Sample Employee Manual
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- Bu səhifədəki naviqasiya:
- The Harassment, Sexual Harassment and Workplace Violence policies apply to all employees of the salon as well as our clients and vendors.
- Salon Policies Procedures
- There may be circumstances where one or more of these steps are bypassed.
- Disciplinary Rules
- If your performance, work habits, overall attitude or conduct becomes unsatisfactory in the judgment of the salon, or you commit any of the
- Improper, careless, negligent, destructive or unsafe use or operation of equipment and products are violations of Salon policy.
- Government Mandated Benefits
- Employee Benefits Employee discount
False Accusations (Applies to both the Harassment and Sexual Harassment policies) False accusations of harassment can have serious effects upon the accused. Therefore, any false accusations may result in the same disciplinary action applicable to one found guilty of harassment, up to and including termination.
Complaints should be reported to Salon Management. The name of the person (s) involved must be disclosed. Information will be kept confidential or released on a "need to know" basis.
The salon is concerned about the increased violence in society, which has spread to many workplaces throughout the United States. It is the policy of the Salon to expressly prohibit any acts or threats of violence by any Salon employee or former employee against any other employee in or about the Salon's facilities or elsewhere at any time. The Salon will not tolerate any acts or threats of violence against its employees, clients, or visitors at any time while engaged in business with or on behalf of the Salon, on or off the Salon's premises.
In keeping with the spirit and intent of this policy and to ensure the Salon's objectives are attained, the Salon is committed to the following:
Employees have a "duty to warn" their immediate supervisor or the Salon Manager of any workplace activities or situations involving other employees, former employees, clients, or visitors that appear suspicious.
Examples of this type of behavior include:
Employees who report violations of this policy should know that their report will be held in strict confidence. The Salon will not tolerate any form of retaliation against employees for making reports under this policy.
The salon strives to provide a drug-free, healthful and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. While on the Salon premises and while conducting business-related activities off Salon premises or in any vehicle used for Salon business, no employee may use, possess, distribute, sell or be under the influence of alcohol or illegal drugs.
The use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of their job effectively and does not endanger other individuals in the workplace. As a condition of continued employment, employees under reasonable suspicion will be asked to undergo alcohol and drug screenings when specified by the Salon. The Salon will receive a full screening report from its examining physicians regarding the employee's state of health.
All Salon requested alcohol and drug screenings are paid in full by the Salon and will be kept confidential. Violations of this policy may lead to required participation in a substance abuse rehabilitation or treatment program. Violations may also have legal consequences.
Disciplinary Procedures Whenever and wherever people work together, they must conform to standards of reasonable conduct in order to maintain an orderly, workable, congenial and efficient atmosphere.
When an employee acts in a manner that, in the judgment of the Salon, is unacceptable or contrary to the best interests of the Salon, the employee may be the subject of corrective or disciplinary measures. Such measures are not intended to inflict punishment, but rather to correct whatever problems may exist and/or to make employees aware of the importance of abiding by our policies, procedures and standards of conduct and behavior which we believe are essential to the well-being of all of us. In some cases, it may be necessary to suspend or dismiss an employee because of the seriousness or continuation of behavior unacceptable to the Salon. The level of discipline takes into consideration such factors as (1) the severity of the discipline problem, (2) the nature of the discipline problem, (3) how recent the offense was, the frequency of the offense and any prior discipline, and (4) the employee's overall performance. All disciplinary actions will be documented by the supervisor and placed in the employee's personnel file.
Disciplinary action may take any of the following forms, depending on the seriousness of the problem and Management's evaluation of the likelihood of satisfactory improvement. Employees have a "duty to warn" their immediate supervisor or any member of Management of any workplace activities or situations involving other employees, former employees, customers, or visitors that appear suspicious. INFORMAL COUNSELING If an employee's performance or conduct fails to meet specified requirements, his/her supervisor will meet with the employee to discuss the problem. During informal counseling the problem may be defined, corrective action identified, and the consequences of continued deficient performance or conduct outlined. This is usually the first step in dealing with the least serious problems.
An employee may be placed on a formal warning for more serious problems or if there has been little or no improvement following informal counseling. A formal warning may be either oral or written, and informs the employee that termination procedures may result if the deficient performance or conduct continues.
If the employee fails to achieve the improved conduct or performance after counseling and/or warnings, his or her employment may be terminated.
An employee may be discharged immediately if the problem involves illegal conduct on Salon property or if the employee's performance or conduct is such that continued service would no longer be in the best interest of the salon. More serious examples of such conduct include physical violence, gross inefficiency or inaccuracy, theft, breach of honesty, violations of Salon policies and procedures, etc. (See Disciplinary Rules Policy for further details)
As mentioned elsewhere in this manual, all employment relationships with the salon is on an "at-will" basis. Although the Salon wishes that all relationships with employees would be long term and mutually rewarding, we recognize that some employees will leave. Below are examples of some of the most common circumstances under which employment is terminated:
Employees desiring to terminate their employment relationship with the Salon are urged to notify the Salon at least two weeks in advance of their intended termination. Notice should be given in writing to your supervisor. This act of courtesy will be entered on our employment record and will reflect in future references. We will require you to return any property belonging to the Salon before your last day of work. Proper notice generally allows the Salon sufficient time to calculate all moneys to be included in your final paycheck.
