S & L Team Cleaning Handbook

Welcome to S & L TEAM CLEANING!

We're excited to have you join our team. This handbook is designed to provide you with all the essential information you'll need to succeed in your role as a cleaner with S&L TEAM CLEANING. Please read through this handbook carefully and refer back to it whenever you have questions or need clarification on any of our policies and procedures

Company Overview: Ninoska Salinas Lallier Women Minority-Owned Business/ Mitchell Lallier is the Operation Manager

Mission Statement:
To empower individuals from diverse backgrounds, including disabled individuals, veterans, older adults, and others, by providing them with opportunities for meaningful employment and training. We take pride in delivering exceptional office cleaning services across Hennepin, Ramsey, and Dakota counties, ensuring cleanliness, efficiency, and support for our community.

Core Values:

  1. Diversity & Inclusion: We believe in creating a workplace that values and respects individuals from all walks of life.
  2. Empowerment: Providing opportunities for growth, training, and development to those who may face barriers in traditional employment settings.
  3. Quality Service: Delivering top-notch library, service centers, government office cleaning services tailored to the unique needs of our clients across the three counties.
  4. Community Engagement: Actively participating in and giving back to the communities of Hennepin, Ramsey, and Dakota counties.


Key Offerings:

  1. Employee Training Programs: Comprehensive training initiatives designed to equip individuals with the necessary skills and knowledge for office cleaning services.
  2. Specialized Cleaning Services: Offering a range of cleaning services tailored to meet the specific requirements of businesses in Hennepin, Ramsey, and Dakota counties.
  3. Dedicated Team: A committed team of employees, including disabled individuals, veterans, older adults, and others, who are passionate about delivering exceptional services.

Service Area:

  • Hennepin County
  • Ramsey County
  • Dakota County

Community Impact:
Our company plays a crucial role in promoting inclusivity and diversity within the workforce while delivering high-quality cleaning services to businesses across the three counties. By prioritizing the employment and training of individuals from marginalized groups, we contribute to building stronger, more inclusive communities.

To be recognized as a leading women minority-owned company in the office cleaning industry, setting the standard for excellence in service delivery, employee empowerment, and community engagement.

Join us in our journey as we continue to make a difference in the lives of individuals and businesses in Hennepin, Ramsey, and Dakota counties, one clean office at a time.


Guidelines and policies are related to compensation and payroll for employees of S & L TEAM CLEANING. Understanding and adhering to these policies ensures transparency, fairness, and compliance with applicable laws.

  1. Compensation Structure

A. Wage Rates

  • Hourly rates for cleaners will be determined based on experience, skills, and the buildings they are cleaning.
  • Salary scales for supervisory and managerial positions will be set according to industry standards and company budget.
  1. Payroll Procedures

A. Pay Periods

  • Payroll will be processed bi-weekly (every two weeks). Sunday before pay day ends the pay period. Check will be available the following Friday.

B. Payment Methods

  • Employees may choose to receive their wages via direct deposit, or physical check mailed.

C. Deductions

  • Deductions for taxes, benefits, and other authorized withholdings will be processed in compliance with federal and state laws.

D. ADP is our payroll company every employee will be given access to their personal payroll information. Employee can get copies of their check, withholdings or any information on their employment.

  1. Tax Considerations
  • The company will withhold federal, state, and local taxes as required by law.
  • Employees are responsible for ensuring that their tax withholding forms (e.g., W-4) are accurate and up-to-date.
  1. Compliance and Legal Obligations

A Equal Pay Act

  • The company is committed to ensuring equal pay for equal work, regardless of gender, race, or other protected characteristics.
  1. Minimum Wage Laws
  • All compensation policies comply with federal and state minimum wage laws.


  • Accurate records of hours worked, wages, and deductions will be maintained in compliance with applicable laws and regulations.
  1. Record-Keeping
  • Payroll records will be securely stored and retained in accordance with legal requirements.
  • Employees may request access to their ADP payroll records as permitted by law.


