Articles of Incorporation
Wednesday, December 03, 2003
i give it two thumbs up ash! so, as long as you are good to go, i an send an email to grant tomorrow... lemme know that i am good to go there. also, can you make hard copies of all the text and turn that is tomorrow as well, just in case? or friday, lemme know when you can get it in. so? other than that, i think we are good to go! good work all!
Tuesday, December 02, 2003
there we go boys... it's all you ash.
III. Administration/Corporation Outline of Polices
Mission/vision statement: Our vision at Resen is to build the very best possible snowboards and snowboarding gear that we possibly can. Our goal is to provide the customer with exactly what they want, and do it the best that we can. We are guided by code of ethics that stems from our Christianity. We have a set of principles that serve to guide through any situation, giving each employee the opportunity and authority to serve the customer best.
Principles: Resen (the company) is guided by the principles of fairness, honesty, integrity, service to others, humility, trust, excellence, kindness to others, justice, and respect.
a. authority
1. who has it? - authority is held by people in all positions, in different levels. each employee is granted authority in his own position, and each employee is granted authority to do whatever is within his means to please the customer, and to uphold the company principles. each manager is granted the proper authority to direct the employees under his supervision. ultimate authority falls upon the director’s board.
2. general employees – defined as anyone that has not reached a manager status of some kind. They report directly to the store manager, or the person set in charge by said manager. This is the first line of people that the customer will come in contact with, therefore they should be allowed rather broad authority to please the customer, with exceedingly difficult circumstances being presented to the manager.
3. managers – the manager is responsible for the store and all of its operations. They are given a large amount of control over the store. As long as the meet certain requirements of the company, and do not violate any company policy or principles, then they are allowed to do whatever they feel will serve the customer best.
4. director’s board – the director’s board consists of three directors. Currently they are the three founding members of the company. The board must approve all final decisions, if it concerns anything that is of significance. They oversee the company, and generally keep the managers in line, and help them achieve their goals. A majority vote by the board can overrule any existing rule, except where a higher majority is called for.
b. hiring and firing polices
1. how is someone hired – a application will be made available for applicants, and they returned applications will be screened. Promising and qualified applicants will be contacted for interviews.
2. how is someone fired – an employee may be terminated from his position for a variety of reasons. These include, but are not limited to: improper behavior, mistreating of a customer, improper use of the company resources (i.e., tools, money, etc.), failure to show up for work on time, or any other breach of the company expectations.
3. who makes the final decision – all final decision regarding the hiring and firing of any employees will be made by the director’s board.
c. return policies
1. guidelines for accepting returns – returns on non-custom items are allowed if they are unused and in new condition. Returns on custom items, once delivered, are not accepted, except for cases of defects or inferior craftsmanship. Each circumstance will be looked at on a case by case basis, with the manager having to approve each return for custom items. Non-custom items may be returned and approved by all employees.
2. what the returnee will receive – in the case of a non-custom item return, the customer will receive 100% return on their money, or exchange towards another item. In the case of a custom item return, all monies are returned as well.
3. custom built items – other than for above mentioned exceptions, no returns are allowed. A non-refundable 40% deposit is required on all custom items. This is refunded for the above exceptions.
d. benefit packages
1. both full and part time employees will be eligible to receive benefit packages from the company. There will be a sliding scale employed, based upon the average number of hours a month an employee works and other factors.
2. the packages will consist of health benefits, paid and unpaid vacation and sick time, company investment options, as well as company product discounts.
f. guidelines
1. moral requirements – the company requires that all employees be of good moral standing. A criminal check may be performed prior to hiring a new employee. Morals indicated are those of the Christian faith. While employees are not required to be of same moral upbringing as indicated here, they will be asked to demonstrate at least of the characteristics of it while they are on company time. Some of these are indicated below.
2. company expectations - The company expects that each employee is of sound character and is not given to vice. No use of illicit drugs will be tolerated. Profanity, including taking the Lord’s name in vain, is not tolerated. Excessive drinking and smoking, to where it hinders the employee’s work, is not tolerated. All instances are grounds for termination. The company expects employees to do their best at whatever task they are given, and not to grumble. Each employee is given responsibility, and the company expects proper use of whatever authority is given. Abuse of authority in any way can lead to termination. Failure to perform responsibilities can also lead to termination.
e. accountability
1. moral – each employee is accountable to his superior, and to each of his other employees in the area. Any employee may call another employee on an area of moral accountability. If a superior does not handle it, a group of three or more may take it to the board. The board is held responsible by the rest of the employees, and while the employees cannot discipline them, their input is welcome. A general alignment and adhering to the principles of the company is also required.