Without proper notice however, the final paycheck may be delayed until the end of the next normal pay period. Salon clients (those clients you received after your employment date & while working at the salon) will be advised of your leaving, through Management. They will be encouraged to remain a Salon client. Disciplinary Rules As a general rule, any action that interferes with the orderly operation of the salon, the safety of its employees, clients, and equipment, or is contrary to generally accepted standards of human conduct or behavior will be cause for disciplinary action, up to and including discharge. The following are typical reasons for disciplinary action. These lists are not intended to be all-inclusive.
Group II: These types of actions may result in a written warning followed by suspension and/or termination:
If your performance, work habits, overall attitude or conduct becomes unsatisfactory in the judgment of the salon, or you commit any of the above offenses or violate any other Salon policies, you may receive disciplinary action, up to and including termination of employment.
The salon guarantees each and every service. If a client expresses dissatisfaction, immediately seek Management's assistance so the client's concerns are properly addressed.
A client has the option to return to the Salon to have a service 'redone' if they are not pleased with any service performed by a member of our staff. Our policy is to allow the client 2 weeks to have another service performed to correct any problems. Clients will be encouraged to return to the same technician however, should the client choose to have another technician perform the service, the fee for the corrective service will be deducted from the original technician. Always guarantee your work and let your client know they can return if they are unhappy on their first visit. All 'redo' services will be documented to track any trends or abuses of our policy .
The salon maintains a personnel file on each employee. These files contain documentation of many aspects of the employee's history with the Salon. Required documents in each Personnel File include but are not limited to:
Because these records are used for payroll, emergencies, and personnel decisions, be sure to keep your personnel file up-to-date at all times. Notify the Salon Manager of any change in your name, telephone number, home address, marital status, and number of dependents, beneficiary designations, scholastic achievements, emergency contacts or any other pertinent change. Any misrepresentations or falsifications of this information or data is a violation of Salon policy.
You may review your personnel file at any time by making a request to the Salon Manager in writing.
The salon is a smoke-free environment and promotes itself as such. Guests know when they come to the Salon; they will not be subjected to the odors associated with smokers.
Security measures, including video surveillance, are in place to hinder theft. Theft involves more than the taking of money and/or products. All client information and records, sales and marketing information and Salon records are the legal property of the Salon and must not leave the premises without explicit permission from Management. If you are caught stealing, you will be immediately and permanently dismissed and charges will be brought against you. Additionally, background and credit checks will be run on all employees. Any non-compliance with this policy will be grounds for termination.
The salon equipment and products are expensive and difficult to replace. When using equipment and handling products, employees are expected to exercise care and follow all operating instructions, safety standards and guidelines.
Employees may use the Salon's equipment for personal use with Management's approval. Personal use of equipment does not include family and friends. The Salon will not be liable for any injuries to employees or damage to the equipment. Improper, careless, negligent, destructive or unsafe use or operation of equipment and products are violations of Salon policy.
Our salon has selected the finest of professional products for your use. These products must be used and inventoried properly. Finish opened products before opening new ones. Refill your station with Back Bar products only. These products, including color are not to be taken out of the Salon for any reason without authorization from Management.
The company is not liable for lost, misplaced or stolen property. You should take all precautions necessary to safeguard your personal possessions. Your work area and any other company property are subject to inspection/search at any time, with or without notice. Work stations and work areas are to be kept neat and as organized as possible. The salon strives to provide one of the best employee benefits programs available. These benefit programs are available to all full-time regular employees. These benefits are designed to assist you and your eligible dependents in meeting the financial burdens that can result from illness and death, and to help you plan for retirement, deal with job-related or personal problems, and enhance your job-related skills.
The Group Insurance Plan is designed to protect participating employees against the various emergencies or needs we all face from time to time. This protection should provide you with additional peace of mind. Arrangements can be made to cover yourself and dependents through payroll deductions. The benefits listed are detailed more fully in the summary descriptions provided by the insurance carriers. While the Salon pays the cost of many benefit programs, the employee may be required to contribute to some of the benefit programs. Benefits program includes:
Government Mandated Benefits Government benefits contributed by the salon include:
The Salon's contribution for all benefit programs constitutes a silent but significant addition to each employee's paycheck.
Employee Benefits Employee discount Products in the salon are for sale to the employees at 45% off the regular retail price (35% off for Aveda Air Care items). All products must be purchased through Guest Relations. Products bought at this discount are for employees and their household only. Employees may use the discount to purchase gifts, as long as they are not compensated (receive money, services, etc.) for the purchase. Abuse of this privilege may result in loss of this benefit and/or termination.
All employees may have their hair shampooed, cut and styled at no cost. Stylists and their immediate family* may also have non-chemical services at no cost. There is a $7 charge for each chemical service performed on employees and immediate family members. All employees must pay for their services prior to having them performed. There will be no work performed for free on anyone who is not an employee or immediate family member without permission of management.
Employees may perform hair services on other employees or immediate family members after their scheduled shift or on their day off. All employees performing services (class, day off, etc.) must be in dress code- no exceptions. Management must approve employees having services done during their scheduled workday. All hourly employees must clock out to have services performed during a scheduled shift. Stylists/Technicians may opt to give their guest a 50% V.I.P. discount at anytime. By giving this discount, the stylist/technician forfeits any commissions for services they performed. Non-technical (do not perform services) employees of BSSA receive two 20% V.I.P. discounts per month that they can give to friends and family.
*Immediate family= Parents (in-law), grandparents, spouse, children and siblings Vacations All full-time employees are eligible for one week paid vacation per year, starting after your one-year anniversary of full-time employment. Vacation cannot be rolled over into the next year without prior management approval.
Vacation pay will be based on the following:
(The previous 12 weeks are consecutive, regardless of holidays, sick days, etc.)
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