Massage & Bodywork

November/December 2011

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BUSINESS SIDE to be enforced equally, or the word could get out that I charged so-and- so for a missed appointment, but I let so-and-so off the hook. A misstep can create ill will or even cost you clients. EMPLOYERS BEHAVING BADLY If you have others in your practice, whether employees or independent contractors, the litmus test for whether you're running things in a fair and ethical manner is often how much turnover you have. If you have a constant stream of staff coming and going, it's time for a long, honest look in the mirror. Treating independent contractors as employees is probably the biggest complaint I hear from MTs. To clarify, an independent contractor is a self- employed person who is working in your space. If you're requiring them to sit around on the premises for no pay when they don't have clients, forcing them to do free desk duty, or making them do cleaning and laundry (other than their own space or their own sheets), you've crossed the line, not only ethically, but legally as well. The Internal Revenue Service (IRS) has Form SS–8 (available on its website, www.irs.gov), which is used to determine worker status. Misclassifying workers, whether it's a deliberate action or not, can result in big fines and penalties if you're audited. Fair compensation is another hot topic. As an employer of more than a dozen people myself, I am very familiar with the overhead that's required to run a business. Fair compensation is a relative term, but again, the amount of turnover you have is an indicator on how you're doing. Some employers pay hourly, some on a percentage basis. I've heard from therapists who were receiving as little as $10 an hour, or as little as 30 Many employers have shared stories with me about therapists stealing files and soliciting clients. percent. When that's the case, they don't stay long; they're looking for someone who will place more value on them and the services they provide— and someone will. If therapists are leaving as soon as they find the next best thing, consider this: it's actually cheaper for you in the long run to compensate people well enough that you're not having constant turnover. Your staff members can make or break your business. When they're appreciated, treated well, and compensated fairly, they're going to help build your business. When they're not, you (the employer) are swimming against the tide. EMPLOYEES BEHAVING BADLY It's not just employers who are guilty of unethical behavior. Many employers have shared stories with me about therapists stealing files and soliciting clients. The only person I've ever fired at my office—and I actually fired him for a different reason—was telling clients they could get their sessions cheaper if they would come to his house. Fortunately, he only lasted two weeks and didn't have enough time to do much damage. After he left, I learned he had also stolen client contact information. Employers often devote time and money to train their employees. A spa owner recently shared that she hired a new therapist, spent a couple of weeks training her in all the spa techniques, and, after a month, the employee announced "I'll only be working for the next month, then I'm moving to Colorado." She failed to mention this during the hiring process. She wouldn't have been hired if the employer had known she was seeking such short-term employment, or the employer may have hired her as a temporary employee and spent less time and effort on her training. THE RIGHT CHOICE On a daily basis, we all face challenging situations and have to make choices. When you do something wrong one time, that's a mistake. When you do it again, that's a choice. Choosing ethical conduct is not just a good idea, it's required. Your solid judgment is not only going to safeguard clients, it will safeguard you and your reputation as a businessperson. Let the code of ethics be the foundation your business is built on and you'll thrive. Therapist's Guide to Business (Lippincott Williams & Wilkins, 2011), Plain & