The Covering Beauty Blog

Everything you need to know about insurance for your beauty business.

Great News for Booth Renters in AZ, CA, CO, NC, & OR

Posted June 21st, 2013 by Jeff Pulford

As licensed, independent professionals, booth renters’ unique status grants both the privileges and the responsibilities of being a “business owner.” Among those responsibilities are to protect themselves, their income, the salons where they work, and, of course, their clients.

We are the beauty industry’s insurance specialist and are happy to now offer The Solution: 225

Insure Beauty has designed a unique program with an A++ rated company that covers all work activities, on premise or off, covers landlords, and protects the Independent Contractor, and their clients.

We are proud to offer Independent Stylist / Booth Renter Insurance for the following states with NO TAXES OR ADDITIONAL FEES:

ARIZONA FLAGArizona Booth Renter Insurance – $225/year

 

CALIFORNIA FLAGCalifornia Booth Renter Insurance – $225/year

 

COLORADO-FLAGColorado Booth Renter Insurance – $225/year

 

oregon_flag_2Oregon Booth Renter Insurance – $225/year

 

NORTH CAROLINA FLAGNorth Carolina Booth Renter Insurance – $199/year

 

Fill out our quick and easy online application to get started:  www.insurebeauty.com/get-quote/stylists/ 



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Help Moore, Oklahoma

Posted May 22nd, 2013 by Jeff Pulford

John Stubbfield placed an American flag in Moore, Okla. (photo from The New York Times)

InsureBeauty would like to send our deepest condolences to Moore, Oklahoma and all friends and family impacted by the deadly tornado that ravished the area on Monday.

Like many other outlets, we’d like to pass along information on how you can help this community:

  • Simply text REDCROSS to 90999 to donate $10 to the American Red Cross
  • or, visit www.redcross.org to donate any amount


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California Employee Commission Contract Law

Posted February 7th, 2013 by Jeff Pulford

Are you an salon or spa owner that pays your employees with commission?  Or, are you an employee in a salon or spa being paid commission?  Then our blog this week, is just for you.

California AB 1396 Requires Employers to Reduce Commission Agreements to Writing

the following is by David T. Wang of  California Workplace Law Blog

On October 7, 2011, Governor Brown signed AB 1396.  The new law requires all employers doing business in California to draft written contracts for any agreements with employees that involve commissions as a method of payment for services.  Commission wages are defined as compensation paid to any person for services rendered in the sale of an employer’s property or series and based proportionately upon the amount of value thereof.

The deadline for employers to reduce all commission agreements to writing [was] January 1, 2013.  In addition, employers must provide a signed copy of the contract to every employee covered by the commission agreement and obtain a signed receipt for the contact from each employee.  There are no penalties associated with a violation of the new statue but presumably it could be a basis for suit under California’s Private Attorneys General Act (PAGA) and Unfair Competition Law.

In addition to the new law, California already regulates the payment of commissions, the calculation of commissions and what happens with a commission upon termination/resignation.  Ultimately, employers must draft written commission agreements and carefully review the terms of the documents to ensure they are clear and lawful.

Assembly bill no 1396 Chapter 556

An act to amend section 2751 of , and to repeal section 2752 of the Labor code, relating to employment.

Legislative Counsel’s Digest

AB 1396, committee on labor and employment. Employment contract requirements.

Existing statutory law which has been held invalid by existing case law, requires and employer who has no permanent and fixed place of business in the state and who enters into a contact of employment involving commissions as a method of payment with an employee for services to be rendered within the state to put the contract in writing and to set forth the method by which the commissions are required to be computed and paid.  An employer who does not comply with those requirements is liable to the employee in a civil action for triple damages.

[As of], January 1, 2013, this contract requirement [became] applicable to all employers entering into a contract of employment involving commissions as a method of payment with an employee for services to be rendered in the state. In addition, the bill repeals the provision making an employer who violates this requirement liable in a civil action for triple damages.

The people of the State of California do enact as follows:

SECTION 1. The legislature hereby finds and declares that this bill is enacted in light of the holding in Lett v. Paymentech, Inc. (N.D.Cal. 1999) 81 F.Supp.2d 992 and that the intent of this bill is to restore the employee protections that had been in effect prior to that holding by making section 2751 of the Labor Code apply with equal force to employers with a fixed place of business in the state and to employers who do not have a fixed place of business in the state.

SECTION2. Section 2751 of the Labor Code is amended to read:  2751. (a) By January 1, 2013 whenever an employer with an employee for services to be rendered within this state and the contemplated method of payment of the employee involves commissions, the contract shall be in writing and shall set forth the method by which the commissions shall be computed and paid.