All employees will watch training video by SPARTAN CHEMICALS and take a test showing that each employee has been trained a certified in OSHA CHS HAZCOM, OSHA BLOODBORNE PATHOGEN, RESTROOM CLEANING and OFFICE CLEANING

  1. Risk Assessment
  • Conduct regular risk assessments for all cleaning tasks.
  • Identify potential hazards and implement control measures.
  • Review and update assessments as required.
  1. Personal Protective Equipment (PPE)
  • Provide necessary PPE such as gloves, safety goggles, masks, and footwear.
  • Ensure proper training on PPE usage and maintenance.
  • Regularly inspect and replace damaged or worn-out PPE.
  1. Chemical Handling and Storage
  • Use environmentally friendly and non-toxic cleaning agents when possible.
  • Store chemicals in designated areas with proper labeling.
  • Train employees on safe handling, mixing, and disposal procedures.
  1. Equipment Safety
  • Inspect cleaning equipment regularly for wear and tear.
  • Follow manufacturer's guidelines for maintenance and operation.
  • Provide training on equipment usage to all employees.
  1. Manual Handling
  • Educate employees on proper lifting techniques and posture.
  • Provide mechanical aids like trolleys and lifting equipment where necessary.
  • Avoid overexertion and repetitive strain injuries.
  1. First Aid
  • Provide fully stocked first aid kits in accessible locations.
  • Designate trained first aiders within the team.
  • Keep records of incidents and treatments provided.
  1. Training and Education
  • Implement ongoing training programs on health and safety topics.
  • Encourage employees to participate in safety-related workshops and courses.
  • Monitor and evaluate training effectiveness.
  1. Emergency Procedures
  • Develop and communicate clear emergency response plans.
  • Ensure all employees know how to respond to various emergencies.
  • Conduct regular drills to practice emergency procedures.
  1. Health and Well-being
  • Promote a culture of well-being and work-life balance.
  • Provide access to counseling services or employee assistance programs.
  • Encourage regular health check-ups and vaccinations.
  1. Client Site Safety
  • Conduct site-specific risk assessments before starting work.
  • Communicate with clients about safety protocols and expectations.
  • Address any safety concerns raised by clients promptly.
  1. Vehicle Safety
  • Maintain company vehicles regularly to ensure roadworthiness.
  • Provide driver training and monitor driving records.
  • Ensure vehicles are equipped with necessary safety equipment and supplies.
  1. Reporting and Incident Management
  • Establish a system for reporting accidents, near misses, and hazards.
  • Investigate incidents promptly and implement corrective actions.
  • Maintain records of all safety-related incidents and interventions.
  1. Compliance and Legislation
  • Stay updated on local, state, and federal health and safety regulations.
  • Conduct regular audits to ensure compliance with legal requirements.


Work Schedule:

  1. Determine Shift Timings: Employees may be assigned work different times depending on the requirements of each building
  2. Client Assignments:
  • Assign cleaning teams based on client requirements, location, and expertise.
  • Provide a detailed list of tasks and responsibilities for each client.
  1. Breaks and Rest Periods:
  • Schedule short breaks (e.g., 15 minutes) and longer breaks (e.g., 30 minutes to 1 hour) depending on shift duration.
  • Ensure that employees have adequate rest periods between shifts.
  1. Attendance System:
  2. Timekeeping:
  • Chronotech will track employee hours.
  • Employees can clock in/out using biometric systems, mobile apps, or traditional time cards.
  1. Leave Management:
  • If an employee wants request time off (e.g., vacation, sick leave, personal days). They need to request the time off 5 days in advance or call in 3 hours before shift starts
  • All PTO will be approved or denied leave requests based on staffing needs.


