Comments on: Retaliation, Discrimination, and Accommodation: What You Need to Know https://thisuglybeautybusiness.com/2016/09/retaliation-discrimination-and-accommodation.html Backstabbing, bitchfits, and Botox...there's no business like the beauty business. Wed, 09 May 2018 01:23:33 +0000 hourly 1 https://wordpress.org/?v=6.8.5 By: Tina https://thisuglybeautybusiness.com/2016/09/retaliation-discrimination-and-accommodation.html#comment-11707 Wed, 09 May 2018 01:23:33 +0000 https://thisuglybeautybusiness.com/?p=2254#comment-11707 In reply to Loretta.

Thanks! 😀 Nice to meet you too!

]]> By: Loretta https://thisuglybeautybusiness.com/2016/09/retaliation-discrimination-and-accommodation.html#comment-11687 Tue, 08 May 2018 00:42:32 +0000 https://thisuglybeautybusiness.com/?p=2254#comment-11687 Love your blog! We met at Hand and Stone. I am very impressed by your work here!!! Write me back if you can I subscribed to your newsletter. So nice meeting you.

]]> By: Tina https://thisuglybeautybusiness.com/2016/09/retaliation-discrimination-and-accommodation.html#comment-9446 Mon, 15 May 2017 12:52:00 +0000 https://thisuglybeautybusiness.com/?p=2254#comment-9446 In reply to JN.

I would consider that retaliation. It seems like she’s creating a hostile work environment because you questioned the legality of the agreement. If I were you, I’d bring this change in her behavior up to her in a private meeting and let her know, “Hey, I think you’re upset about this and that’s okay, but it’s not okay for you to penalize me for questioning the legality of the arrangement. If you’re making a mistake, wouldn’t you rather find out now and correct it before the labor department or IRS does?” I’d mention the EEOC regulations against retaliation as well, letting her know that you understand most salon owners aren’t trained to know about those details, but that it’s really important that she take time to get familiar with them before she makes a serious mistake and incurs the wrath of someone far less patient and understanding than you are.

]]> By: JN https://thisuglybeautybusiness.com/2016/09/retaliation-discrimination-and-accommodation.html#comment-9445 Sun, 14 May 2017 05:14:56 +0000 https://thisuglybeautybusiness.com/?p=2254#comment-9445 Recently my employer had written up a new policy that all commission employees were to sign, stating that any time not spent servicing clients was to be used cleaning, receptioning or anything along those lines except for a half an hour lunch break and two 10 minute breaks depending on length of shift. I know that technically these are the acceptable labor laws in my state however my salon is not FLSA compliant and pays us commission only without tracking hours. I never refused to sign but mentioned I’d be more comfortable contacting the labor board before doing so and needless to say this did not go over well. The following day I was written up for insubordination. I’ve been at the salon for years and have never had any disciplinary problems and already help with cleaning and phones but I’m busy and look forward to the minimal down time when I have the chance. I see you noted that questioning employee oyment practices was included, would you consider this to fall under that umbrella? I’ve been getting treated very coldy and I’m concerned on how this may continue.

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