shop or conduct personal business must have an absence permit.
No employee may go out of the store during working hours on personal business without getting permission from the store Superintendent or the Personnel Department.
If, for any reason, you cannot report for work, telephone your respective Personnel Department (Watt & Shand 397-5221, Hager’s 397-6111) as soon after 9:00 a.m. as possible. If you know you will be out for more than one day, give your expected date of return; otherwise a daily call will be necessary.
An employee may be considered voluntarily terminated if he is absent two (2) or more consecutive workdays without reporting to the Personnel Department within that length of time with an acceptable explanation for his absence.
HOURS OF WORK AND OVERTIME
The store generally maintains a five day week for all employees. This schedule is subject to any temporary revision made from time to time for Christmas hours, etc. The Personnel Department will state your hours at time of employment.
Non-selling employees work schedules suited to their job, usually not more than 38 hours.
State Labor Laws prohibit anyone from ringing in prior to five (5) minutes before their scheduled starting time. Employees are expected to be in their departments, have covers removed from merchandise, and be ready for business when the store opens.
Overtime pay, at the rate of one and one half times the employees’ regular hourly rate, will be paid for hours worked in excess of 40 hours per week.
A 15 minute break may be granted in the afternoon. Buyers and supervisors must be sure that the selling floor is covered and work schedules maintained before allowing a break.
As far as may be practical, every employee will be assigned to a regular job. Illness, absence, vacations, or other circumstances may make it necessary at times to transfer an employee to a job other than his regularly assigned one.
WORK DURING EXTREME WEATHER CONDITIONS AND OTHER EMERGENCIES
If it has been announced that the store will not be open due to weather conditions, employees regularly scheduled to work on that day will receive pay for that day. The announcement will be made as early as possible. Radio station WLAN will be used primarily and should be the source of information.
(Employees in areas essential to store operation are expected to report if at all possible. These include receiving room, delivery,” maintenance, and switchboard operators. These employees will receive an additional day’s pay for that day, or if it is their regularly scheduled day off, a day’s pay at time and one-half.)
Should no announcement be made, it will be assumed that the store will open, and all employees will be expected to report. If the store is open, employees reporting for work will be paid. Those not reporting will not be paid.
If the store has opened but is later forced to close early due to weather conditions, employees working that day will be paid for the remainder of that day.
Emergency closing is not considered to be a holiday, and holiday and vacation policies are not affected by this plan, nor are regular working schedules altered by this plan unless specifically authorized by the Personnel Department or a member of the Executive Committee.
If it should be necessary to close the store because of power failure, fire, civil disturbance, etc., those employees at work that day will be paid for the remainder of that day.
However, if it is announced prior to the store opening that the store will not be open due to power failure, fire, civil disturbance, etc., employees will not be paid for the time lost.
GROUP LIFE AND HOSPITALIZATION AND MEDICAL INSURANCE
The benefits of these programs are available to all regular employees working 32 hours or more every week, and having served the 90 day provisionary period.
A Life Insurance program h_as been arranged with the Metropolitan Life Insurance Company. Under this plan the store pays the full premium cost of a portion of the life policy and the store and employee share in the cost of additional premiums up to a stated maximum. Benefits include Life Insurance and Sickness and Accident Insurance.
The store pays the entire cost of the eligible employee’s hospitalization, medical-surgical, diagnostic and major medical benefits. The employee may include his dependents at the group rate at his expense. These programs are carried through Blue Cross and Blue Shield.
It is necessary for you to enroll for these benefits.
Full information on all programs may be obtained through your Personnel Office.
If you should leave our employ, you have a 30 day grace period in which to apply for a Life Insurance conversion policy without having to take a physical examination. This application must be made by the employee directly to the Metropolitan Life Insurance Company; forms for this are available in Personnel. Sickness and Accident Insurance terminate when you leave and may not be reinstated.
Your Blue Cross and Blue Shield coverage also terminates the day you leave our employ. Blue Cross will change your contract from our group to a direct pay contract and bill you accordingly.
WATT & SHAND EMPLOYEES’ PENSION PLAN
The stores have established a pension plan in order to provide retirement benefits for eligible employees.
Further information may be obtained from the Personnel Office.