  1. Equal Employment Opportunity (EEO)
  • The company is committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, national origin, age, disability, or any other protected class under applicable law.
  1. Recruitment and Hiring
  • All candidates will be evaluated based on qualifications, skills, and experience relevant to the job requirements.
  • Background checks may be conducted as part of the hiring process.
  • New hires will undergo orientation and training to ensure they meet company standards.
  1. Work Hours and Scheduling
  • Define standard working hours, such as 8:00 AM to 5:00 PM, and specify any variations based on client needs.
  • Address overtime policies, including eligibility, rates, and approval processes.
  • Outline procedures for requesting time off, sick leave, and vacations.
  1. Compensation and Benefits
  • Detail the pay structure, including hourly wages, salaries, or commission rates.
  • Describe benefits such as health insurance, retirement plans, vacation days, and bonuses.
  • Address procedures for pay reviews, raises, and bonuses based on performance evaluations.
  1. Safety and Training
  • Implement safety protocols to ensure a safe working environment, including the use of appropriate equipment and materials.
  • Provide ongoing training to employees on cleaning techniques, safety procedures, and customer service.
  • Address procedures for reporting accidents, injuries, or safety concerns.
  1. Performance Evaluation and Feedback
  • Establish a performance evaluation process to assess employee performance regularly.
  • Provide constructive feedback, identify areas for improvement, and recognize outstanding performance.
  • Define procedures for addressing performance issues, including coaching, counseling, and disciplinary actions if necessary.
  1. Code of Conduct and Professionalism
  • Define expectations for professional behavior, appearance, and communication with clients and colleagues.
  • Address policies related to confidentiality, respecting client privacy, and handling sensitive information.
  • Establish procedures for resolving conflicts or grievances among employees.
  1. Termination and Resignation
  • Outline grounds for termination, such as misconduct, poor performance, or violation of company policies.
  • Define procedures for resignations, including notice periods, exit interviews, and return of company property.
  • Address final paycheck distribution, benefits continuation, and other relevant matters upon termination.
  1. Ethical Standards
  • Emphasize honesty, integrity, and ethical behavior in all aspects of business operations.
  • Address policies related to avoiding conflicts of interest, bribery, fraud, and other unethical practices.
  • Provide guidelines for reporting unethical behavior or violations of company policies.
  1. Compliance with Laws and Regulations
  • Ensure compliance with applicable federal, state, and local laws, including labor laws, tax regulations, and licensing requirements.
  • Regularly review and update employment policies to reflect changes in laws or regulations.
  • Provide training and resources to employees to promote awareness and compliance with legal requirements.


1. Paid Time Off (PTO): Offer a generous PTO policy that includes vacation days, sick leave, and holidays. This allows employees to take time off when needed without worrying about lost wages. This plan is being offered as of January 1, 2024.

A. PTO is earned for every 30 hours worked 1 hour PTO
B. Sick time can be eared up to 48 hours
C. $100 PTO will be carried over to the next year
D. If employees do not let S & L Team Cleaning know they are using their PTO the company will pay out twice a year. Last payroll in June and the last payroll in December. This will give employees money for vacation and at holiday time.
E. Any request for time off should be in writing 2 weeks before wanting time off
F. Sick time the employee should notify their supervisor 3 hours before their schedule.
G. A new employee has a 90 day waiting period before use of PTO

2. Flexible Scheduling: Provide flexible scheduling options to accommodate employees' personal and family needs. This could include offering part-time, full-time, or flexible hours to accommodate different lifestyles.
3. Paid Training and Development: Invest in your employees' professional growth by providing opportunities for training and development. This can include on-the-job training, certification programs, or tuition assistance for relevant courses or certifications.
4. Recognition and Rewards: Implement an employee recognition program to acknowledge and reward outstanding performance. This can include employee of the month awards, bonuses, or other incentives to motivate and retain top talent.
5. Work-Life Balance: Promote a healthy work-life balance by offering benefits such as flexible scheduling, telecommuting options, or access to wellness programs and resources.
6. Safety and Wellness Programs: Prioritize employee safety by +implementing safety training programs, providing necessary protective equipment, and creating a culture that values workplace safety. Additionally, offer wellness programs that promote healthy lifestyles, such as fitness challenges, nutrition education, or mental health resources.
7. 401K Plan: This plan is being offered as of January 1, 2024. This plan is not a Safe Harbor Plan. But a self-participation plan where any employee may contribute to their own 401k plan that is older than 18 and been working 6 months with S & L Team Cleaning. Anyone wishing to be part of the program must fill out documents enrolling them in the 401K.


Handbook Acknowledgment

  1. Non-Compete: Employee agrees that for a period of [one year] following the termination of their employment with S & L TEAM CLEANING, they will not engage in any business activities that directly compete with S & L TEAM CLEANING within metro area St. Paul/ MPLS 50-mile radius.
  1. Return of Company Property: Upon termination of employment, whether voluntary or involuntary, Employee agrees to return all company-owned property, including but not limited to keys, electronic devices, documents, proprietary information, and any other materials belonging to S & L TEAM CLEANING. Failure to return such items may result in legal action to recover said property. Company shirts are $20 a shirt.
  1. Acknowledgment of Company Handbook: Employee acknowledges that they have received, read, and understood the S & L TEAM CLEANING Employee Handbook. Employee agrees to abide by the policies, rules, and guidelines set forth therein. Also, a copy of the Employee Handbook can be found online at SLTEAMCLENAING.COM.


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EMPLOYEE NAME                                                                DATE

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S & L TEAM CLEANING                                                            DATE