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This page contains all entries posted to Hairdressers Journal Interactive - Business in March 2008. They are listed from oldest to newest.
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NHF brands new legislation 'evil'
Posted by
Matthew
Dated: March 6, 2008 2:04 PM
The NHF has condemned new legislation concerning the employment of foreign workers as “an evil piece of legislation” and described government guidelines on how to adhere to the new rules as “gobbledegook”.
The legislation, which came into force at the end of February, requires owners of small businesses to understand and verify up to 13 forms of identification when employing foreign workers, including recognising the passports of 27 EU member states.
Small businesses face fines of £10,000 if they employ people illegally - even if they do so accidentally.
Continue reading "NHF brands new legislation 'evil'" »
Habia Join Forces with the NIC
Posted by
Kate
Dated: March 7, 2008 10:51 AM
Habia have joined forces with their United States equivalent, the National Interstate Council of State Boards of Cosmetology (NIC), to create the International Cosmetology Licensing Organisation (ICLO).
Based in the UK, the new organisation will lead to an increase in reciprocity and mutual recognition of hair and beauty qualifications around the world. The aim is to agree an equivalency of qualifications between the UK and the US in order to help hair and beauty professionals move between the two countries for work.
The ICLO will now seek approval from national governments worldwide for the recognition of and reciprocity between hair and beauty standards and qualifications. Representatives from other countries will be invited to become members and participate in the strategic direction of the company.
Kirby Morris, President of the ICLO and International Director of NIC, said, "On behalf of ICLO, we think this is a great idea and will improve mobility from state to state, making it easier to take up employment around the US. This also keeps the US up to date with what's happening in the rest of the world."
Executive Director of ICLO and Chief Executive Officer of Habia Alan Goldsbro added: "The new company will encourage and promote the concept of international mobility in hair and beauty training, as well as seeking to set, raise and maintain standards for the practice of hair and beauty."
"It is also a step forward to creating a genuine worldwide system of mobility, based on the level of professionalism we have in the UK and the USA."
Tags: Cosmetology Licensing Organisation , habia , National Interstate Council of State Boards of Cosmetology
Unique and Tranquil - The Courtyard
Posted by
Posted by
Kate
Dated: March 7, 2008 12:21 PM
Dated: March 7, 2008 12:21 PM
Step into James Christofi salon Courtyard in Twickenham and you’re transported into a sleek world that brings the outside indoors.
Exposed brickwork, an ivy-clad wall and a glass roof work in harmony to create a natural atmosphere and help the salon live up to its name.
But the premises didn’t always look this way. In fact it took James seven months to transform the shop from a salon in 'bad way' to the unique and tranquil environment you see today.
Taking ideas from bars, clubs, coffee shops and salons worldwide James realised his vision and, as the salon name suggests, it is the courtyard section, housed at the back of the salon, that most catches the eye.
Flooded with daylight through a glass roof, it has a natural stone floor, coffee bar and a comfortable leather sofa nestled against exposed brickwork, a fish tank and plasma screens.
"I wanted to create a relaxed antidote to the inevitable delays of a busy salon," says James. "Clients can enjoy refreshments while gazing into a marine tank – which also serves as a dividing wall to my office – or watch a programme on one of the plasma screens.
"At night, it is a relaxing place to sit and chill out while waiting for a friend or a stylist."
Continue reading "Unique and Tranquil - The Courtyard" »
Tags: courtyard , salon interiors
Getting the Best Results From Your Team
Posted by
Posted by
Kate
Dated: March 10, 2008 11:24 AM
Dated: March 10, 2008 11:24 AM
There are various ways to get the best out of your staff; business coach Peter Lunn recommends a performance appraisal system that reflects on past efforts and helps to plan for the future.
Continue reading "Getting the Best Results From Your Team" »
Tags: Peter Lunn
Reducing Water Consumption
Posted by
Posted by
Kate
Dated: March 12, 2008 2:46 PM
Dated: March 12, 2008 2:46 PM
The latest news from the Environment Agency is that we are facing increasing pressure on our nation's water resources. The good news is there’s plenty you can do to crack down on your consumption levels.