EMPLOYEE PURCHASES (DISCOUNTS AND SHOPPING TIME)
Watt & Shand / Hager’s gives its employees a very liberal 20% discount. The firm wishes to encourage employees to shop at the stores and to benefit by the discount as much as possible.
Discounts are granted to employees for themselves, for the husbands of female employees, and for those dependent upon the employee for support. This privilege does not extend to non-dependent members of family or friends. Violation of this privilege will be considered grounds for immediate dismissal.
Employees, or dependents with the discount privilege, cannot have their parking ticket stamped for free parking.
Discount will not be given at the Rendezvous, table appliances, smoke shop, gift wrapping or the lending library; nor on alterations, installation or parcel post charges. On major appliances (radios, T.Y., etc.), the discount rate is 10%. On all other purchases, 20% discount will be granted. Discount will be given on promotional (sales) items. From time to time, there may be some special cases where competitive pricing will not permit full or partial discount.
Employee purchases can be either “cash” or “charge.” Positive identification must be made before store discount is granted. All employees are issued an identification card as soon as possible after starting. Once this 1.0. card is issued, employees may shop and receive discount, but not until then. This card must be presented before · · cash discount will be given.
After the 90 day provisionary period, regular full time and regular extra employees may apply for an employee charge account. Application is at the discretion of the Credit Manager. (Regular employees, with good credit standing, who formerly worked here and had an employee charge or those who had a charge account before employment, may apply to the Credit Department for an employee’s charge account without waiting the provisionary period.)
Discount will be allowed to seasonal extras on cash sales only and only during the week in which they are working. A temporary l.D. card will be issued and used for identification purposes. (Extras who have a charge account as a customer may not charge to that account and receive discount. To receive discount they must pay cash.)
No employee is permitted to wait upon himself. All employee purchases must be sent to the employee parcel desk (except if shopping on one’s day or night off, or if authorized supervisory personnel.) All outside packages – including purchases made in other stores in our group – must be checked upon arrival at the store.
Canceled packages must be shown at the door when leaving the store. Management reserves the right to inspect all outgoing packages.
Employee shopping, except during days or nights off, is done only after obtaining permission. Regular employees may shop at any time during the day provided they have a signed “absence permit.” This permit must be signed by the buyer, department supervisor or floor supervisor. Permits will be issued so as to avoid employee shopping during peak hours. Shopping will be permitted only when the department can spare the employee, and shopping time must be held to a reasonable length.
Seasonal employees are expected to shop outside their regularly scheduled hours.
Charges for express, freight or parcel post are to be paid by employees for merchandise which has been purchased at discount and is being sent by the store. We will not deliver items that were purchased at discount and which can reasonably be carried home by the employee.
We cannot give discount on lay-away or sales contracts (leases) for seasonal employees. Regular employees may receive discount on these types of sales; however, lay-away purchases must be paid for before leaving our employ.
Employees’ identification cards and charge plates must be surrendered upon leaving our employ before the final pay will be delivered.
Employees on Workmen’s Compensation cases are entitled to full store discount during their recuperative period.
All regular employees, after qualifying, are granted vacation with pay.
One week’s vacation with pay is granted to all regular and regular extra employees who have been on the payroll prior to January 1.
Persons employed after January 1, but prior to May 15 will be granted one day’s vacation that first summer for each full month employed up to May .15. (Example — Employed January 20 — 3 days’ vacation that summer.)
Two weeks’ vacation with pay is granted to all regular and regular extra employees who have been on the payroll continuously for two years as of January 1.
The same proportion as above—one day’s vacation for each full month—will be applied to those employees not yet eligible for two weeks’ paid vacation. (Example — Employed January 20 — 3 days’ vacation with pay the third summer.)
Three weeks’ vacation with pay is granted to all regular and regular extra employees who have been on the payroll continuously for ten years as of January 1.
Again the proportion used above—a day for each full month—would be applied to those people in their eleventh year of employment, but not eligible for three weeks’ vacation. (Example — Employed January 20 —13 days’ vacation that eleventh year.)
The regular vacation period is May 15 to September 15. Those eligible for three weeks’ vacation are entitled to take one of their weeks between January 1 and March 1. Vacations normally should be scheduled within these periods, but may be taken at other times during the year with approval of the Personnel Office and the Department Head. Due to scheduling difficulties, vacations will not be granted during periods of heavy work loads in the department or section. Holiday seasons, special promotions and sales may require the presence of a full staff.