2. spiritual – spiritual accountability is available by superiors when requested. This is set up by the employees. Same gender situations only in this area; no exceptions. If it causes the superior to view the employee negatively, then the superior should terminate it.
3. consequences
i. what they are – infractions of the moral requirements can result in termination, although for minor infractions a lesser punishment may be determined. These may range from a demotion, a suspension, required meetings with superior, or a whole host of other things. All situations are handled on a case by case basis. As spiritual accountability is voluntary, there are no consequences that may be enforced.
ii. who determines them- the consequences are determined by the employee’s superior in minor cases, cases requiring termination must be approved by the director’s board.
g. budget
1. financial decisions – all major financial decisions are decided by the board of directors. The store managers can make more localized business decisions. They will be given latitude within which they will be allowed to operate as they see fit. These latitudes will vary by location and managerial experience.
2. financial resources – our financial resources are based almost solely on our annual income. However, we do have several small investors. We are looking to expand this base with our current expansion project.
3. yearly budget figures – our net income was roughly $350,000 last year. After all expenses were paid, including salaries and year-end bonuses, the company grossed roughly $50,000. This is money being used to help expand the business.
4. sponsorship figures – we have currently been able to offer five or six small sponsorships, consisting solely of equipment given to riders. We hope to be able to offer more of these sort of sponsorships, as well as later offer some financial sponsorships
Mission/vision statement: Our vision at Resen is to build the very best possible snowboards and snowboarding gear that we possibly can. Our goal is to provide the customer with exactly what they want, and do it the best that we can. We are guided by code of ethics that stems from our Christianity. We have a set of principles that serve to guide through any situation, giving each employee the opportunity and authority to serve the customer best.
Principles: Resen (the company) is guided by the principles of fairness, honesty, integrity, service to others, humility, trust, excellence, kindness to others, justice, and respect.
a. authority
1. who has it? - authority is held by people in all positions, in different levels. each employee is granted authority in his own position, and each employee is granted authority to do whatever is within his means to please the customer, and to uphold the company principles. each manager is granted the proper authority to direct the employees under his supervision. ultimate authority falls upon the director’s board.
2. general employees – defined as anyone that has not reached a manager status of some kind. They report directly to the store manager, or the person set in charge by said manager. This is the first line of people that the customer will come in contact with, therefore they should be allowed rather broad authority to please the customer, with exceedingly difficult circumstances being presented to the manager.
3. managers – the manager is responsible for the store and all of its operations. They are given a large amount of control over the store. As long as the meet certain requirements of the company, and do not violate any company policy or principles, then they are allowed to do whatever they feel will serve the customer best.
4. director’s board – the director’s board consists of three directors. Currently they are the three founding members of the company. The board must approve all final decisions, if it concerns anything that is of significance. They oversee the company, and generally keep the managers in line, and help them achieve their goals. A majority vote by the board can overrule any existing rule, except where a higher majority is called for.
b. hiring and firing polices
1. how is someone hired – a application will be made available for applicants, and they returned applications will be screened. Promising and qualified applicants will be contacted for interviews.
2. how is someone fired – an employee may be terminated from his position for a variety of reasons. These include, but are not limited to: improper behavior, mistreating of a customer, improper use of the company resources (i.e., tools, money, etc.), failure to show up for work on time, or any other breach of the company expectations.
3. who makes the final decision – all final decision regarding the hiring and firing of any employees will be made by the director’s board.
c. return policies
1. guidelines for accepting returns – returns on non-custom items are allowed if they are unused and in new condition. Returns on custom items, once delivered, are not accepted, except for cases of defects or inferior craftsmanship. Each circumstance will be looked at on a case by case basis, with the manager having to approve each return for custom items. Non-custom items may be returned and approved by all employees.
2. what the returnee will receive – in the case of a non-custom item return, the customer will receive 100% return on their money, or exchange towards another item. In the case of a custom item return, all monies are returned as well.
