Sample Employee Manual

Insurance

All employees are eligible for the following benefits:

• 
  Health insurance- The salon has a group health insurance that you can join within 30 days of hire.  After 30 days, the employee must wait until the plans open enrollment period.  The cost of the plan will be paid entirely by the employee.  Premiums will be deducted automatically from your paycheck on a pre-tax basis.
  
• 
  Supplemental insurance- Policies are available through Aflac insurance and open enrollment is January 1^st of every year.   The cost of the plan is paid entirely by the employee, and deducted from your paycheck on a pre-tax basis.
  

 

Please see Management/HR Coordinator if you have any questions and/or for the proper forms.

 

401(k) Plan

You will become eligible to enter the plan and make Employee 401(K) contributions after you have completed 6 months of service for (salon) and attained age 20.  Entry dates for this Plan are January 1^st, April 1^st, July 1^st, and October 1^st. of each year. At this time you may choose to enroll, change or discontinue this Plan.

 

Effective 01/01/97 (or the date you begin participating in the Plan, if later) you may make before-tax contributions to the plan through payroll deduction.   To begin making Employee 401(k) Contributions, you must complete and sign a Payroll Deduction Form.

                       

Certain events must occur before you can withdraw money from the Plan. In general, benefits may be withdrawn upon termination of employment after attaining normal retirement age or upon Plan termination. Normal retirement age under this Plan is age 65.  Please see management for the proper forms.

 

Please see management/HR if you have any questions.  401K is provided through Great-West.

 

Education Fund

For stylists that are in Stage One Hair and (salon), a percentage of the sales on retail products are set-aside in an education fund.  This fund is for education in the field related to your job at the salon.  (Classes must be approved and documented by the Salon.)  Monies in the fund cannot be used for other purposes.  The monies will be held by the salon and paid directly to cover the cost of expenses.  Alcohol and tools are not included. 

 

• 
  Education Fund Guidelines
  

The money will not be paid directly to the stylist and will be rolled over to the next year.  Exception: (If at least 40% of the education fund was not used for education during the year, 75% of the remaining money in the fund will be rolled over at the end of the year.  The remaining 25% of the money in the fund will be pooled together and used for an education class or show to be held in the first quarter of the following year for the entire Salon).

 

The following are charges that qualify to be paid from the Education/Retail Fund  for stylists at BSS:

1.      Show / Class ticket(s)

2.      Lodging

3.      Transportation

4.      Gas

5.      Meals (excluding alcoholic beverages)

            Any items that do not fall in the above categories, will not be paid out, do to       restrictions set forth by the IRS; furthermore, items will not be paid without a valid          itemized receipt, recognizable by the IRS. 

 

Please be advised, any forms not completely and correctly filled out, will not be processed and returned to employee to resubmit.  This includes full name.  If a copy of receipts is needed, the employee must make a copy before submitting the request.  All documents submitted are property of BSS, which are for review of the IRS.  Funds will be returned as quickly as possible, provided all procedures are followed.  All requests will be approved by Management and forwarded to Accounts Payable.

 

Hairstyling School Re-imbursement Guidelines

(salon) will pay back ½ of the cost of Cosmetology or Barber school (up to $5,000) at $50.00 per month, if certain conditions are met.  They include:

1. 
   Employed within two months of graduating school
   
2. 
   Employee is Full-time
   
3. 
   Employee has passed the State Board of Cosmetology
   
4. 
   Employee presents proper paperwork detailing the cost of school
   
5. 
   Employee joined the salon after January 1st, 2000
   

 

All employees that are presently receiving re-imbursement will continue receiving paybacks until half the cost of school tuition is paid and/or $5,000 is paid.  Checks will be made directly to the employee and distributed the Wednesday following the 10^th day of every month.  Payments will stop when employee does not meet conditions described above or is no longer employed by BSS.

 

Education

 

Education Classes

All employees are encouraged to take advantage of courses offered by the salon.  This includes Monday intern and Stage One classes, as well as full salon specialty or quarterly classes scheduled throughout the year.  Models are always needed unless otherwise noted.  Classes will be help at Atlanta Post Riverside unless otherwise specified.

 

In-Salon Education

In-Salon Education is scheduled every Wednesday morning, from 9:30 a.m. - 12: 00 p.m.  Attendance will be as required by Management. A tentative schedule is as follows:

 

Interns:                                     Monday             10:00 a.m. – 2:00 p.m.              Every week

Interns (advanced)                     Wednesday        9:30 a.m. – 12:00 p.m.              Every week

Stage One                                 Monday             10:00 a.m. – 2:00 p.m.              2^nd & 4^th of month

Team Meeting                           Thursday           10:00 a.m. – 11:00 a.m.            1^st & 3^rd of month APR

                                                                                                                        2^nd & 4^th of month TCP

• 
  All employees are welcome to attend classes
  
• 
  Models are always needed unless otherwise stated
  

 

There will be times when Specialty classes will be held on Monday, as well as Quarterly Salon Education. Attendance will be as required by Management.  Every effort will be made not to hold any educational events on Sunday.  In-Salon education will not be held when it conflicts with a holiday or scheduled closing.

 

Advanced Education

Continued advanced education is the responsibility of the employee. Education will be required for advancement within the Salon as well as promotions for service personnel.  The Salon maintains an Education Fund however, participation is not mandatory.  In the event the Salon assists in the payment of or provides complimentary tuition for education or any related expenses; the employee will be required to conduct an In-Salon training to share information acquired during the session.

 

Performance

 

Performance Reviews

The salon wishes to recognize you for good performance and provide you with appropriate suggestions and guidelines for improvement and increased effectiveness when necessary.  Consistent with this goal, employees' will be informally evaluated on an ongoing basis and will be notified of any performance or disciplinary problems or commended for extraordinary performance.