Continue reading "Reducing Water Consumption" »
Tags: Environment , Going green
Energy Efficiency in the Salon
Posted by
Posted by
Kate
Dated: March 12, 2008 3:04 PM
Dated: March 12, 2008 3:04 PM
Going green doesn’t mean pedalling for power or cutting hair in the dark; there are ways you can cut down on your electricity consumption, which in turn will have a major effect on the planet.
The Environment Agency says most energy in the UK comes from non-renewable fossil fuels such as oil, coal and gas.
However, these resources are pollutants – and are running out. Burning fossil fuels contributes to increased levels of carbon dioxide in the atmosphere and to global climate change. But what can your salon do to limit its electricity consumption?
Continue reading "Energy Efficiency in the Salon" »
Waste Management and Recycling in the Salon
Posted by
Posted by
Kate
Dated: March 12, 2008 3:09 PM
Dated: March 12, 2008 3:09 PM
No matter how economical you think your salon is, you can always do more to reduce waste and recycle.
The Environment Agency says that consumers and businesses produce too much waste – more than 400 million tonnes – and send too much of it to landfill. We need to reduce, reuse and recycle!
New rules that were introduced in October mean that all businesses have to make more of an effort to recycle some of their waste before it goes to landfill – such as simply keeping your paper or plastic waste separate from the rest of your rubbish and getting it recycled.
Speak to local waste management contractors for more advice, or check out the Environment Agency’s factsheet.t
Continue reading "Waste Management and Recycling in the Salon" »
Top Tips For Creating a Blissful Backwash
Posted by
Posted by
Kate
Dated: March 12, 2008 5:24 PM
Dated: March 12, 2008 5:24 PM
As general manager of luxury brands Kérastase and Shu Uemura Art of Hair, Helena Sampson knows all about creating a perfect backwash area for your clients.
According to Helena a well executed backwash can also be the ideal place to maximise your clients retail habits.
"All too often hairdressers miss out on the opportunities that creating a blissful backwash can offer," says Helena. "It's the ideal place to spoil and pamper your clients, and win their retail business too."
Continue reading "Top Tips For Creating a Blissful Backwash" »
Smart and Understated - Densie Duke Salon
Posted by
Posted by
Kate
Dated: March 14, 2008 10:35 AM
Dated: March 14, 2008 10:35 AM
Some people might be daunted by the prospect of turning a former Iceland Foods testing and development centre into a chic, hairdressing salon. But not Denise Duke.
The hairdresser thrived on the challenge of transforming the Chester-based site – originally designed as four separate retail units – into a smart, understated, high-quality salon.
"I wanted an Italian, sharp feel with nothing too gimmicky. The salon had to be comfortable, with an ergonomically-designed interior," Denise explains.
With the help of designer Peter Saville, Denise chose a neutral, off-white hue to give the salon a crisp clean look that is contrasted by dark salon furniture, brightly coloured Bumble and bumble products and stunning flower arrangements
Other quirky touches that make the salon stand out form the competition include a contemprary crystal chandelier in reception the wall hanging in the ladies’ lavatory and the floating wenge wood dressing/sink unit.
"I am extremely pleased, especially as I have never put a salon together before. I chose many features through gut feeling, what I personally like and what I thought my clients would like. The result was exactly as I had imagined it."
Continue reading "Smart and Understated - Densie Duke Salon" »
Tags: Denise Duke
Creating an Environmentally Friendly Salon
Posted by
Posted by
Kate
Dated: March 14, 2008 3:16 PM
Dated: March 14, 2008 3:16 PM
Every one of us has a responsibility to care for the planet, but business owners have an additional responsibility to ensure their enterprise is not damaging the environment.
The good news is, for most salons, there are plenty of ways to become more energy efficient and environmentally friendly, and the best way to start is to assess your business.
Waste management | Water Usage | Electricity Consumption
Continue reading "Creating an Environmentally Friendly Salon" »
Tags: Environment , recycling
To Franchise or Not to Franchise
Posted by
Posted by
Kate
Dated: March 18, 2008 9:25 AM
Dated: March 18, 2008 9:25 AM
With 30 years of experience advising bussiness on their development options, Brian Duckett, executive chairman of The Howarth Franchising Group, has helped groups including Umberto Giannini, Haringtons and Rush to franchise their brands.
