Paid Training, Yes or No?
Under the Fair Labor Standard Act employees must be paid an average of minimum wage per manditory hour they are required to be at the workplace.
Should employers pay new hires for training? What is your experience with this?
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Replies to This Discussion
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Permalink Reply by Kathryn Melton on
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I understood the FLSA to say that per pay period our service plus sales commission plus tips must equal minimum wage or our employer must make up the difference to bring us up to minimum wage if we are required to be on site. So concerning training, and if we are not doing services that pay period, employers have to pay. That is what was done at my first job straight out of school before I was "on the floor". Guess I discussed several sub-issues here.....
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Permalink Reply by Patience on
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I agree Kathryn. If an employee is making minimum wage with commission and tips adding a training to the week or a manditory meeting however nice to be paid for isn't required. But I do not think many estheticians know they have a right to ask for paid training if they are just starting at a job. Some I have heard have been required to train for 2 weeks without pay.
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Permalink Reply by ASCP on
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I don't have vast experience in this category, at least not in the skin care profession, but years ago when I was in college and was a waitress/bartender at a restaurant that scheduled mandatory trainings, they did have to pay minimum wage as we were not earning tips or any other compensation. And, if the meeting is mandatory, they can't get out of paying for the time of their employees. Maybe it's not the same with a spa, but I would assume that compensation laws would apply in any case such as this.
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Permalink Reply by Lauren Snow, ASCP on
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I am really interested in following this post. It would seem like if an employer made the training/meeting mandatory, that you should be compensated for the "must attend" work related event.
I had employers that got around this by saying it was an unpaid training from the get-go and was "optional" but it really wasn't. Although sometimes I didn't want to go, I knew if I didn't it would be a career lowering move. I think we have to keep learning and look at it as continuing education, and that at least I didn't have to pay for it.
As far as new hire training- I think this should absolutely be paid. From the beginning you establish a good solid respectful relationship. If we want our employees to perform well and do the things we need them to do to operate the spa in the most beneficial way for the team, we need to "invest" in our employees too.
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Permalink Reply by Cindy Greenwood on
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I don't understand the situation I guess.
Why wouldn't you WANT to attend training to learn or refine a new skill or modality?
It's FREE training! Some employers even charge employees for training - or have them reimburse the employer if they leave before a certain time. I have learned even with short training from other employees, but have had great experience with vendor/manufacturer training...I see it as a perk not a downside.
If it is training in some admin or office procedure and you are an employee, I can see that you would expect to be earning your salary while "on-the-job" though.
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Cindy,
I am talking about new hire training on spa procedures: how to set up rooms to their standards, watch videos on selling products and basic things one would learn in school or has learned in the field, learning how to fold sheets and towels per the particular spa standard, how to perform facials and treatments (aka trade secrets that cannot be taken from the spa), how to greet clients and product training/familiarity. Even a brand new esty straight out of school should be paid for her time. Not being paid for manditory training is an illegal practice, but usually doesn't effect us when working for commission because if we broke down what we make per hour it would exceed minimum wage. All of the above definately benefits the employee to help with performing their job at the business, but would not help them in their career field if they left that spa.
A new hire should not have to spend even a day much less two weeks in training without any compensation. As in any job, training should be paid if they are not working for commission or hourly yet. Even if the employee quits after training the employer is required by law to pay. However, this does not include continued education to keep a license up to date.
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