Employee Relationship Continuum

• Intern is hired – university student or other circumstance
• Intern works without pay – completes intern trainings
• Intern begins pay track
• Intern learns fulfillment role through tasks from MCs
• Fulfillment Vs MCIT track
• If intern chooses MCIT track, begins full time work and taking on clients
• Intern progresses or chooses to leave for a different job

Sebo will frequently hire interns from university student pools or from other referral connections. All interns begin working without pay and must complete all of the intern trainings and begin taking tasks for MC’s to be considered for paid part time positions. Once those requirements are met an intern can begin working for pay as prescribed on the Sebo Training site → Sebo HR Policies → Performance Review and Salary Merit Increases section  (click here). Through taking tasks from MC’s an intern begins to learn the fulfillment role at Sebo in helping to complete the tasks needed to fulfill our clients needs. An intern in the course of their progression can then choose two different tracks to pursue, namely the MCIT track or a Fulfillment track. The MCIT track leads to becoming a full-time MC, serving clients and managing relationships, working on sales, and managing client accounts including some more challenging or specific fulfillment tasks. The Fulfillment track advances to full time task completion work, completing tasks for other MCs and working with new interns. These positions are not always available and are filled based on needs at the time. If an intern chooses the MCIT track, they will generally begin working full time around the time of graduation if they are a university student and will begin taking on leads and clients at this time if available. If an intern is interested in neither of these tracks they may also complete the internship and progress to other marketing careers.

This is another viable, although less common, way to become an MC at Sebo. This type of path generally comes through referral and networking sources and these people are hired on a case by case basis. Most people that come through this path have graduated from a university and have some prior marketing experience and are either referrals or found through Bruce or other networking means. Because this path varies widely, decisions on compensation, task flow, timeline and client leads will also be conducted on a case by case basis.

Often because these candidates have been working previously they are started at a higher hourly wage or salary, but are still expected to complete all the intern and intermediate trainings as quickly as possible and learn the Sebo best practices for SEO, PPC, Data Tracking and Conversion Rate Optimization. Candidates on this path will be more responsible for their learning and will often want to utilize the Sebo team especially the fulfillment manager and training specialists for questions. Often these people are not assigned as many tasks from other MC’s at first and must be proactive about seeking out tasks from others or learning from their own clients. They will generally begin in a sales and client facing role and will maintain close ties with Bruce, utilizing both his and their own networking efforts.

This can be a very challenging but rewarding path for candidates willing to invest a lot of time up front in learning and training and receive greater payoffs later on as their client base grows. Suggestions for someone exploring this path are to be very proactive about learning as quickly as possible by asking questions, seeking out opportunities to do tasks and monthly reports for other MC’s, and by working closely with Bruce to facilitate networking and training opportunities and gain clients quickly. 

For information regarding the growth path from intern to MC and growth as an MC please visit the Sebo Training site. 

Sebo Stuff → Sebo HR Policies → Performance Review & Salary Merit Increases or click here. 

Marketing Coordinator → MC Program Overview or click here. 

Bruce’s Role

Bruce is the CEO and owner of Sebo Marketing and is responsible for overseeing all aspects of business management. All high level decisions are approved through him and his focus is on the long term strategy of Sebo. Bruce focuses on strategic issues such as lead flow, business goals and ratios, staffing and org chart management, roles and responsibilities, and provides much of the networking done at Sebo with the help of MC’s as well. Bruce also serves as a mentor and trainer for MC’s and regularly participates in one on one conversations with employees, conducts training meetings, and facilitates with the help of the Office Manager most company meetings including the weekly company meeting, MC meeting, and all company planning meetings and summits. Most of the low level tasks of business management are handled by the Office Manager and the task completion and management is the focus of the MC’s. Bruce’s primary role is to direct the long term strategy of Sebo and to facilitate the growth of Sebo employees through training, manage lead flow through networking, and oversee major business decisions related to finance, staffing, and other concerns. 