3. custom built items – other than for above mentioned exceptions, no returns are allowed. A non-refundable 40% deposit is required on all custom items. This is refunded for the above exceptions.
d. benefit packages
1. both full and part time employees will be eligible to receive benefit packages from the company. There will be a sliding scale employed, based upon the average number of hours a month an employee works and other factors.
2. the packages will consist of health benefits, paid and unpaid vacation and sick time, company investment options, as well as company product discounts.
f. guidelines
1. moral requirements – the company requires that all employees be of good moral standing. A criminal check may be performed prior to hiring a new employee. Morals indicated are those of the Christian faith. While employees are not required to be of same moral upbringing as indicated here, they will be asked to demonstrate at least of the characteristics of it while they are on company time. Some of these are indicated below.
2. company expectations - The company expects that each employee is of sound character and is not given to vice. No use of illicit drugs will be tolerated. Profanity, including taking the Lord’s name in vain, is not tolerated. Excessive drinking and smoking, to where it hinders the employee’s work, is not tolerated. All instances are grounds for termination. The company expects employees to do their best at whatever task they are given, and not to grumble. Each employee is given responsibility, and the company expects proper use of whatever authority is given. Abuse of authority in any way can lead to termination. Failure to perform responsibilities can also lead to termination.
e. accountability
1. moral – each employee is accountable to his superior, and to each of his other employees in the area. Any employee may call another employee on an area of moral accountability. If a superior does not handle it, a group of three or more may take it to the board. The board is held responsible by the rest of the employees, and while the employees cannot discipline them, their input is welcome. A general alignment and adhering to the principles of the company is also required.
2. spiritual – spiritual accountability is available by superiors when requested. This is set up by the employees. Same gender situations only in this area; no exceptions. If it causes the superior to view the employee negatively, then the superior should terminate it.
3. consequences
i. what they are – infractions of the moral requirements can result in termination, although for minor infractions a lesser punishment may be determined. These may range from a demotion, a suspension, required meetings with superior, or a whole host of other things. All situations are handled on a case by case basis. As spiritual accountability is voluntary, there are no consequences that may be enforced.
ii. who determines them- the consequences are determined by the employee’s superior in minor cases, cases requiring termination must be approved by the director’s board.
g. budget
1. financial decisions – all major financial decisions are decided by the board of directors. The store managers can make more localized business decisions. They will be given latitude within which they will be allowed to operate as they see fit. These latitudes will vary by location and managerial experience.
2. financial resources – our financial resources are based almost solely on our annual income. However, we do have several small investors. We are looking to expand this base with our current expansion project.
3. yearly budget figures – our net income was roughly $350,000 last year. After all expenses were paid, including salaries and year-end bonuses, the company grossed roughly $50,000. This is money being used to help expand the business.
4. sponsorship figures – we have currently been able to offer five or six small sponsorships, consisting solely of equipment given to riders. We hope to be able to offer more of these sort of sponsorships, as well as later offer some financial sponsorships
Monday, December 01, 2003
where is the hamster?
Sunday, November 30, 2003
i am trying to incorporate some of the principle-centered leadership stuff i read into my stuff, so that it has a bit more continuity to it. so? how are we looking on everything else? keep me informed; we're coming down to the last of it boys!
Friday, November 28, 2003
well, all y'all get your papers done and in? hope so... i was done at about 3 this afternoon, lol... anyhow. that leaves us one week to finish the group assignment, so? i think we are well on our way, are we not? i hope to get the rest of my part done over the weekend here, so? lemme know if you have any questions or concerns...
Sunday, November 23, 2003
umm... first off... i am a big dunce. the group work isn't due until the 5th of december. yeah. so? we have another whole week. so? take a deep breath, and relax. ash, i think we will just put it all up on the website and give it to him like that? i am pretty sure that he said that was okay. so? does that answer your question? and yes, we should prolly hard copy it all, just in case. so? as for me, if it's okay, i am going to put off any work on the group thinger until later this week, in a probably vain hope of getting the paper done on time (due fri.!) i haven't even touched it... yeah. time management... so? lemme know what ya think!
Friday, November 21, 2003
good work justin! i think it is good stuff. some slight editing, mostly spelling and the like, no worries there. i hope to have my stuff in by monday, so? i'm gone for the weekend, so you two will have to work among yourselves... lol. anyhow... good work!
