Note to New hires for Morrison Marketing

     Morrison Marketing is a new full service marketing firm located in Augusta, Georgia. It was established in 2013 by Michael Morrison. The company is in its first few years of business and any employees hired now will be the first of the companies. To help transit the new employees into the company this document will go over several of the aspects of the company, its view on employee relations, compensation and other meaningful issues pertaining to employment.

     Being a small company, many of the first employees of the company shall be family, friends and affiliates of the owner and other employees. There shall be no preference given for such relations. To be a professional business there must be a separation of personal interest and business interests. If any of the friends, family or affiliates is not performing a job at the standards that a new unrelated or unknown new hires can perform than that friend family/affiliate will be terminated in the same manner as any other employee and replaced by those who can do the job better.

     This company is here to serve the needs of our customers and anything that gets in the way of that threatens not only the quality of service, but the longevity of Morrison Marketing itself. While close ties and pre-business relations come with benefits such as assurance and familiarity, it shall not override the basic business relationship we must maintain for the well being of the company and its customers. It is the dreams of the owner to run a successful company and any laziness or inefficiency due to personal ties will not be tolerated. Business is not personal and nor should it be is the philosophy of this company.

Business structure and advancement in company

     The structure of the company is that of a sole proprietorship. This means that there is one owner and any employee is directly that. The organizational chart of the company shall be simple with Michael Morrison being the top manager and highest executive. As the company grows those with seniority inside the firm will be given precedence for opening positions, but not guaranteed. Performance and familiarity with the firm will the main factors for determining new positions and the organizational chart as it becomes viable and appropriate. 

Compensation

     Compensation is limited to salary, commission  value adding endeavors or hourly wage. No stock, equity or other form of profit sharing is viable for the company outside of these measures. An employees performance will be tied directly to their salary through commission and through other valuing adding services the employees renders on a per employee basis. Experience within the marketing industry or its relatives, educational attainment and general achievements will be considered for compensation, but overall commission will be the overriding factor.

     The hourly wage for positions as they come available and viable shall be considered on a personal and case by case basis to match the industry standards and geographic standards. Some rough estimates include the following, but are not limited or guaranteed to exceed or fall below.

Secretary- Base hourly wage of 10$ an hour, no commission  non-wage benefits to be tied to the length of time with company, amount of hours worked and the cost of providing such insurance.

Salesmen- Salesman do best when motivated by commission and therefore pure commission will be the compensation tool used for them. The company shall provide a wage pertaining to the federal minimum wage during training that shall not last more, or less, than 6 weeks. Health benefits shall be considered on a full time and part time basis for salesman with full time salesmen obviously receiving a plan closer to 100% coverage and part time salesmen receive something much less lucrative.

Executives and Management- Management and Executive shall be paid a salary once the company has cash flows and size of market to sustain them. Management shall be ran on a departmental basis and the departments will become more subdivided as the company matures and grows. As the company grows commission measures may be brought into the compensation structure of Executive/Management.  

Marketeers- marketers shall be paid in a mix of commission per project and a base salary. The commission levels will not be anywhere near as dear as the Salesman, and will not be in the short term in the same manner as the salesman. The marketer will get commission tied to the long term performance and review of their work. The long term performance shall be measured with a uniform rubric graded by Michael Morrison and reviews by the customer of the product in addition to any future business that is tied to the service rendered. The wage shall sustain this lower level of commission  This mix shall provide the right incentive to both speedily execute projects and to do quality work.

Termination

     While terminating an employee is an unfortunate thing for both the personal circumstances of the employee and for the company itself it is necessary for the goodwill of the business and by extension its customers. Employees that are frequently late to work, inadequate in their performance or by other means, just not up t the standards of the company shall be worked with and given opportunities to improve. If after attempts to improve the situation result in no change in the character or overall performance of the employee than they shall be terminated. Morrison Marketing rewards good performance as equally as it does not tolerate bad. It is not right for the other employees to pick up the slack of another and it is  absolutely despicable for the customer to deal with sub-par service in any manner.

Final Note

     If you work hard for this company we can achieve a level of compensation exceeding the industry/geographic standards. Service industry companies, such as this one, biggest assets are its people themselves. This company's philosophy to compensation is that if you earn it, you deserve it. Hard work is hard not to notice. Any recommendations or concerns to this compensation structure should be brought directly to Michael Morrison and will be handled on a case by case basis. 

"If you do right by this company, you have my word you will be rewarded, it is in my moral and business beliefs that you can pay a person a lot of money, but they have to earn it, there is no free lunch in the world".

-Michael Morrison, President, Morrison Marketing.