Office Manager Role

The Office Manager has many different responsibilities and the job description can vary widely. Their main purpose is to help Bruce run the business and make the Sebo office run as effectively as possible. They also are responsible to help the employees to have a good experience at Sebo and be able to do their work more effectively. The Office Manager generally works at the front desk as the receptionist as well as is Bruce’s executive assistant. They manage the office environment to ensure effectiveness (schedules, supplies, cleanliness, meetings etc) as well as assist Bruce in the business operations and his personal schedule (Bruce’s calendar, emails, accounting, HR, business improvement projects etc). Lastly, the Office Manager provides the basic accounting function for the business and is responsible for human resource functions such as payroll, scheduling, employee perks management etc. If an employee requires assistance with any of the above topics or is not sure where to go for assistance, they may ask the Office Manager. The Office Manager is there as a resource for employees and to make the employee’s and Bruce’s life easier and they must be flexible and willing to perform any task necessary to help the team.  For a more detailed description of the Office Manager role and general tasks please visit the Office Manager tasks folder or click here. 

Currently our Sebo tech team is composed of one full time employee (Jonny). He handles all things related to IT, networks, hardware, software, computers, maintenance, servers, domain management, DNS records and many other miscellaneous tasks to help Sebo function effectively. He is also a resource for MC’s and MCIT’s who have technical questions related to HTML, CSS, and many other website functions. The tech team’s job can vary widely and they are an integral part to helping Sebo function at its best. 

Other responsibilities that typically fall under Jonny in terms of Sebo’s operations include the Grow Dashboards, updates to stg-sebotraining-test.kinsta.cloud and making additional training videos, managing computers and workstations, Liquid Planner management and reporting, advanced Data Studio reporting, researching tech topics and helping with office maintenance. Truly this position is vital to Sebo success and extremely versatile in responsibility.  

In the past we have also had a part time tech assistant to help Jonny with his task load. This position is not always available and is based on current task load needs and revenue percentages. When there is a part time tech team member, that person typically works under Jonny and takes tasks from Jonny or MC’s that are more technical or difficult for MC’s to do. Some of these include position logs, DNS record issues, server issues, html/css, report scripting or difficult website edits and others. The part time person can also assist Jonny with the other office management related tasks such as dashboards, liquid planner and office maintenance. However, most of their time will be spent taking difficult tasks from MC’s and helping Jonny with website tasks so that Jonny is more free to devote time to the office management tasks and other important items to move Sebo forward. 

Essentially, the role of the tech team is to allow MC’s to use their time more efficiently to focus on sales and SEO/PPC and to offload tasks that are time consuming, difficult, or obscure to the tech team. This allows Sebo to function more effectively and relieve stress from MC’s and the office team.  

The Fulfillment team is composed of the interns and part time fulfillment people as well as full-time fulfillment roles, a fulfillment manager, and occasionally the office manager as well. The purpose of the fulfillment team is to execute the tasks MC’s need to accomplish to deliver value to their clients. While MC’s focus on sales and management of their accounts, fulfillment should help take care of many of the actual tasks related to managing the accounts such as routine ad maintenance and checking ads accounts, optimizing for keyword usage, setting up new campaigns, making website edits etc. This allows MC’s to better focus on sales and client management and helps accomplish client needs quickly and efficiently. 

Part-time Fulfillment

The part time fulfillment role is typically filled by interns who have progressed to a paid position (for information on this path, please visit Sebo Training → Sebo Stuff → Sebo HR Policies or click here. Students who are studying marketing and need experience or want to progress to being an MC start as interns and progress toward paid positions part time. They continue to work part time until graduating from college and during the summers work part time depending on need. These people focus on basic tasks and training to be able to progressively handle more and more complicated tasks for MC’s as they progress through the pay levels and determine their path at Sebo. 

Full-time Fulfillment

Full-time fulfillment roles are a recent creation at Sebo as of 2019 and these roles are still being defined and refined. Based on need, employees who enjoy fulfillment rather than sales can move into a full time fulfillment role if one is available. These people work solely on tasks for other MC’s and generally take tasks that are more complicated or require more skill or expertise than what an intern or part time person can provide. These people need to have extensive experience working on a variety of tasks and will have needed to work at Sebo for a fair amount of time to understand thoroughly all of Sebo’s processes and best practices. Someone who has been a part time person for at least several months or over a year or someone transitioning out of an MCIT path to a better fit with fulfillment is an ideal candidate for this role. These people’s compensation is individually calculated based on skill, tenure and payroll percentages and determining if they will be paid hourly or salary is still ongoing and will be done on an individual basis until further precedent establishes a better system.  

Office Manager Fulfillment

The office manager has many other responsibilities, however when they have time, they may also take tasks from MC’s when available and when there is a need. Office managers are encouraged to complete as many of the intern and intermediate trainings as possible and to be familiar with as many of the marketing skills and best practices of Sebo as possible in order to help fulfill task load needs when necessary. 

The Fulfillment Manager

The Fulfillment manager is a position that may be necessary in the future and will be further defined and developed as Sebo continues to grow and the position becomes necessary. This person would likely be responsible for the management of the fulfillment team including remote and in office employees and would be responsible for task distribution, training, performance management and managing employee concerns. They would report directly to Bruce. Other management positions for fulfillment may open up as well as needs arise.  – Updated Dec 2019

Remote fulfillment is a possibility at Sebo, however these positions are uncommon and given on a case by case basis. It is generally encouraged that the person begin working in the office for an extended period of time before transitioning to remote work in order to build trust with the MC’s and Sebo team members and gain a solid understanding of Sebo best practices. All remote fulfillment positions must be approved by Bruce (CEO). These people may work for just one MC as a partner, or may be contracted as a member of the Sebo fulfillment team under the direction of the fulfillment manager and may do work for multiple MC’s. Additional systems and guidelines concerning remote fulfillment options will be defined at a later date as Sebo grows and the need arises.

The procedure for determining staffing needs has varied a lot in the pass and Sebo is in the process of making this process a little more standardized and tracking better data to make staffing decisions. Bruce also wants to make sure that the team is involved to some extent and will usually discuss staffing concerns in the quarterly planning meeting, the company meetings or especially in the MC Meeting. 

Staffing needs are based on several factors including revenue, number of task hours, and payroll percentages and the overall expense ratios. In the past, we have generally tried to shoot for a payroll ratio of 50-55 percent of revenue. Ideally we would like to keep this ratio the same for now unless the distribution of expenses changes and we find that we have less fixed expenses as revenue increases. We also look at the number of task hours and the current availability of the team for tasks and an example of where we have calculated these numbers can be found in the Google Drive called 2019 Org Chart Brainstorming (click here). We are also working on aggregating that data into one place to analyze trends year to year and that document is the Staffing Needs and Ratios Tracking doc (or click here).

 

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• BYU Marketing Associations
• BYU Marketing Kaizens
• Information Sessions
• Dr. Larson’s class guest speaking
• Advanced digital marketing course
• Job postings

The vast majority of our staff come from students that are working towards graduation or have recently graduated and are looking for a first job out of school. We have several recruiting strategies to find this target demographic including connections with BYU and UVU. 

Bruce has helped guest speak at a variety of events for BYU Marketing association and also for Dr. Larson’s classes in the marketing program at BYU. These classes afford opportunities to build connections with students. We will occasionally hold information sessions at the Marriott School if needed and those are coordinated through the marketing program and the Marriott School Career Center. Bruce will also often speak at Kaizens for the BYU Marketing association and these events are usually once a semester and a chance to simply talk to students and answer questions about digital marketing and build connections. 

Bruce also teaches an advanced digital marketing course in winter semester and has found many employees through this course. He has done this for several years and it is a great way to find students who are committed and passionate about digital marketing. Lastly, for other job positions or occasionally for internships we can post job postings through BYU’s career center onto their Handshake job portal. This is done by simply emailing the BYU Marriott Center Career Center and they will help walk you through the process. We have found an office manager through this path in the past and it can be hit or miss as far as success is concerned but is an avenue we utilize. 

We don’t currently have as many connections with UVU as we do with BYU, but are looking for avenues to expand recruiting to UVU students if the need should arise for exploring additional staffing resources. 

Aside from BYU sources, referrals are our greatest source of staffing. We have a lot of clients or personal contacts of Bruce with friends or relatives that are interested in getting into the field and they will often reach out to Bruce for an introduction. Bruce will always take the time to meet with these referrals in person and discuss with them career goals and what they are looking for to see if Sebo is a fit and if not, to provide them with contacts to other places that may be a good fit. Our goal at Sebo is to help people find the best fit for them, whether at Sebo or not, and Bruce especially wants to use his network to be of service to people in any way that he can. Typically these referrals come to Bruce’s email and the Office Manager will coordinate a time to meet with Bruce in person at the Sebo office and the process will continue from there. 

Most intern connections come through the BYU Marketing Program and referrals. Sourcing for other positions at Sebo such as the tech team and the office manager role also come through referrals or BYU connections. You can also post on job sites and information for how to do this is found in the Office Manager documentation in the HR Stuff section. 

