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Policies 
Documents to read

Equal Opportunity Policy

 

1,Your employer is an equal opportunity employer and will not permit unlawful discrimination against any person on grounds which include:

    a, colour                

    b, creed

    c, race, national or ethnic origin

    d, sex

    e, marital status

    f,  disability

 

Unlawful discrimination includes treating a person less favourably than others are, or would be treated in the same or similar circumstances.

 

2, Your employer will not permit:

    a, any job applicant or employee to receive less favourable treatment than any other on any grounds set out in paragraph 1 of this policy

    b, any job applicant or employee to be placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect on him or her which cannot be shown to be relevant job requirements.

 

3, The only exceptions to this policy will be:

    a, where the sex of a person is a genuine occupational qualification 

    b, where the disability of a person prevents the function of the job from being carried out

4, There will be equality of opportunity in the recruitment, training, development and promotion of staff.

 

5, All staff must comply with the terms of this policy

 

6, If any employee feels that he or she is suffering from unfair treatment on any of the grounds in paragraph 1, that employee may invoke the Grievance Procedure or raise the matter, in the first instance, with his or her employer.        

Health and Safety Policy

 

  • Your employer will ensure, so far as is reasonably practicable, the health and welfare at work of all its employees.

  • Your employer will ensure, so far as is reasonably practicable, that its business is conducted in such a manner that no-one who is lawfully present within its salons is exposed to risk to their health and safety.

  • Through the management, and so far is reasonably practicable, your employer is responsible for:

  • (a)provision and maintenance of plant and systems of work that are safe and without risk to health

  • (b) ensuring safety and absence of risk to health in connection with handling, storage and transport

  • (c) provision of information, instruction, training and supervision

  • (d) maintenance of all places of work in a safe condition

  • (e) provision and maintenance of a safe working environment and of welfare facilities. 

  • Every employee has a duty to take reasonable care for their own health, safety and welfare at work and for that of their colleagues.  They must comply with this policy at all times.

  • Your employer/manager shall have the primary responsibility for ensuring full compliance with the terms of this policy within their department at all times.  This responsibility shall be considered to be management responsibility equal to that of any other function.  In particular:- 

  • (a) keep an accident book within the salon and be responsible personally for entering in that book full particulars of every accident occurring in the salon.

  • (b) report all injuries and dangerous occurrences to the to the relevant enforcing authority (in accordance with RIDDOR) by the quickest possible means, e.g. by telephone that day, and then submitting Form F2508 to such authority within seven days of the accident occurring.

  • (c) hold regular team meetings to reinforce the terms of this policy, to discuss current health and safety requirements and information.

  • (d) ensure that every newly appointed employee is made fully aware of the terms of this policy.

  • (e) report all accidents, injuries and dangerous occurrences to the management within one working day.

  • (f) regularly ensure the correct functioning of all alarms and equipment.

  • (g) ensure that all means of entrance and exit are kept clear at all times.

  • (h) regularly ensure that evacuation exercises are carried out.

  • (i) ensure that at all times no-one smokes within the salon.

  • (j) ensure that at all times every employee uses the hair and beauty preparations, customer gowns, tinting capes and paper towels as provided.

  • (k) employees are required to use personal equipment that is in optimal working order at all times. Regular maintenance checks should be conducted to ensure that equipment meets safety standards and functions effectively. 

  • (l)employee fully complies with any manufacturer's instructions in the use of preparations, especially with regard to skin and hair tests for possible irritation or damage.

  • (m) ensure that at all times every employee sterilises all brushes and combs after their use on each client.

  • (n) ensure that at all times every employee wears a uniform or clothing which is clean and tidy, and proper shoes which have flexible soles and which grip the heel.

  • (o) ensure that every employee fully understands that a failure to fully comply with the terms of this policy render him/her liable to summary dismissal.    

Emergency Evacuation Policy

 

If you discover a fire:

  1. Operate Fire Alarm immediately. 

  2. Attack the Fire if possible with equipment provided but do not take a personal risk 

  3. Call the Fire Brigade Dial 999 

  4. Give operator our salon telephone number 0121 703 9003 and ask for Fire Brigade 

  5. When Fire Brigade replies give them the relevant information including the address 

Bannatyne Health Club Saintbury Drive, Solihull, B91 3SZ

 

If you hear a fire alarm:

  • Leave the building immediately through any of the Fire Exits and proceed to assembly point,  the car park at the front of the salon

  • Use nearest available exit, do not use any lifts

  • Do not stop to collect personal or company belongings

  • Do not re-enter the building

 

Fire extinguishers are located at the existing fire points around the salon. All staff will be shown the positions of the extinguishers by their induction facilitator or department head. 