Should a paid holiday fall within a regular full time employee’s scheduled vacation, an additional day will be added on to the vacation period. This day must be approved by the Department Head and the Personnel Office.
Vacations are not cumulative; vacation time cannot be accumulated from year to year. Vacation pay will be calculated on the employee’s regularly scheduled hours, at the pay rate then in effect. Regular extra employees will be paid on the basis of regularly scheduled weekly hours. Seasonal and on-call extras are not granted vacation pay.
Within each work area, preference in vacation schedules will be based upon the overall store seniority of the employee, but operational needs are always 8 first consideration.
Pay that would ordinarily be received the week of vacation will be distributed to the employee with the last pay before the start of that vacation.
An employee who is discharged for misconduct or dishonesty, or quits without notice does not receive vacation pay.
The following are recognized as holidays:
- New Year’s Day
- Memorial Day
- July 4th
- Labor Day
- Christmas Day
Each full time regular employee who worked the full scheduled workday before and the full scheduled workday after a holiday will be paid, at his regular rate, for the holiday. No pay will be given for the holiday if the employee is absent, without cause, from work on either the scheduled work day before or after the holiday.
Should one of these holidays occur on a Sunday or on a full time employee’s (working five days) regularly scheduled day off, the employee will be granted an alternate day off, with pay, receiving a full week’s pay for that week.
Should the granting of an alternate day off be impossible the employee will be given pay earned for the additional hours worked including overtime pay for hours worked over 40 hours in that week, assuming then that the holiday was a day worked.
Alternate days off must be scheduled by the employee’s supervisor and cleared by the Personnel Office.
A regular extra employee will be paid for the holiday, if the holiday falls on his regularly scheduled working day. Seasonal employees will not be paid for a holiday.
If a person is leaving our employ the day before—or beginning employment the day after a holiday—no pay for the holiday will be granted.
Holiday pay will not be granted during lengthy illness.
After the Provisionary Period (90 days), absence caused by illness for a total not exceeding six (6) days in any one calendar year (based upon year in which wages received) will be excused without loss of pay. Only regular full time employees are eligible for sick leave. Sick leave will be granted. whether or not the employee has group insurance. The sick leave may be used all at once or at different times, except that none of the days shall be concurrent with the days covered by Group Insurance.
Persons starting employment during the year will be allowed a proportionate number of days’ sick leave, based on the number of months employed after the Provisionary Period.
Sick leave is not a vested right and is non-cumulative from year to year. Unused sick leave may not be added to the employee’s vacation or holidays. We reserve the right to ask an employee to produce a doctor’s certificate or other proof of illness or injury. The stores also reserve the right to have an employee returning after sick leave undergo a physical examination before returning to his job.
Those needing the benefits of sick leave must report this to the Personnel Department. Employees must keep Personnel informed of their status and when they expect to return. If an employee fails to report for work at the expiration of his sick leave, and has not notified Personnel, he will be considered to have voluntarily terminated his employment.
A minimum and a maximum rate has been established for every job classification. Periodically the performance and salary of each employee will be reviewed, and each employee will be considered for an increase up to the top rate for his job classification. All merit increases are based on performance and not on length of service.
Pay checks will be distributed weekly. These checks are for the previous calendar week (Monday-Saturday). If you are not working on pay day, you may pick up your checks at other designated times. If pay day falls on a holiday, checks will be available the day before.
The pay check that would ordinarily be received the week of vacation will be distributed with the last pay before the start of vacation.
Payroll checks may not be cashed in the store, but arrangements have been made with the Fulton National Bank, Commonwealth National Bank, and the Lancaster County Farmers National Bank for free cashing of payroll checks.
Deductions from the employee’s salary will be those required by law, such as Federal Withholding Tax, Social Security (including Medicare) and local Wage Taxes. Any other deductions (Insurance and Hospitalization, Savings Bonds, United Fund, Buyer’s Association, Social Club, etc.) must first be authorized in writing by the employee.
Any questions about your pay may be discussed with the Personnel Department.
Present employees will be considered for promotions to more advanced jobs before new employees are hired from the outside to fill the jobs. Employees with the required knowledge, skill, ability, and interest will be given a trial as far as may be practical.
Training classes are held for sales people to help strengthen their selling skills. Classes are also held for selected employees to prepare them for additional responsibilities.
