Sample employee handbook salon

These could include classifications such as part time, full time, probationary, temporary, salary, or commission based employees. It is important to clearly define the conditions that prescribe employees into which of these categories, so you can offer different compensation packages and benefits to different employees.

Also note that it is possible for employees to fall into multiple categories. A probationary period allows you to test if a new hire is suitable for the job for a certain period of time without offering any benefits. You can find more information with the example of a salon employee handbook at the end of this page. The employment policies of the salon employment handbook are designed to protect new applicants from undue prejudice. This could include clauses that protect employees from discrimination and only hire or dismiss employees based on merit and work performance.

New employees should also be given orientation on their first day of work to familiarize themselves with the workplace and their fellow members of staff. This section of the beauty salon employee handbook would also be used to provide instructions on how to deal with work related injuries, personal work safety, and address privacy concerns.

You should assure that all their personal information is strictly confidential, but also require them to report any changes to that information in a timely manner. Safety and security of the staff should also be of utmost important.

In order to comply with local and national provisions, you should provide extensive guidelines on the standards of safety that you expect from your employees. This could include the safe operation of heat emitting or electric powered tools, all equipment must be disinfected before and after use, know the location of fire safety equipment and emergency exits, as well as a clean and clear working environment to prevent accidents. The code of conduct in the salon employee handbook should ideally be the most detailed part of the salon employee policies and procedures.

This is the part that governs the day to day operation of your spa and salon business and keeps employee behavior in check. These general guidelines should include topics such as:.

Make sure you clearly define the scope and definition of each of your rules. You should also check that none of your rules or definitions of your rules conflict with any local or national laws. For more specific examples, please refer to the free beauty salon employee handbook attached at the end of this page. You may have different clothing requirements for a nail stylist than a hair stylist. It pays off to think hard about what kind of image you want to give your customers. Salons often require their staff to dress professionally and adequately for the job they are performing.

For example, you may want your receptionist to dress in smart business attire, while a massage therapist may be required to wear an apron and a mask. If there is a role that requires uniforms to be worn, make sure you define whether it is company property or not and how you expect your staff to care for it.

The salon employee handbook should include a detailed section on employee compensation to avoid any financial conflicts down the line. This should be written to protect the employee so they are paid a fair wage and to protect your interests as an employer to prevent unfair or illegal claims against you.

Apart from base compensation and basic salaries, consider how you would award bonuses to employees with outstanding performances. Design these in a way to encourage employee productivity and customer satisfaction.

Outline how and which employees are eligible for overtime pay. For example, part time employees and hourly wage workers may be entitled to overtime pay but full time staff on monthly salaries may not be entitled to the same overtime benefits.

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Assign one provider per client throughout the encounter. Please be advised that our salon has even no contract policy from any no shows will be charged a late cancelation fee.

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