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Tax Icon
Image sizes: 64x64, 48x48, 40x40, 32x32, 24x24, 20x20, 16x16, 256x256, 128x128
File formats: BMP, GIF, PNG, ICO
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Your mutual relations with firms - "baby's dummies", with buyers who pay off with cash, without registration, should be as more as possible hidden from employees. To them give ready documents, concrete tasks. I underline, can guess, but should not know. The knowledge gives confidence. If somebody from dissatisfied employees decides to settle accounts with you at it will not be neither the necessary facts, nor necessary belief. The employee of one organisation has created the big problems to a management by means of tax police. The firm made replacements of arrivals under more favourable prices for the purpose of reduction of taxes. A way illegal. Old and new documents were stored carelessly enough. The worker copied old and new documents simply so, just in case. The case was presented. When it have dismissed (I do not know for what) it has absolutely easy carried the saved up data in tax police (it then still existed) and has handed over office with all giblets. Here a confidence case, also supported with documents. This example confirms that subordinates should not own the information of level of administration.
From the very beginning of activity make data on personnel salaries closed. And make the main thing: strictly forbid serving to tell about the salary in collective. Inform on this requirement at employment. For infringement it dismiss without discussion. The point important, it will allow you to avoid additional conflicts in collective. Even if you will manage to create good transparent system of encouragements and the punishments, depending on results of work all the same to work it will not be identical the personnel. Will differ accordingly and the sums of the money received on hands. Unfortunately, at people of emotion go in advance reason. Having got wages less, than at the neighbour, the employee at first will be upset, then will think, why it is less. But the insult will already settle in memory. For this reason it is necessary to limit conversations on the salary in collective. The general level of salaries, and also principle of formation bonus, bonuses, deprivations should be known and clear, and is concrete to whom how much is a private affair of everyone. If collective small, pay out the wages. Here, as with dogs: who feeds, that and the owner. By the way, with dogs it is easier.
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