Here he explains why he believes franchising should be a strategic way to expand your brand - but only if you are ready to take the next step.
Continue reading "To Franchise or Not to Franchise " »
Tags: franchising
Quirky and Boudoir-Style - Mollie Sugden Hairdressing
Posted by
Posted by
Kate
Dated: March 19, 2008 2:24 PM
Dated: March 19, 2008 2:24 PM
Mollie Sugden Hairdressing can’t fail to draw the eye.
Set in London’s bustling Brick Lane, the quirky, homely salon is as impressive on the outside as it is inside and its main shutter – a grid of Mollie Sugden heads painted by a local graffiti artist in a pop art style – is particularly eye-catching.
The design, the brainchild of owners Carla Meireles De Lemos and Lee Cook, sets the funky, trend-setting vibe of the salon that the lifelong best friends wanted to emulate.
"We wanted a design that would feel at home in Brick Lane and somewhere that enabled us to show off our personalities and make for a fun work environment," explains Carla.
The result is a boudoir, opulent look that is not too feminine or uninviting to male clients. Rich aubergine walls are complemented by a durable, grey slate tiled floor, and an old-fashioned, suede-effect, black chaise longue in the waiting area adds to the alternative, regal flavour.
"I was really conscious of the fact that the design we were going for could end up looking tacky, but we’ve achieved what we were looking for," Carla adds. "The welcoming, homely feel in sumptuous surroundings makes for a fun and relaxing experience."
Continue reading "Quirky and Boudoir-Style - Mollie Sugden Hairdressing" »
Tags: Mollie sugden , salon interiors
The Law and Overseas Stylists
Posted by
Posted by
Kate
Dated: March 26, 2008 12:34 PM
Dated: March 26, 2008 12:34 PM
Do you employ stylists from overseas in your salon? If so, did you know that you could face a fine of up to £10,000 if you negligently hire illegal workers? Salons that knowingly hire illegal workers risk an unlimited fine and/or a prison sentence of up to two years.
Who can work in the UK?
There are a lot of misconceptions over who is entitled to work in the UK.
Those allowed are nationals of a pre-1994 member state of the European Union:
- Austria
- Belgium
- Cyprus
- Denmark
- Finland
- France
- Germany
- Greece
- Ireland
- Italy
- Luxembourg
- Malta
- Netherlands
- Portugal
- Spain
- Sweden
- UK
Members of the European Economic Area (EEA):
Swiss nationals are generally free to take employment in the UK.
Nationals of the eight countries that joined the EU in May 2004 (Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Slovakia and Slovenia – known as A8 countries) are required to register with the Home Office when they take work in the UK.
Once an employee has been working in the UK legally for 12 months without a break in employment, the requirement to register no longer applies and they can obtain a residence permit confirming their right to live and work in the UK.
Nationals of Romania and Bulgaria (known as A2 countries), which joined the EU on 1 January 2007, must not start working in the UK before they get authorisation from the Home Office.
To obtain authorisation, the employer has to make an application for a work permit for the prospective employee and, once approved, the employee will need to apply for an accession worker card.
Continue reading "The Law and Overseas Stylists" »
Employees Rights to Emergency Leave
Posted by
Posted by
Kate
Dated: March 26, 2008 1:01 PM
Dated: March 26, 2008 1:01 PM
As an employer, you have a legal obligation to give your staff time off to deal with emergencies affecting their dependants. Stephan Weber, a trainee solicitor at Sykes Anderson LLP, explains who is entitled to time off and under which circumstances you should give it to them.
What is time off for dependants?
Employees have a right to take a reasonable amount of time off work to deal with certain unexpected or sudden emergencies affecting their family and to make necessary longer-term arrangements.
Who qualifies for the right?
The right is available to all employees, whether they work full-time or part-time, and there is no qualifying period – an employee is entitled to the right from the first day of employment.
Who counts as a dependant?
A dependant is defined as the husband, wife, civil partner, child or parent (but not grandparent) of the employee. An elderly relative who lives in the same household as the employee also counts. However, tenants or lodgers living in the family home are not included. Others who rely solely on the employee for help in an emergency may also qualify.
