Work and Pay of Beauty Careers

Work Schedules and Pay Structures of Beauty Careers

Beauty Careers have evolved and expanded to new heights in the last decade. Say good-bye to the days of Beauty Providers being limited in terms of scope of practice and services offered and say hello to staff with an army of various skills!

Trending now is continuing education and specialized training. Service providers are building their repertoires as fast as the ever growing industry is expanding. With that being said let’s take a closer look into what a career in Beauty Looks like and what can be expected:

Hours

First and foremost– Beauty Professionals almost always work weekends! That is one thing in this industry that stays the same. Employees should expect to put in some evening shifts as these are usually the most popular appointment times.

Evening and weekend appointments are usually the first to book up so the more availability you have during these times the busier and more successful you will be. Most employers in the Beauty Industry require staff to work a minimum of 2 evenings a week and at least one of the weekend days providing they are open both. Many establishments are closed Sunday and Monday with the exception of those located in a mall which are usually always open 7 days a week.

In the Beauty Industry, it is important to be available as much as possible for those in demand time-slots. For every 5+ hours worked an employee is entitled to a 30 minute break, this can be paid or un-paid at the discretion of the employer. This can also be split into 2, 15 minute breaks if agreed upon between the employer and employee.

Wages

With service providers becoming more educated and versatile, wages have become more competitive. The more skills an employee brings to the table as a service provider the more of an asset they are to a company. This growing trend of having a plethora of skills is wonderful but has made it hard to have an a definitive answer of what to expect financially.

Here is a general outline of what some Beauty Industry professionals are being paid but keep in mind these rates vary depending on the employee’s training and experience and will continue to do so as well as increase as their skill-set and experience grows:

Hairstylist- $15-$25 per hour
Esthetician- $14-$18 per hour
Medical Esthetician- $$16-$22 per hour
Make-up Artist-$15-22
Lash Technician/ Nail Technician-$15-$17
RMT-$30-$34 per hour

Keep in mind these are guidelines only. Most Employers offer a commission either instead of or in addition to hourly pay. A lot of Beauty employers offer 50% commission but are required to pay employees at least minimum wage if the commission is lower and they are expected to be available throughout the spa or salon’s hours of operation. A detailed commission agreement will clarify some questions regarding hours of work you are expected to be available.
Some places offer a 10-20% commission on services in addition to hourly pay. Almost all places offer 10-15% commission on retail sales, this encourages you to sell, sell, sell!

Additional Training

It is so important to stay fresh and up-to-date in this industry in order to thrive. This is where additional training comes in. Keeping yourself educated and trained in new technology and products/ services will boost your confidence and help you be successful which is a win-win situation for yourself and your employer as your clientele builds and products fly off the shelves.

Sunday and Monday are popular training days in the Beauty Industry, whether it is on location or elsewhere. Employees must be paid if these training sessions are deemed mandatory and the employee is entitled to overtime if applicable. If the training is less than 3 hours the 3 hour rule still applies.

Important things to Remember to Thrive

  • Stay Current
  • Be on Trend
  • Invest in additional Training
  • Ensure your company is Fresh and Exciting!

Executive Spa Group (ESG)
201, 10518 82 Ave. NW
Edmonton, AB.
(780) 604 2772
info@executivespagroup.com

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Tips on Reducing Staff Turnover

Tips on Reducing Staff Turnover

There’s 2 words to best describe the world we live in today, “more” and “better”. People are moving at such a fast pace these days, balancing their work life as well as trying to maintain a personal one! There’s always a new iphone launching, a newer version promising a “better” version of the last, with “more” features, apps and ways to stay connected. Personal connections and interactions have now been overtaken by online networking and communicating. People search for that better car, better house, better clothes…BETTER JOB. People strive for more money to obtain these better things and so it begins a constant cycle of striving for more to get better.

How does this translate into careers today? Staff turnover.
Staff turnover is inevitable but the ones who are affected the most by this are employers. This affects not only their business and pocket books, but most importantly the success of their establishment. There are ways for employers to decrease the turnover of their staff and lessen the chances of their employees looking for the next best job with the promises of more. Training, Appreciation and Recognition are going to attract staff and keep them as loyal and productive employees.

Provide Training


First of all it is important for employers to be the “more” that employees are seeking.
Offer more services, beef up your service menu and offer the most cutting-edge on trend services. Provide training for all the services you are offering and advanced training as well to take your employees to the next level and make them the best educated staff around.

Training can come in may different forms including product knowledge on retail lines, hands-on training for the services you offer or things like first aid and personal development workshops. When employees are educated they feel confident and appreciated. They feel they are worth their boss investing in them and believing in them and this in return helps to put that looking for better attitude at bay.