LEAVE OF ABSENCE
After the Provisionary Period (90 days) a leave of absence for good cause may be granted to regular full time employees, provided it does not seriously disrupt operations. Employees should apply for leave of absence through the Personnel Office. All applications for leaves must be in writing and must state the reason for the requested leave and the leave time desired. The length of leave may vary from one month to a year, depending upon the case. Vacation time in that year will be pro rated at the amount of time actually worked.
During the period of the granted leave, payroll deductions such as Insurance, Hospitalization, Bonds, etc. should be paid at the Payroll Office or by check, before the third week of each month.
An employee who is on a leave of absence of more than one month will be granted the discount privilege for only the first month of the leave. When this employee is reinstated, he will again be entitled to all employee privileges.
An employee who fails to report on the first work day after the expiration of his leave will be considered to have voluntarily terminated employment. Time off is also granted regular full time employees for the following reasons:
- Court Day — if an employee is required to serve on jury duty or to appear as a. witness, we will pay the difference between the pay received and the employee’s regular earnings. Notify the Personnel Office as soon as possible after receipt of notice to serve. Watt & Shand/Hager’s reserves the right to request proof of time served and pay received from the court clerk. You are expected to come to work if you are excused early in the day, or before the completion of your service.
- Death in the immediate family (wife, husband, parent, children, brother, sister, but not more distant unless they share the domicile of the employee) — Three consecutive calendar days leave, with pay for scheduled working time missed within that period. In the case of an employee’s grandparents, grandchildren, aunts, uncles, nieces, and nephews or in-laws of employee that do not reside with the employee — leave with pay for the day of the funeral only.
- Honeymoon Leave — Three regularly scheduled working days off with pay.
- Maternity — Without pay, however, unused sick leave can be taken and those enrolled in the Metropolitan Insurance program will receive benefits. Blue Cross/Blue Shield program will continue. The employee’s doctor and the employee will decide the date for the start and return of the leave.
- An employee who is a member of a reserve military organization of the United States, or a member of the National Guard, and who attends a regular military training camp will be given necessary time off for such training. Such time will not be considered as vacation time.
- Marriage of son or daughter — with pay for the day of the wedding.
An employee who returns from service in the Armed Forces of the United States will be re-employed in accordance with whatever law or laws are in effect at the time of his return to civilian status and which apply to his case.
EMPLOYEE SERVICES AND ASSOCIATIONS
BULLETIN BOARDS with information of importance and interest to store employees are located near the time clocks. Bulletin boards for advertised merchandise are located on each floor by the elevator.
SOCIAL CLUB is operated by store employees for their own pleasure. Its purpose is to encourage fellowship among employees and to provide a source of social activities. Any regular or regular extra employee is eligible to join, upon his request to the Membership Committee.
TELEPHONE SERVICE is an important part of our selling program. Please do not use the phone for private conversations unless absolutely necessary, and then keep your conversations as short as possible. Discourage incoming personal calls unless there is an emergency. Pay phones are located in the store for your use.
OUTSIDE PACKAGES and market baskets must be checked at the employee parcel desk upon entering the store.
ANY ARTICLES FOUND in the store must be sent to Lost and Found immediately for safe keeping and proper identification by the owner.
A RECREATION ROOM is provided for your comfort. A slumber room is also included in this area for your use.
RULES AND REGULATIONS
The following are deeds of misconduct, which, if committed will result in appropriate disciplinary action, including probable termination of employment.
- Falsification of time cards, personnel records or any store record. Punching someone else’s card. Constant failure to punch own time card.
- Failure of salesperson to ring every transaction on the sales register, and to give receipt with every purchase.
- Failure to conform to the standards of conduct required in presence of customers. (see next section)
- Repeated absence or tardiness. Absence without notifying the Personnel Office.
- Inattention to duties, loafing, failure to follow direction of supervisor.
- Smoking anywhere in store except in the specified smoking areas.
- Gambling, participating in lotteries or any game of chance for money on the store’s premises at any time.
- Being under the influence of alcoholic beverages, narcotics, or hallucinatory drugs; having alcoholic beverages, narcotics, or hallucinatory drugs in one’s possession.
- Disorderly conduct, horseplay, fighting, use of abusive language on the stores’ premises.