For contacts with the HR program at BYU for sourcing for the office manager you can post on BYU Job boards by contacting the BYU Career Center or by emailing Bill Keenan, the HR Recruiting director at BYU. His email is bill_keenan@byu.edu

The information for the BYU Business Career Center is:

Business Career Center

BYU Marriott School of Business

410 TNRB

Provo, UT 84602

Phone: (801) 422-5800

Email: recruitersupport@byu.edu

Hours: 7 a.m. – 7 p.m. MT

General BYU Career Center 

2590 WSC

Provo, UT 84602

801.422.3000

byucareerservices@byu.edu

• Receive a lead and get a copy of the person’s resume and other supporting docs. 
• Bruce/Office manager reviews electronic documents for eligibility
• Office manager will set up in-person interview with Bruce (Office manager may attend). 
• Conduct in person interview (preferably at Sebo) to identify culture fit
• Share with candidate mission of Sebo and company history/details
• Answer any questions the candidate may have
• Close interview and set up follow up action steps and timeline 

The initial interview process is meant to help Sebo and the candidate to learn more about each other and discover if this position will be a good fit. Leads may come from many different sources and once a lead on a candidate is received the Office Manager should act promptly to contact the candidate and begin the process. The Office Manager should connect with the candidate and make sure that the person’s resume and any other supporting documents have been received so that Bruce can review them. If there is a potential for fit, the Office Manager will reach out to the candidate and set up an in person meeting with Bruce. An MC or the Office Manager may also attend this meeting as needed. 

Once the meeting has been confirmed, the candidate comes to Sebo for the initial interview. Generally these interviews are held in the Google room and the first few minutes of the meeting can be used to show the candidate the office and help them understand a little more about Sebo and do introductions. The interview may also begin with a question to help the candidate tell about themselves as well. Bruce will then lead the interview through questions he feels are best to get to know the candidate (we generally conduct unstructured interviews at Sebo right now as our hiring need is small). When the interview is finished, the Office Manager and Bruce will set up follow up actions and a potential timeline to let the candidate know or to get more information. The Office Manager will keep resumes on file in a drawer in the front desk for future reference and potentially future contacts of candidates. 

• If second interview is needed, reach out to candidate and let them know
• Office manager will confirm with candidate and coordinate with Bruce to set up meeting. 
• If no second interview is needed, Office Manager will coordinate follow up with candidates

On rare occasion Sebo may need to conduct a second round of interviews to better determine fit between several good candidates if positions are limited. When this is the case, the Office Manager will coordinate with the candidate and express reassurance and our desire to help them and us to find the best fit. They will coordinate a second meeting at Sebo with Bruce and conduct the interview and then discuss with Bruce the information received. If no second round is needed, the Office Manager will be the point of contact and track follow up with candidates including extending offers and logistics with start dates or regrettable declination and assistance to find another fit for candidates that do not qualify for Sebo’s path.

• Office Manager will get approval from Bruce to extend offer
• Office Manager will reach out to candidate with offer details via email. 
• Office Manager coordinates offer confirmation and start date/time to fill out paperwork. 
• Candidate to meet with Bruce briefly on the first day for any additional questions. 

The process of extending offers is primarily done by the Office Manager with Bruce’s permission. Most communication is conducted via email and a tentative copy of the offer can be sent via email to the candidate for their review and acceptance. Once the candidate accepts the offer, the Office Manager will arrange a start date and prepare the necessary paperwork. If possible, they will also arrange a short meeting on Bruce’s calendar to meet with the new employee and answer any additional questions. The Office Manager should ensure to give a specific deadline for when the offer is to be accepted and will coordinate with Bruce if the candidate has additional questions, concerns etc. If the offer is rejected or the timeline expires, the Office Manager will coordinate with Bruce to extend another offer.

This section is meant to document a few of the things Sebo values and looks for in a candidate for employment. While this list is not fixed and may change as Sebo grows, these are some of the most important competencies and qualities that help make someone successful at Sebo. They may be used as a guideline in looking for candidates for open positions or for evaluation in interviews. 

• Willingness to work hard
• Self Starter
• Ability to have fun 
• Team Player
• A basic understanding of Google and general marketing practices
• Conscientiousness
• Organization and Time Management
• Willingness to learn
• Positive Attitude
• Likeability
• Teachability
• Desire to Learn
• Service Minded
• Reliability
• Culture Fit
• Self Taught vs Too Many Questions
• Accurate and Efficient

• Prepare New hire Docs
• Set up Email and Computer Users
• Prepare First Day and Week Schedule – customized to employee’s progress level.