Ch. 556

(b) The employer shall give a signed copy of the contract to every employee who is a party thereto and shall obtain a signed receipt for the contract from each employee.  In the case of a contract that expires and where the parties nevertheless continue to work under the terms of the expired contract, the contract terms are presumed to remain in full force and effect until the contract is superseded opt employment is terminated by either party.

(c) As used in this section, “commissions” has the meaning set forth in Section 204.1.  “Commission” does not include short-term productivity bonuses such as are paid to retail clerks: and it does not include bonus and profit-sharing plans, unless there has been an offer by the employer to pay a fixed percentage of sales or profits as compensation for work to be performed.

SECTION.3. Section 2752 of the Labor code is repealed.



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New Health Insurance Laws & You

Posted January 2nd, 2013 by Jeff Pulford

There are many questions looming about how and when the health insurance Affordable Care Act will impact businesses and individuals alike.  You may be wondering how the new laws will affect your beauty business and employees.  This weeks’ blog is dedicated to helping shed some insight to the new health insurance laws and your small beauty business.

 

A place to start your quest for answers about your business is HealthCare.gov, a website created to help you:

  • Find insurance options by your state and situation
  • Get help using insurance
  • Learn about the new health care law and you
  • compare care providers
  • Access prevention and wellness resources

Key features of the law are outlined here.  The section most pertaining to you Beauty Pros is the Small Employer Tax Credits section:

Small Employer Tax Credits

The Affordable Care Act helps small businesses afford the cost of covering their employees.

What This Means for You

If you have fewer than 25 employees with average annual wages below $50,000 and provide health insurance, you may qualify for a tax credit of up to 35% to offset the cost of your insurance. This credit will increase in 2014 to 50%. This will make the cost of providing insurance much lower.

Claim this tax credit for your small business at IRS.gov.

Under the health care law, employer-based plans that provide health insurance to retirees ages 55-64 can now get financial help through the Early Retiree Reinsurance Program. This program is designed to lower the cost of premiums for all employees and reduce employer health costs.

In 2014, small businesses with generally fewer than 100 employees can shop in an Affordable Insurance Exchange, which gives you power similar to what large businesses have to get better choices and lower prices.  For small employers, the Exchange is a way to level the playing field, where you have better choice of plans and insurers at a lower cost, the way larger employers do now.

Independent Resource

Another great resource can be found at www.healthinsurance.org – an independent (non-government) source for your state-by-state coverage options, including medical, dental and small group insurance, health and wellness information. Personalized insurance quotations are also provided.

Health Insurance for Independent Contractors / Booth Renters.

Top Things to Know for Healthy Individuals

Under the health care law, insurance companies can no longer drop you when you get sick just because you made a mistake on your coverage application.

Starting in 2014, if your income is less than the equivalent of about $88,000 for a family of four today and your job doesn’t offer affordable coverage, you may get tax credits to help pay for insurance.

Starting in 2014, if your employer doesn’t offer insurance, you will be able to buy insurance directly in an Exchange that gives you power similar to what large businesses and members of Congress have to get better choices and lower prices.

Top Things to Know for Individuals with Health Conditions

Under the health care law, if you have been uninsured for at least six months and have a health condition, you may be able to get health insurance through the Pre-Existing Condition Insurance Plan.

If a new insurance plan doesn’t pay for services you believe were covered, you now have new, clear options to appeal the decision.

Insurance companies can no longer drop you if you get sick just because you made a mistake on your coverage application.

Starting in 2014, job-based and new individual plans won’t be able to exclude you from coverage or charge you a higher premium for a pre-existing condition, including a disability.

Starting in 2014, if your income is less than the equivalent of about $88,000 for a family of four today, and your job doesn’t offer affordable coverage, you may get tax credits to help pay for insurance.

Most content of the article taken from HealthCare.gov website.



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Future Blog Topics

Posted December 18th, 2012 by Jeff Pulford

What would you like to read here on Covering Beauty – The Blog?

These are some of the topics we are working on for our upcoming blogs in the new year:

  • Updates to health insurance laws in the beauty industry
  • Announcement of new insurance programs for each state with base prices and coverages
  • Feature blog post for each salon/spa/barbershop that purchases a policy – detailing specific stats and coverages for each
  • Highlight the savings or coverage increase InsureBeauty provides over previous policy / competitors’ rates
  • Stats on most common insurance claims for salon industry with description/example & tips to avoid
  • Jokes/Irony/Funny Stories (to lighten the mood every now and then)

We also want to hear from you!  What would you like to read here?  Please help us decide what to blog about and you’ll be entered for two chances to win a $50 Visa gift card.  Simply fill out the short questionnaire here:  http://eepurl.com/s685P



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Health Insurance Laws

Posted December 16th, 2012 by Jeff Pulford

Happy Monday Beauty Pros!  You may know that we are experts at insurance when it comes to covering your beauty business with Professional Liability, General Liability, Property Coverage, and Workers’ Compensation.  We’d also like to let you know that we are currently researching and doing our best to help you with the new health insurance laws affecting salons, spas and barbershops.