- Theft or dishonesty, including unauthorized use of the discount privilege.
- Leaving department or store during working hours without permission of your supervisor.
- Destroying or defacing store property or the property of a customer or fellow employee.
- Failure to have employee packages certified or approved by an authorized person.
- Unauthorized soliciting, collecting, or distributing literature. (See policy statement on page 20.)
It is important that employees treat customers and other employees with consideration and respect. We want this to be a desirable place in which to work. If someone misbehaves seriously, we, when necessary, discipline or discharge. So that there may be no misunderstanding about satisfactory conduct, we have adopted the following rules:
- Conservative business dress must be worn: (unless requested otherwise for modeling purposes):
WOMEN employees must wear stockings at all times. Knee socks or shoe boots are not permitted.
MEN employees must wear coats and ties at all times (except for non-selling work).
- Smoking, eating, chewing gum, or reading by employees on the selling floor are not permitted at any time. No loud talking, calling across the floors, manicuring nails, or combing hair in public. Do not gather in groups or gossip about customers or fellow employees. No extended socializing with boy or girl friends.
- All employees have an obligation to report to Management any questionable behavior that they may observe among fellow employees.
COLLECTIONS, SOLICITATIONS, LITERATURE DISTRIBUTION
Collecting monies, soliciting memberships of any type, or distributing pamphlets or literature will not be permitted in any part of the store where customers are allowed, or in any area during the employee’s working hours, unless specifically approved in advance by management.
In employee restrooms and other areas closed to the public, employees may engage in collections, solicitations, and distributions provided: (1) they are on their own free time, (2) they do not interfere with employees who are on the job, and (3) that no problem of housekeeping is created. Be careful not to embarrass fellow employees by repeated requests for contributions.
Smoking by employees on the selling floor is not permitted at any time. In specific areas designated by insurance underwriters, smoking is permitted. There is to be no smoking in any stock area or warehouse. In view of the severe losses which would result from a fire, it is essential that the above regulations be followed.
Immediately call the telephone operator if you detect a fire. CALL FIRST —THEN FIGHT. Familiarize yourself with all fire fighting procedures and the location of fire extinguishers in your area.
GOOD HOUSEKEEPING AND ACCIDENT PREVENTION
Good housekeeping and accident prevention go hand in hand. You are expected to keep your work area clean -do not throw empty boxes, paper, etc. on the floor, use the trash receptacles provided. Counters, display cases, mirrors, etc. must be kept clean.
A pencil, a piece of paper, even a toothpick on the floor can cause a fall. Do not leave drawers of fixtures open for someone to fall over. Be alert to the cause of accidents — practice Good Housekeeping.
If an accident or illness occurs, notify the operator to get someone in authority immediately. There is a well-equipped Emergency Room in the store where all cases can be given attention. In a case of this kind, keep calm; excitement only makes a bad situation worse.
If you should meet with an accident yourself, while on duty, report it to the Personnel Office immediately no matter how trivial the injury may seem.
A little waste leads to big losses. If each employee would waste one bag every day, in one year 198,000 bags would be lost!
Do not use forms, labels, or bags as scratch paper. Use the correct size of boxes, bags and wrapping paper. Please cooperate in every way to prevent waste.
Report damaged fixtures or malfunctioning equipment, immediately, to the Maintenance Department, through the operator. Do not attempt repairs on store equipment yourself.
CHANGE IN EMPLOYEE’S RECORDS
Notify the Personnel Department at once whenever there is a change in your:
Person to notify in case of accident, illness
Name — through marriage or otherwise
Number of dependents
Any questions or complaints about your job, wages, hours or anything connected with your work can be discussed frankly and fully with your Buyer or Supervisor. If you are not completely satisfied with the answers received, you may take your questions to the Personnel Manager, Store Superintendent or Store Manager. Any suggestions that you might wish to make should also be brought to their attention.
* * * * *
Policies outlined in this handbook are subject to change at the discretion of the Store Management, but it is expected that the materials presented here will remain in effect for an indefinite period. Greater detail concerning anything in this booklet may be requested for the Personnel Office or your immediate supervisor.
The Directors and Officers of Watt & Shand / Hager’s join in the hope that you will enjoy your stay with us.
Revised Jan. 1976
Click here for a full-size PDF for the 1976 Watts & Shand Employee Handbook.