The Office Manager should prepare the new hire documentation. All of the documents needed to print can be found in the Egnyte Drive under Shared → Employees HR → Interview New Hire Docs. The Office Manager will print these docs depending on if the employee is an intern or full time employee, and will prepare them for employee to fill out on the first day. 

The Office Manager should also create the new employee an email account in the Sebo domain with the email being first.lastname@sebomarketing.com and the password Sebo1234 for the person to change it upon first day. The Office Manager will also create the email signature and a new timesheet for the employee (See Office Manager Documentation- HR Tasks for how to do this). 

Bruce, the Office Manager and the employees direct supervisor will collaborate to create a customized plan for the employee’s first day and week at work. This plan is designed to make sure the employee knows what to do on the first few days of work in order to assimilate into Sebo work life as quickly as possible. The document should detail out key tasks for each day such as trainings to work on, meetings to learn their responsibilities, and additional onboarding tasks if needed. This document will be more generic for an intern position and may be slightly customized depending on the previous progress of the intern and training exams completed. A more individualized plan will be needed for full time MCIT hires or for special positions such as Gargle manager, Office Manager, Tech assistance etc. An example of this type of document (used for a Gargle Manager) can be found here. 

Additional Documents for Special Position Onboarding

Generic Office Manager Onboarding Plan – please customize to fit needs

Generic Intern Onboarding Plan – please customize to fit needs

Generic Gargle Manager Onboarding Plan – please customize to fit needs. 

Technology Onboarding Plan – please customize to fit needs. 

Fulfillment Manager Onboarding Plan – please customize to fit needs. 

On an employee’s first day the office manager will arrange a time for the employee to come in and generally if this is a day when Bruce is in the office to welcome them as well that is ideal. The office manager will walk them through the onboarding process and get them started on tasks the first day. (An onboarding checklist can be found on the Egnyte drive under Shared → Employees HR → Interview, New Hire Docs → PRINT ALL THESE DOCs folder (either employees or interns depending on position). The office manager will take them through these steps, including giving them a brief tour of the office and introducing them to all of the employees, and will then introduce them to their mentor or immediate supervisor and walk them through their first day and week of tasks on their onboarding plan. The employee will then work on the tasks for the day and can ask the office manager or their mentor/supervisor any questions. The office manager will invite them to the employee card game lunch if applicable and will do everything they can to make sure the employee has a successful first day. 

For more information about new employee onboarding visit the office manager documentation folder → HR Stuff sheet or ask the office manager.

• Make sure all employee new hire paper work is filled out, processed and filed 
• On the next payroll cycle, make sure the new employee is added to QB, if applicable
• Monitor employee progress weekly and check with supervisor for progress/concerns. 
• Make sure employee is added to Employee directory, Exams tab, Qualification Trip Scoring sheet, Liquid Planner and their calendar is added to Bruce and Office Manager’s accounts. 

The office manager should make sure that the new employee paperwork is filled out correctly and is filed in Bruce’s filing cabinet next to his desk. If the employee is becoming a paid employee, make sure that the I9 and W4 are correct and that you report the new hire to the state (see office manager documentation, HR Stuff sheet for how to do this). When the next payroll cycle approaches, be sure to add the new employee into QB under the workers tab and enter the necessary information from their new hire paperwork (I9, W4, Direct Deposit form) as well as their pay rate and any necessary deductions (vasa gym membership or dental insurance).

Make sure the employee is added correctly to all necessary systems and accounts such as Last Pass, Liquid Planner, the Employee Directory sheet, the Exams tab of the Employee Directory, the Qualification Trip Scoring sheet and that their Google calendar is set up and subscribed on Bruce’s and the Office Manager’s calendar accounts.  Finally, continue to monitor the new employee’s progress weekly for the first few weeks and check in with them on how they are doing with their task load and comprehension, understanding the office procedures and getting along with other employees. Answer questions as needed and be a friend and support to the new employee. Help them feel welcome as part of the Sebo family! 

After a new employee’s first week at Sebo Marketing the office manager and their immediate supervisor will continue to monitor their progress on an as need basis to ensure that they are assimilating well into the Sebo culture and understanding their tasks and role. The employee will be designated a person to go to for questions and can always ask the office manager or another employee as well. The office manager will make sure that the employee is set up in all necessary systems and has access to all needed resources and will check on them on an as need basis. 

