Human Resources And Human Resource Management

Give three reasons that cosmetologists uphold health and safety standards in the salons that employ them.Three reasons cosmetologists uphold these standards is because failing to do so can create a range of consequences, including resolving the problem, paying fines, and or revoking the salons license.

The relationship between Salon & Spa owners/ managers and a local Cosmetology School is very important. It also plays big role in public relations aspect of the business on both parties.

However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment

In this memo I will be providing employment law compliance plan for Marylee Luther, a human resources director who is preparing Clapton Commercial Construction for an expansion. Clapton Commercial Construction is currently located in Michigan with 650 employees and looking to expand to Arizona with an employee growth of 20% in the new location. This memo will provide a complete description about the employment laws and how they are applicable to Clapton Commercial Construction expansion. I will also briefly discuss the possible penalties and consequences for non-compliance with these laws. There are five laws in particular that I believe to be most applicable to Clapton Commercial Construction which I will be address in this memo. The five laws are:

Again though, policies are only as good as long as they are followed and staff is aware of them. More than just having a policy exist, there needs to be double checks, check lists and ongoing education. In instances

New York has roughly 3,200 nail salons employing 30,000 manicurists and most of them are underpaid or unpaid for various reasons. The employer takes the risk to hire a new manicurist with or without the experience and for that reason they do not get paid for months and is also charged a small training fee of $100. On the other hand, employees go through the immense pressure such as for small mistakes, their tips are withheld, constantly monitored through video and in some cases even physical abuse. For instance, the owners of Iris Nails who has seven chain salons made an

Employment Law helps to govern the relationships between the employee and the employer with relations to guidelines.

The Open door policy allows SCI Americorps members to “share any suggestions, problems, or questions related to their SCI service”. The members are given the option to speak to whomever they would like regarding their issues. I believe that this policy is a great one because it makes it comfortable for the members to speak to someone regarding something that may be affecting their service assignment. Moreover, the fact the members do not have to go to one specific person to talk about their issues is great because a member may not feel comfortable talking to one individual, or maybe that individual is the source of their issue. If this is the case the member may not be able to complete their

Task 3: Outlines how you could improve your performance at work and what techniques and sources you could use to identify this.

Background Checks - Owners should perform background checks on all potential employees before hiring them to work in the salon. If an applicant has a history of theft or other criminal activity, you should investigate them more thoroughly before hiring them.

This will ensure all employees are working to the same level and making sure everything in the salon is as safe as it can be.

When working in a salon it is important for you to take responsibility in the way you behave in maintaining a healthy and safe environment, in order for this to be achieved I would ensure that when moving around in the salon I not run or rush but walk so this reduces the risk of me falling or slipping and injuring myself but also I will not be putting others at risk of harm or injury. I would ensure that I am confident to use the equipment correctly and ensure that all the relevant checks have been carried out to ensure it is safe to use on clients. Before using any products I will be looking at the manufacturers’

Have a short but clear salon procedures manual in place as soon as you can, and give each employee a contract when they start. These documents are usually easy to find on the internet and you can then customize them to your business. It will save you a lot of headaches in the long run if you are set up properly at the beginning.

When writing a Policy and Procedure Manuel, it is important to understand the definition of a policy and the definition of a procedure. A policy is a set of rules and regulations for accomplishing a task and a procedure will articulate the details on how to accomplish that task. As Stephen Butler Page states in his book, Establishing a System of Policies and Procedures: Setting up a Successful Policies and Procedures System for Printed, On-line, and Intranet Manuals:

Any people who do not get well-mannered treatment should report the episode to the manager or owner of the beauty salon or go somewhere else. Clients should make certain that staff puts into practice of good hygiene, with their customers. A filthy beauty shop is no place to get a trim.