In what situations can an employee take time off?
The right enables employees to take time off in the following situations:
- If a dependant falls ill or has been injured or assaulted
- When a dependant is giving birth
- To make longer-term care arrangements for a dependant who is ill or injured
- To deal with the death of a dependant, including making funeral arrangements and attending the funeral, applying for probate and meeting with probate officers
- To deal with an unexpected disruption or breakdown of care arrangements for a dependant
- To deal with an unexpected incident involving the employee’s child during school hours.
Under the statutory right, an employee is only entitled to take time off for dependants in the situations listed above.
Other emergencies, such as a breakdown of the central heating or a burst water pipe, remain a matter to be determined solely between the employee and their employer.
Can both parents take time off work if their child falls ill?
There may be times when it is necessary that both parents take time off, for example if their child has had a serious accident. However, much will depend on the circumstances of the particular case and government guidance suggests that both employer and employee should adopt a common sense approach in these situations.
How much time off can an employee take?
The employee is entitled to take a reasonable amount of time off. What is reasonable will depend on the circumstances of each case. The nature of the incident, the closeness of the relationship between the employee and the dependant and the extent to which another person is available to assist are all relevant factors.
In most situations, one or two days should be sufficient. If a child falls ill, this will give the employee enough time to see a doctor and make other arrangements for the child, if necessary. The employee is not entitled to take two weeks’ leave to look after the sick child.
What if the employee knows in advance that a problem is going to arise?
As the right only covers emergencies, it will generally not apply if the employee knows in advance that something is going to happen. If an employee knows beforehand that they are going to need time off, they may be able to arrange this with their employer by taking another form of leave.
How often can the employee rely on the right to time off?
The right is intended to cover all genuine emergencies and there is accordingly no limit on the number of times an employee can be absent from work if an emergency occurs.
Does an employer need to keep records of time off, taken under this right?
Employers are not required to keep records of time off taken but it is recommended that they do.
Is the time off paid?
The legal obligation for an employer is only to provide unpaid leave but an employer may, of course, choose to enhance the right by paying employees for some or all of their absence. The employment contract of the relevant employee should be consulted
for any provisions that deal with these
situations.
What remedies are available to employees for breach?
While any disputes should ideally be resolved internally, an employee who is wrongly refused permission to take time off or who is subjected to a penalty or detriment for taking it (or seeking to take it) may apply to an employment tribunal for compensation.
An employee who is dismissed for taking (or seeking to take) time off, may bring a claim for unfair dismissal, whether or not they have completed one year’s service.
Any claim must be brought within three months of the date on which the refusal, detriment or dismissal occurred.
Where a claim relates to a detriment or constructive dismissal, an employee is required to first raise their complaint as a grievance, in accordance with the statutory grievance procedure, before lodging their employment tribunal claim. However, rather curiously the statutory grievance procedure does not apply to claims for refusal of time off.
What obligation does the employee have to give notice?
It is not necessary to give notice in writing but employees must tell their employer, as soon as reasonably practical, the reason for their absence and how long they expect to be away from work.
The employee must also give sufficient information to enable their employer to determine that their time off meets the statutory right.
The legislation does not require the employee to produce any evidence of their need to take time off but there is also nothing preventing the employer to request appropriate evidence.
What practical steps can an employer take to prevent abuse of the right?
To prevent abuse an employer should put in place a clearly worded policy:
- Setting out the circumstances in which an employee may take time off and any (reasonable) evidence which the employer may require
- Setting out the notification procedure that the employee is required to follow
- Stipulating the penalties for abusing the right and for failing to follow the notification procedure
- Explicitly stating that abuse or breach of the policy will result in disciplinary proceedings being instigated.
The policy should be publicised and the employer must ensure that the policy is enforced consistently throughout the workforce.
Both employers and employees should be aware of the existence but also of the limitations of the right to time off work. In genuine emergencies, employees will not depend on their employer’s approval to take time off.
On the other hand, in order to prevent abuse of the right, employers should clearly set out the circumstances in which an employee will be entitled to the right and the notification procedure that needs to be followed.