The extinguishers to be provided are as follows: e.g.

  • Water Extinguishers Wood, Paper and Cloth

  • Dry Powder or Foam Flammable Liquids

  • Carbon Dioxide (CO2) Electrical Fires 

 

Fire doors should never be locked, left open or removed. 

Communicable Diseases and Wellness Policy

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1. Purpose

Emava has developed this Communicable Diseases and Wellness Policy, with a particular focus on Human Immunodeficiency Virus (HIV) and Acquired Immune Deficiency Syndrome (AIDS), as well as other communicable diseases. The purpose of this policy is to:

  • Ensure individuals affected are treated with dignity, fairness, and respect.

  • Prevent discrimination during recruitment, employment, or continued service.

  • Provide reasonable workplace adjustments and support where necessary.

  • Safeguard the privacy and confidentiality of affected individuals at all times.

 

2. Scope

This policy applies to:

  • All employees, contractors, interns, and volunteers of Emava.

  • Applicants during the recruitment and selection process.

  • Visitors or third parties engaged in Emava-related activities.

 

3. Non-Discrimination

  • No employee, applicant, or stakeholder will be denied employment, promotion, training, or any employment-related benefit on the basis of actual or perceived HIV/AIDS status or any other communicable disease.

  • Employment decisions will be based solely on qualifications, skills, abilities, and job performance.

 

4. Confidentiality and Privacy

  • Medical information, including HIV/AIDS status or other communicable diseases, will be treated as strictly confidential.

  • Disclosure of such information will only occur with the explicit, informed consent of the individual, unless legally required.

  • Breach of confidentiality will be considered a serious disciplinary matter.

 

5. Workplace Adjustments and Support

  • Reasonable adjustments will be provided to enable affected individuals to continue working productively.

  • Employees may request flexible work arrangements, leave, or other support measures where medically necessary.

  • Emava will ensure that no employee is unfairly isolated or excluded.

 

6. Wellness and Awareness Programs

  • Emava is committed to promoting employee wellness through education, awareness campaigns, and access to support services.

  • Training may be provided to reduce stigma and discrimination in the workplace.

  • Voluntary participation in health and wellness initiatives will be encouraged.

 

7. Infection Control and Safety

  • Standard workplace safety practices will be observed to minimize the risk of transmission of communicable diseases.

  • Employees are expected to follow hygiene, health, and safety guidelines as issued by Emava or public health authorities.

  • No employee will be required to undergo mandatory testing for HIV/AIDS or other communicable diseases, unless required by law.

 

8. Roles and Responsibilities

  • Management will ensure compliance with this policy, provide necessary support, and foster a safe and inclusive environment.

  • Employees are expected to treat colleagues with respect, uphold confidentiality, and participate in wellness initiatives where appropriate.

  • Human Resources will be responsible for implementing this policy, managing confidentiality, and addressing any related grievances.

 

9. Grievance and Reporting

  • Any employee who feels they have been discriminated against or whose confidentiality has been breached may file a grievance through the established HR process.

  • Emava will investigate complaints promptly, fairly, and confidentially, and take corrective action where necessary.

 

10. Review and Updates

  • This policy will be reviewed every two years, or earlier if required by changes in legislation or organizational needs.

  • Updates will be communicated to all employees.

Social Media Policy 

    1.    Ownership of Content

All photographs, videos, and other media created or captured within the salon, or in connection with the salon during the course of employment, are the property of Emava, not the employee.

   2.    Posting on Social Media

    •    All salon-related content must be posted on Emava’s official social media platforms.

    •    If an employee posts salon-related content on their personal social media accounts, it must have prior consent from the employer and the post must tag and credit Emava.

   3.    Content Approval and Removal

    •    The salon reserves the right to request the removal of any salon-related content from an employee’s personal social media accounts at any time.

    •    If the employer requests that a post be removed, the employee must comply immediately and without question.

   4.    Professional Standards and Confidentiality

    •    All social media content must reflect the professional standards of the salon.

    •    Client confidentiality must be respected at all times, and no content may be posted without appropriate consent.

   5.    Termination of Employment

    •    Upon termination of employment, for any reason, the employee must remove all salon-related photos, videos, or content from their personal/buisness social media accounts when requested by the employer.

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