Dealing with employees is a common issue—in fact, those exact words (“dealing with employees”) are one of the most searched phrases on lookingfit.com and the source of countless discussions on TanToday.com. Here are some tips on how to deal:
Warnings. Employees who slack off are a problem, and a pretty common one at that, given today’s work ethic. But instead of immediately letting the person go, many salon owners give employees verbal and written warnings. This provides them with specific documentation of what they are doing wrong and how they can improve.
When giving warnings, it’s important to remember to save a copy in the employee’s file. (For verbal warnings, you should make note of when and what you discussed.) It’s also a good idea to have the employee sign and date any written warnings to ensure there is no gray area regarding whether he or she understood it. In addition, if you choose to provide multiple warnings prior to termination, make sure the additional warnings refer to previous ones, such as: “This is the third and final warning you will receive regarding this matter.”
Firing. Sometimes, situations just don’t work out, and you have to let an employee go. Unfortunately, the repercussions of firing a staff member can be extensive—think filing for unemployment and litigation—because laws have become increasingly protective of employees. Although the "at will" doctrine is still prevalent in many states (meaning that you can fire an employee at any time), there are exceptions. In addition, discrimination laws protect against firing someone because of race, sex, religion, disability, ethnic background and age.
So, before you fire someone, make sure you have a legitimate reason—preferably one that is documented. For example, if you have an employee that is chronically late or calls in sick regularly, you can use time sheets as documentation to substantiate your decision to terminate their employment. Or, for performance issues, you can utilize the written warnings described above. In fact, documentation for firing is one of the main reasons salon owners implement such a warning policy.
Quitting. Current statistics reveal that employees change jobs every 18 to 36 months, and in the salon setting, turnover rates are even more extreme due to the young age of average salon staffs. If a staff member gives advanced notice, you will have to decide if you want to allow him or her to continue working. Many salon owners don’t want anyone working in their salons who don’t want to be there and choose to take employees who give notice off their schedules immediately.
Another common problem is the tanning-for-vacation workers. You know: The employees who only wants the job to milk the free tanning sessions and lotion discounts in preparation for an upcoming beach vacation. Then, once that vacation time rolls around, they’re gone. Not only is this a huge hassle for the salon owner—who went to the trouble of interviewing, hiring and training this person—it can also be a big monetary loss for the salon to train the employee, supply the uniform, and provide discounted tanning and lotions. Avoid this in your salon by including a clause in your employee contract stating that if an employee quits within a certain number of days of being hired, he or she will be charged for all tanning sessions, uniforms and any other employment-related costs.
Amy Thorlin is the training director for the National Tanning Training Institute (NTTI), a Phoenix-based provider of education and certification programs for the indoor tanning industry. Training is available online, in person and via correspondence. For more information, visit www.tanningtraining.com.