We’ll do our best to keep up with this topic and keep you informed.  If you have a question in the meantime, please don’t hesitate to contact us.

 



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Recognition: Moises Estrada

Posted November 26th, 2012 by Jeff Pulford

Happy Monday Friends!  For this week’s blog, we at InsureBeauty would like to give special recognition to one of our hometown Beauty Industry successes (and long-time client) Moises Estrada.  Moises is the owner of Wayne’s College of Beauty and has been educating and molding cosmetology students into Beauty Professionals for 25 years.  His skills as an effective teacher and an expert stylist have not gone unnoticed.  For the past several years, Moises Estrada has been invited to China to share his talents and teach a series of cosmetology seminars.

From here in Salinas, California, to half way across the world in China, we congratulate Moises and the dedication he has put into his career and his students.



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Keeping Your Tanning Salon Safe

Posted September 26th, 2012 by Jeff Pulford

Today’s blog focuses on keeping your tanning salon safe.  The following article is edited from Tan Pro News by Bill Coons, Senior Loss Control Specialist of THOMCO

If you’ve been in the tanning salon business for any length of time it comes as no surprise that protecting your customer’s privacy is extremely important to protecting your business’s livelihood.

Challenges

There are unique challenges that tanning salon owners face with the major being ‘peeping Toms’.  As a salon owner it’s your duty to your customers, your business, and arguably the industry to create an environment that discourages voyeurism at every level.

Posted Policies

It’s a good idea for tanning salons to create internal policies related to customer privacy.  Employees need to be explained the company’s policies and given a copy in writing as well as sign an acknowledgement that they received and understand the policies.  At minimum policies should address the following: room security and privacy, protecting customer’s personal information, reporting suspicious behavior of other employees or customers, and consequences for violation of the policies.

Employees

Salon owners have a responsibility to perform criminal background checks on all employees prior to employment.  Employees need to have an open communications policy with management so if they witness odd behavior from a co-worker, management can take action.  It is a good proactive for owners to observe employees through security camera systems or two-way mirrors to pick up on possible inappropriate behavior.

Buildings

Recent stories in the news on this topic include allegations of hidden cameras in fans, A.C.s, and plants.  A [particular] recent story in the news talks about a perpetrator climbing above a drop down ceiling and observing patrons form a neighboring retail space.  Common incidents of privacy violations involve the use of cell phones reached over wall openings to take pictures or videos of unsuspecting patrons.  To prevent this activity which is commonly agreed upon spur of the moment rather than being planned, easy access to room openings must be eliminated.

Record Keeping

When it comes to defending claims against a business, a successful defense will depend on what you can show a potential jury you did to prevent an incident.  Maintaining records of employee training on this topic, written policies, building design and a written company policy will go a long way to defend against claims.

 



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“The Hairdresser”

Posted July 19th, 2012 by Jeff Pulford

“It is my considered opinion that the hairdresser is the most influential person in any community. When the public goes to a hairdresser, something happens to them. They feel safe, they relax. The hairdresser knows what their skin is like under the makeup, they know their age, they don’t have to keep up any kind of pretense. People tell a hairdresser things they wouldn’t dare confess to a priest and they are open about matters they’d try to conceal from a doctor. When people place their secret lives in the hairdresser’s hands, the hairdresser gains an authority few other people attain. I have heard hairdressers quoted with complete conviction on art, literature, politics, economics, child care and morals. I tell you that a clever, thoughtful, ambitious hairdresser wields a power beyond comprehension of most people.”

- John Steinbeck

John Steinbeck & InsureBeauty are both from Salinas, CA and we share the same high opinion of this noble profession.   Thanks for all you do!!

 



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Education for Salon & Spa Owners

Posted July 16th, 2012 by Jeff Pulford

Things to Learn & Know

It’s so important to keep learning and not get complacent as a business owner, especially in the constantly evolving Beauty Industry.  We’ve compiled a list of things to know and learn as a Salon or Spa Owner.

  • Business and Insurance
  • HR Laws, Rules and regulations and penalties associated with
  • OSHA, BBC, Fire Marshall
  • Local Ordinance – Fire Rules
  • Business Permits, working with local authorities.
  • MSDS
  • Leases
  • Definition of Business forms, BR, EE

(InsureBeauty is the industry expert in Salon & Spa insurance.  Call  us toll-free at 855-257-0088 if you have any questions, we’d love to help).



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