 

All performance reviews will be based on your overall performance in relation to your job responsibilities and will include the following:

Attitude

Attendance

Dependability

Job knowledge

Quality of work

Technical competence

Work efficiency and productivity

Overall effectiveness and cooperation

 

All employees are required to meet at least the average standards of performance and conduct that have been established for their position. When they do not, it is the policy of Management to provide counseling sessions with the employee in a positive and constructive manner. During these sessions, concerns or problems are mutually discussed, defined and outlined with action plans for improvement. It is then up to the employee to redirect and improve his/her conduct or work performance within the time frame specified.  Failure to redirect the problem may result in a Written Reprimand notice.

 

 

Professional Development

Please refer to Education in this Employee Manual.

 

Team Meetings

The entire staff of the salon will meet the (first and third = Atlanta) (second and fourth = Town Center) Thursday at 10am each month. Regularly scheduled meetings benefit everyone. All employees are encouraged to attend these meetings as attendance to team meetings and events are assessed during performance evaluations.

 

Director’s meetings are once a quarter at the Network Center.  If rescheduled, it will be held at Management’s discretion.

 

Individual Development Plan (IDP)

At (salon), our policy is to pay each employee according to the value and quality of his or her contribution to the efficient operation, profit and growth of the salon. In this regard, both the salon and our employees have obligations to each other as follows:

• 
  The salon accepts the obligation to pay competitive salaries and to provide good employee benefits and working conditions.
  
• 
  The employee accepts the obligation to perform at prescribed standards and achieve results (in accordance with the accountabilities of his or her job) that further the goals of the salon.
  

           

Therefore, performance evaluations, also know as Individual Development Plans (IDP), are used to insure that all obligations to employees and the salon are met. Performance evaluations should not be confused with merit raises for salary review, although these evaluations form the basis for raises. The objectives of IDP’s are:

• 
  To recognize, in a uniform and equitable manner, the performance of individual employees so that specific salary increases can later be determined on a merit basis.
  
• 
  To provide opportunities for counseling employees so that they know their strong and weak points related to their jobs, and can develop to their maximum potential for their own benefit and that of the salon.
  

           

To establish how well each employee has met the responsibilities of his or her job and how well the results were achieved in regard to these stated goals.  Stylist IDP’s are based on theses factors:

• 
  Retention Rate- How effective an employee is in keeping assigned clients based on client retention standards set by the salon. This is one of the most important factors that determine a stylist's success at this salon.
  

• 
  Service Breakdown- Each stylist has standards to achieve in the service and retail area.
  

• 
  Attendance: Attendance in all areas is evaluated, including meetings, educational events and special projects.
  

• 
  Continuing Education- All advanced education requirements and extra non-required education is evaluated.  
  

• 
  Level of Cooperation- Each employee's level of cooperation and support of the team is evaluated.
  

• 
  Attitude- The ability of the employee to maintain a positive and enthusiastic attitude with clients and other employees is evaluated.
  

• 
  Follow-Through- The ability of each employee to follow through on both existing and new salon programs and projects is evaluated.
  

• 
  Quality of Service- As a service business, the ability of each member of the team to provide the utmost in service is crucial to the image of this salon. This area includes all client relations and efforts directed at making each client's visit to this salon as satisfying as possible.
  

 

Evaluation Periods

All employees are continually evaluated throughout the calendar year by a member(s) of management.

 

Retention

The single most important factor relating to the success of all stylists at (salon) is their ability to retain the clients assigned to their chair.  Retention rate percentages that must be achieved are as follows for all stylists:

• 
  After three months on the floor - at least 40% of new clientele must be retained to the salon.
  
• 
  After six months on the floor - at least 45% of new clientele must be retained to the salon.
  
• 
  After one year on the floor - at least 50% of new clientele must be retained to the salon.
  
• 
  After two years on the floor - at least 75% of established clientele must be retained to the salon.
  

 

The salon will do everything it can to help you meet these standards. Failure to comply with these standards may result in dismissal from the salon.

 

Meeting and Class Attendance %

Education is the key to all employees’ success.  Quarterly Salon Education is complimentary to all stylists and interns.  This education is paid for by the salon and pertains to current trends, new & traditional techniques and any other area of hair & color that are relevant to Bob Steele Salon employees. 

 

It is crucial that employees participate, not only for their own benefit, but because it accounts for 50% of IDP’s “Meeting and class attendance” section.  Employees will not be promoted if they do not meet this requirement.

Acknowledgement Receipt of Employee Manual

 

This Employee Manual is an important document, designed to help you become acquainted with the salon. This manual will serve as a guide; it is not final word in all cases. Individual circumstances may call for individual attention.

 

The contents of this manual may be changed at any time at the discretion of Salon Management. No changes in any benefit, policy or rule will be made without due consideration of the mutual advantages, disadvantages, benefits, and responsibilities such changes will have on you as an employee and on the Salon as a whole.

 

Please read the following statements and sign below to indicate your receipt and acknowledgment of the salon Employee Manual.

 

I have received and have read a copy of the salon Employee Manual in hardcopy form or on the salon computer. I understand that all policies, rules and benefits described are subject to change at the sole discretion of the owners at any time.

 

I further understand that my employment is terminable at will, either by myself or by the owners, regardless of the length of my employment or the granting of any benefits of any kind.

 

I understand that, should the content be changed in any way, the salon will inform me and may require an additional signature from me to indicate I am aware of, and understand any new policies.

 

My signature below indicates I have read and understand the above statements and have access to the salon manual during normal business hours.

 

_____________________________                           ____________________________

Employee's Printed Name                                           Position

 

 

_____________________________                           ____________________________

Employee's Signature                                                  Date

 

 

_____________________________                           _____________________________

Supervisor's Signature                                                Date