Stepping Up From Stylist to Salon Manager
Posted by
Posted by
Kate
Dated: March 26, 2008 1:06 PM
Dated: March 26, 2008 1:06 PM
Management training specialist Karrin Lawrence, founder of Pure Clarity Ltd, has some helpful advice for stylists thinking of making the step up to salon manager.
What characteristics make a good manager?
The most important characteristic a manager should have is the ability to be honest and show emotional consistency in everything they do.
Clear, open communication alongside a level temperament means people know exactly what to expect from you. Having people walking on eggshells until they know what kind of mood you are in that day, does not build team trust, or open up clear communications.
Are these attributes that can be learnt?
Absolutely! Everything we do is a skill, and all skills can be learnt if the motivation is present.
What should a potential manager consider before applying for, or accepting, a management position?
There are three main points to consider:
- Do they know each job role within their business?
- Do they understand how to identify when a person is not fulfilling their role effectively, and, do they have the tools to do that?
- Can they then discuss this with the person involved clearly and without blame or judgement?
Most people can do the first two, but not many people can do the third task well and easily.
In my coaching, I call this being respectful over being courteous. Being courteous and polite can make people feel good, but it doesn’t change anything effectively in the workplace.
Being respectful means having to tell someone something they may not want to know or hear. This could range from raising awareness of poor skills, bad hygiene or a lack of teamwork. This isn’t an easy task to do without sounding as though you are attacking someone.
If you are being promoted from the salon shop floor to a management position with your team, could you do this?
How can being promoted to manager affect relationships with the team?
Managing people changes the dynamic in the salon. While in your mind you may not think anything has changed, your team will view you as a different person. So another consideration before becoming a manager is whether you can work without the approval of others.
If you like Saturday nights out with your team, and you enjoy a good gossip with them, then maybe you’re not quite ready to move into a management role just yet.
How can you ease the transition from team member to manager?
The best scenario is to gain the full support of your team, and ensure they think your promotion is a good thing. In this case, I would say gently does it.
Take your role seriously, but one day at a time. No major boat rocking, but do start as you mean to go on. Having an introduction to your role in a team meeting is a good way for you to think about what you want for your team, and how you would like your team to use you.
For example, you could state your intentions for your team, and how best you would like to see the salon grow. You could ask your team what they would like for the salon, and how they would like you to support them in achieving that?
All salon owners will have business goals they want to fulfil and as a manager you have a responsibility to help make that happen. You also need the team to set their own goals within that vision to make it happen.
As a newly-promoted manager just asking the team what they would like for themselves is a good way for you to understand how you will make the vision a reality.
How do you deal with team members who aren’t happy with your promotion?
I would have a quiet word with them, and ask them how they feel about it. Do not put words into their mouths, just give them the opportunity to be able to speak about it and maybe even sound-off a little.
You might just learn something really useful about yourself that you can then change and improve. Being a manager will have people revealing your shortcomings too, and rather than reject them, learn from them.
Once they have had their say, they may realise that it was your boss’s choice to promote you, not yours, and being very open and honest with them may be enough for them to work it through.
Habia Appoint New Director
Posted by
Posted by
Kate
Dated: March 31, 2008 11:16 AM
Dated: March 31, 2008 11:16 AM
Samantha Golding, chair of Habia’s African Caribbean Hairdressing and Barbering Forum, has joined Habia as a director.
First establishing her own business with the help of the Princes Trust, Samantha went on to become Black Business Woman of the Year in 2001 and chaired the Black Women in Business Forum in 2003.
A member of City College and Walsall College of Arts And Technology Employers’ Forum, Samantha has a long proven commitment to education, training and working with young people, on top of running two salons in Birmingham.
Speaking of her appointment, Samantha said: "I’ve been happy to be working with Habia over the last six years on standards for hairdressing, and it has been wonderful to play a part in the new qualifications, so I am very much looking forward to my new role as a Habia Director."
Habia CEO Alan Goldsbro added: "Samantha has been involved with Habia for a long time and it’s great for her to be recognised in this way for her contribution.
"I know she will be an asset to the organisation and help direct its course over the next few years."
Tags: habia