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Most employee discipline processes will involve frequent conversations with Bruce throughout the process. However, these conversations with Bruce are not required to terminate an employee. Disciplinary actions and records of conversations will be recorded in the employee’s file in writing as much as possible. An example of a disciplinary action notice is included here and emails or written records of conversations may also be included in an employee’s file and serve as documentation of employee discipline. 

Unless stated otherwise, policy violations will result in disciplinary action according to the following: 

• 1st Occurrence: Verbal Warning
• 2nd Occurrence: WRitten Warning
• 3rd Occurrence: Final Warning
• 4th Occurrence: Termination

Additional Policies: 

1. Any employee who steals Sebo property will be terminated immediately. 
2. No employee should view or have in their possession any pornographic item at work. Possession will result in one warning then termination. 

Disciplinary Action Notice: click here. 

• Employee meets with Bruce to confirm decision to leave and timeline
• At least two weeks notice is submitted to Bruce and Office Manager
• Employee ensures during last weeks of work that all tasks are accounted for or assigned to someone else if they cannot complete them – Office manager follow up. 
• Email communications set up as needed and password shared with Office Manager
• All other passwords and login information shared with Office Manager
• Return office keys and any Sebo credit/debit cards or property to Office Manager
• Bruce conducts an exit interview with employee near last day
• Office Manager cancels credit cards and changes passwords to all accounts (security)
• Office Manager changes all documentation/accounts to reflect the employee’s departure

Any decision to leave Sebo should be discussed with Bruce/CEO. In this discussion the employee should define a timeline and their future goals/hopes and discuss ways Sebo can assist if needed. The employee should then send a follow up email to Bruce and the Office Manager to confirm in writing their decision to leave and the timeline established in the meeting. During their last two weeks of work the employee must ensure that all tasks assigned to them are either completed or delegated to someone else and the Office Manager will follow up to ensure all tasks are completed before the employee leaves. The employee should also set an out of office message on their email to inform any clients or people they have been working with that they will no longer be at Sebo and include the date of departure as well as where future communications may be directed (to another MC or MCIT that will be handling the client in the future or the Office Manager for other concerns etc). 

The departing employee should reset their email password (often they change it to Sebo1234), then give the Office Manager the email and new password as well as any other login credentials that someone else would need to login to any services they use (Ex: LastPass password for where their unique passwords might be saved or any other services). The Office Manager will store this information on a Google Sheet in Bruce’s Google Drive and only Bruce, the Office Manager or Tech Director are able to edit this sheet (click here). This will ensure we have access to anything the employee may have left behind should the need arise. The Office Manager will be responsible to collect any office keys, codes, debit/credit cards or any other Sebo property from the employee and will record that they received them on the Former Employee Credentials sheet (see link above). 

Near the last day of employment at Sebo, Bruce will conduct an exit interview with the employee. See the details in the next section.

• Bruce meets with the employee close to their last day of work
• Bruce discusses with the employee their time at Sebo, including pros, cons & concerns
• Employee signs exit forms and gives any credit cards and keys to Office Manager/Bruce

The purpose of the exit interview is to thank the employee for their time at Sebo, review what they have learned, what their plans are going forward, and if Sebo can help in any way. This is also a time to discuss any concerns the employee may still have or ways to improve the employment experience at Sebo. Bruce will generally conduct this interview, with the Office Manager present if possible. Bruce and the Office Manager will ensure that all parts of the off-boarding process have been completed and that all keys, credit cards and property have been returned to the Office Manager if they have not already been returned previously. Sebo has an off-boarding checklist that can be used to make sure the off-boarding process described above is completed and can also serve as an exit form if needed. There is space for Bruce, the employee and the Office Manager to sign to confirm the process has been completed and this form may be used as needed (click here to view). This interview is a check to make sure that everything has been completed and to then wish the employee well in their next steps. If desired, the Office Manager and team may hold a special lunch or short activity or celebration on the employee’s last day as well and this is under the direction of the team and Office Manager as an informal event rather than a formal required process. 

Following the last day and official departure, the Office Manager is responsible to make sure all documentation is updated to reflect their departure (anything on Sebo Training or SeboMarketing.com that references the employee, the employee schedule and directory, etc). They will also ensure that all credit cards have been cancelled and any passwords or lock codes the employee had access to have been updated for security purposes.

For information regarding Sebo’s pay, benefits and perks please visit our Sebo Training under the HR Policies section or click here. 

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