Ask Executive Spa Group how you can access grants for staff training

Appreciate Your Staff

Appreciation comes in many forms and is unique to every employer/ employee relationship. There is no right or wrong way for an employer to show their staff how appreciated they are. Staff discounts for themselves and close family members, commission on product sales, bonuses when personal and professional goals are met and a positive, well stocked, beautifully maintained working environment and a simple “Thank You” are all some great examples of employee appreciation.

This is by no means a one-sided relationship, when the employee feels appreciated they will in return work harder, more efficiently and most importantly happily! It is vital for employers to schedule some time to get to know their staff outside of work, this helps to maintain healthy workplace relationships and strengthens bonds between the employees as well. One of the biggest causes of staff turnover is conflict in the workplace. It is important to resolve conflicts before they spread and involve multiple team members. Communication is key!

Recognize Your Staff

Staff recognition is an integral key to minimizing staff turnover. There are very few people who don’t like a shout-out for a job well done or a compliment. It is important for employers to celebrate the wins and strengths of their employees.

Some ways for employers to do this is verbal recognition to the employee themselves, or to any and all employees who have met their goals in staff email blasts, staff meetings or some type of recognition board. Employee spotlights or features in client email blasts as well as on the company website are an amazing way to make employees feel special and introduce them as well as their strengths to existing and potential clients.

There is a saying that greatly refers to the topic of staff turnover; “The Grass Is Greener Where You Water It.” If an employer invests in their staff, helps nurture their skill, builds on their knowledge and makes them feel appreciated and empowered then that helps to quell the searching cycle.

If an employer is giving the “more” experience and being the “better” option then there is no reason for staff to be looking elsewhere. The best thing for employers to remember is happy staff is staff that is not online looking for the next best employment opportunity. Training, Appreciation and Recognition are the gold standard for reducing staff turnover and keeping loyal, hardworking employees.

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FAQs for Employer-Mentors; Beautiful Futures

FAQs for Employers interested in participating in ‘Beautiful Futures’

Do I get to keep my participant after the Work Experience is over?

Participants are expected to complete a minimum of 35 hours of work per week. Once participants begin their work experience with you, they become your employees, however, ESG will provide support as needed for the first 12 weeks. Support may include ways of working through attendance/punctuality issues, communication, teamwork, client care, etc. However, keep in mind that participants will have received 8 weeks of employability workshops prior to their placement with you, so these issues should not be expected.

How can my participant help me around my facility?

Well, besides industry certification in the technical focus, your participant has also been trained in Reception and Spa Assistant duties to free you from administrative duties while you develop your ideas.

What if my participant misses hours of work?

Like all other employees, missed shifts/hours are not paid to the participant. Though this is not expected, should this happen ESG can only help resolve issues if we are made aware of issues in a timely manner.

How does the Wage Subsidy work?

The wage subsidy is an incentive for employers to hire and train a participant to work for them. The new employee’s wages are partially subsidized by the program for 12 weeks, as long as the employee is working 35 or more hours per week. If eligible, the wage subsidy available is $9 per hour throughout the 12 weeks. The goal for both the employer and the participant is long-term employment. Wage subsidy provides wage relief during the initial period where you train your new staff to become functional in your facility.

Are all employers eligible for the Wage Subsidy?

To be eligible for the wage subsidy, you must:
  • Be a registered business with a legal business name and business number
  • Have been in business for at least one year
  • Offer a full-time position with a minimum on 35 hours per week
  • Offer the likelihood of long-term employment
  • Pay reasonable, competitive wages
You are not eligible for a wage subsidy IF participants fill a position that:
  • Was left vacant due to an industrial dispute in your workplace
  • Was left vacant due to a lay-off waiting to be recalled
  • Was terminated to instead employ a participant

Who pays the participant?

  • You will issue regular paycheques on paydays; ESG will reimburse the negotiated amount on a monthly basis
  • You will be required to submit monthly reports to ESG regarding the employee’s hours and wages.
  • Once a participant starts their work experience with you, they officially become your employee. Therefore, please ensure that your business insurance covers all employee-related liability.
  • You are responsible to deduct Canada Pension Plan, Employment Insurance and Income Tax will from participant wages and remit to the Canada Revenue Agency, just like your other employees.
Interested in participating as an employer? Apply OnLine to participate in this Program  

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Hire a Student | MENTORSHIP PROGRAM

Mentor a Student, Make a Difference

ESG is looking for employers to participate in our ‘Beautiful Futures’ program by providing a 12-week work experience mentorship in an entry-level position to a participant.

Beautiful Futures is funded by the Government of Canada. This program trains participants in technical and employment skills, and provides work experience opportunities to youth aged 15-30 years old that are keen on joining Alberta’s beauty industry.

Why participate as an Employer?

