Salon Employee Policy Manual

[bedtech]

Will you please me send a copy to: ralcala@dc.rr.com
Thanks...

[Shenna]

Thank you so much for your offer, please send to drock226@aol.com

[Watergate]

Has anyone run one of their employee manuals past an employment lawyer? You really haven't lived until you have been through a lawsuit with an employee. Then, you find out how many protections they have and how few you have.

Also, as many disclaimers will remind you, laws vary by state. What works in one state may not work in another.

[sassytan]

Will you please send a copy to: sassytan@cox.net
Thanks...
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[sunlady5]

i would love to have a copy also.. daisysolana5@yahoo.com

thank you in advance

[bronzedgodess]

I would love a copy of your employee handbook emailing to me in the UK. It sounds very interesting. addy jeburton63@hotmail.com.

Many thanks in advance

[miamitan]

I am opening my second salon in a month and am currently updating my manual. I would love to have you email yours to me also so that I can compare and add to it if needed. Thank you.

Jack Hays, Miami Tan
solarbeach@aol.com

[dixieman]

Can you please email me a copy of your manual at:

attalafitness@hotmail.com

Thanks

[jaybird]

I would love a copy! I have been working on one myself and understand the amount of time and energy it takes.
Thanks a million and I will leave you feedback.
jon_peterson@comcast.net

[kabana]

Yes please Angelique. I would love a copy, if you could email it to me at thekabana@yahoo.ca.
I will give you feedback for sure.
thank you

[Angelique]

I just want to let everyone know that I mailed out another 4 dozen copies of my manual just now... if anyone gets two eamils from me I do appologize... some folks have left me email addies here in the thread and some PM me and some do both! So if you happened to do both you may get two emails from me

Please remember to send me a personal message here on tantoday.com with your email address. You can PM me by clicking on my name to the left of this message. If you post your email address here it can be seen by businesses that may solicite your email with unwanted junk email.


Have a TERRIFIC weekend I look forward to chatting with you all here on the forums!\

Happy Holidays!<!-- / message --><!-- sig -->

[Diane]

Angelique,

I also would love a copy of your Employee Manual. It sounds like you've done a wonderful job of putting this together. Please E-mail me at dianegertzen@aol.com

Thank you!!!

Diane

[debe]

Angelique,

I would like to receive a copy of you manual. It sounds great!

email me: deb-eroh@comcast.net

Thank You
debe

[Alan @ TanToday]

The manual is now online.

Click http://www.tantoday.com/images/manual.zip

And when the popup comes up, click on Save. Its in a zip format so you will need to unZip it. Most new computers automatically do that for you. If you have any other questions let me know.

[Watergate]

The manual provides at one place that employees cannot discuss their compensation with each other. This type of provision has repeatedly been held to violate federal labor laws, because it hinders employees' rights and ability to engage in collective bargaining.

Also, despite the disclaimers at the end, the manual could fairly be read to guarantee that, after the probation period, the employee could only be terminated for cause. I assume that is not what you wanted to do.

I say once again: great work to put all of this together, but anyone who wants to create such a document MUST, MUST, MUST consult with a lawyer in their state. As I noted above, if you ever got in a fight about this manual, a good employment lawyer representing your now ticked-off former employee will quickly spot the federal law violation, and come up with five more state-law violations that I can only guess at.

Please keep in mind that violating employment laws does not mean that you are a bad person, or that you are intentionally trying to shaft employees. You might think (as a former employer of mine thought) that it was better for employee morale if they didn't know how much other employees made. That still doesn't keep the ban on discussing compensation from being illegal.

[Alan @ TanToday]

Its free. Its a guide that works for that salon. I dont think anyone implied that its the Gospel and that you should immediately use it without contacting an attorney to check it for your particular state.

[Watergate]

Originally Posted by Alan @ TanToday

Its free. Its a guide that works for that salon.

Free is wonderful. But, in fairness, I don't think you can say that the guide works for that salon in that it establishes a policy that violates federal law. I'm not saying that this stuff is easy or intuitive -- I worked for many years for a law firm that had the same illegal policy.

It would be one thing if this policy were vetted by a local lawyer and was good to go with respect to that jurisdiction. But, that hasn't been represented and I don't think that is the case. I just get real worried when I see so many people asking to copy this manual and wanted to provide a real example to those people of why such copying can be very, very dangerous -- not a theoretical worry, but something that is undisputably, undeniably illegal in every state.

In other words, I didn't think it was enough to tell people to be careful without some specific example of why they should exercise caution with respect to this particular manual. I think there is all kinds of good stuff in there, but it should be used as a starting point with each owner's own qualified employment lawyer. Don't cheap out and avoid legal advice on something so critical to your business as employment relations.

[Alan @ TanToday]

I dont think its been touted as anything other than a starting point for others. If you read the manual you would see it has the salons information in there. Its not a ready-to-go manual for every salon in America. No one ever said it was or implied that it was.

We are talking about a tanning salon here, not some huge conglomerate that needs to hire $300 an hour lawyers to cover their butts. No Labor Union or Federal agency is going to look at this manual and say "We need to spend millions of tax payer dollars to go after XYZ Sunshine Company".

I dont think anyone receives this thinking they were just given legal advice from a lawyer. It is a manual from ONE salon owner for use in THEIR salon - Nothing Less, Nothing More!

[Watergate]

The real problem is when you get the former employee that sues over something like lost wages, and has an employment lawyer for a brother-in-law. That's when you get raked over the coals.

Also, a good employment lawyer will help you draft an employee manual that solves problems before they happen, not just to defend against the sadly inevitable lawsuit. One such problem would be to read this particular employment manual as guaranteeing the employee that in the event of layoffs, the most competent employees will be retained. Do you really want to layoff an employee and have them sue you saying that they were more competent than the employee (say, your spouse) that you retained? If you don't have such provisions at all, then you might avoid that lawsuit.

I don't mean to diminish the great work in putting all of this together. On the other hand, I think it is penny-wise and pound-foolish for anyone to adopt an employee manual without spending a few hundred dollars to run it by a competent employment lawyer. It is much cheaper to hire a lawyer for advice than for litigation. Much cheaper.

[Alan @ TanToday]

Anyone in here been sued by an ex-employee of your tanning salon?

I know the people I fired wouldnt tell a soul that they got fired from a tanning salon.

Friends ask me "how in the world do you get fired from a salon"? I tell them its easy - use heroin in our bathroom, screw a customer and steal money out of the drawer. Thats what one got fired for. She didnt even tell her parents for awhile afterwards. Other girl we fired started asking questions like "If the drawer is $200 short what happens". Well, what happens is you cant be trusted anymore and an employee thats not trustworthy works for someone else.