  • A substantial wage subsidy is available for employers throughout the 12-week work experience. Employers are encouraged to continue working with youth after project completion should they wish to do so.
  • Your participant will be certified and apt to provide services in the focus skill.
  • Prior to their paid work experience with you, your participant will have spent eight (8) weeks with ESG acquiring employment skills such as Time Management, Conflict Management, Teamwork, Customer Service, etc.
  • In the same way issues can arise with any other staff members, ESG can help you integrate your participant to your team using a solution-focused approach.

PURPOSE OF WORK EXPERIENCE

Work experience is a main component of the participants’ professional development.

1. To provide a service-oriented and educational experience where participants have the chance to apply skills learned at ESG.

2. To provide opportunities for participants to develop customer service skills.

3. To help participants advance their awareness of Alberta’s Beauty Industry.

4. To provide a practical experience where participants’ employment skills and personal suitability to the industry can be demonstrated and evaluated.

5. To provide learning opportunities including possible on-the-job training.

THE ROLE OF THE EMPLOYER

The role of the employer/supervisor includes the following responsibilities:

1. Provide an orientation to the workplace, and ongoing information as needed.

2. Select appropriate tasks or projects for professional development purposes.

3. Provide other learning experiences, including staff meetings, where the participant will integrate with the rest of your team and feel a sense of belonging to their new team.

4. Provide regular supervision, including ongoing feedback about the participant’s performance.

5. Act as a professional mentor.

ELIGIBILITY CRITERIA AND OTHER FREQUENTLY ASKED QUESTIONS

Click HERE for FAQs including eligibility criteria to participate as an employer.

HOW DO I PARTICIPATE?


Interested in participating as an employer?
Apply OnLine to participate in this program



Executive Spa Group
201, 10518 82 Ave. NW
Edmonton, Alberta
(780) 604 2772
executivespagroup.com

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Paying Employees

esg

Paying Employees

Congratulations on being ready to employ staff! This is a big step for your company. While it can be scary to put your company’s reputation in the hands of someone else, knowing your responsibilities as an employer can help ease your transition.

When you hire employees, you must register for a CRA payroll account. This account will be linked to your Business Number (BN). To open your CRA account, you will need to complete a RC1B form.

As an employer, you will need to submit the following forms to the Canada Revenue Agency (CRA):
TD1AB
TD1
These forms are Personal Tax Credits Return forms that you have to give all new employees to complete. These forms help you determine what deductions you need to make from their paycheque.

What if employee is being paid hourly + commission?
It is common to pay beauty industry employees by commission, unless your employee is claiming expenses, the forms above will suffice.

Additionally, Alberta Employment Standards Code requires you to keep the following records for every employee:

Payroll record listing
  • Employee’s name, D.O.B., and address
  • Employee’s start date
  • Starting wage
  • A daily record of hours worked
  • All deductions
  • Any vacation time taken by employee including start/end dates of vacation + period of employment vacation was earned

Pay Administration record listing
  • Employee’s job title and job description
  • All correspondence relating to that employee
  • Any performance reviews including discipline reports
  • Copies of TD1/TD1AB forms
  • Information on benefits, WCB, and all other info that may apply

**NOTE: Payroll records must be kept for at least 3 years from creation date.

PAY SCHEDULE
At the end of each pay period, you must provide each employee with a statement of earnings that includes:
  • regular and overtime hours of work;
  • wage rate and overtime rate;
  • earnings paid that show each component separately;
  • deductions from earnings and the reason for each deduction;
  • time off in lieu of payment of overtime; and
  • statement period.

FYI- cash shortages can only be deducted from an employee IF:
1. the employee is the ONLY ONE with sole access to the cash
2. the employee authorizes the deduction in writing with the amount and date of shortage being deducted

If you plan to reduce any employee’s wage rate, overtime rate, general holiday pay, vacation pay or termination pay, the employee must be notified before the start of the pay period in which the reduction is to take effect.
Keep in mind, these rates must always be at least the minimum required by the legislated standards.

REMITTING TO THE CRA
You must remit to the CRA all deductions you made from an employee’s paycheque (federal and provincial income tax deductions, E.I. premiums, and CPP) before the 15TH of the month AFTER the month in which you made the deductions.

All remittances must be made in bulk for all of your employees.
You can use the Payroll Deductions Online Calculator (PDOC) to calculate payroll deductions.

ISSUING T4s
You must provide a T4form to your employees ON or BEFORE the last day of February for the previous calendar year. This T4 contains information on the total CPP, E.I. premiums, and income tax deductions you made on your employees behalf for the previous calendar year.

For more information view the Employers’ Guide Payroll Deductions and Remittances.

If you have any questions or concerns with the information provided on this article please contact Executive Spa Group.
‘Cultivating the Beauty Industry’
Executive Spa Group
(780) 604 2772
info@executivespagroup

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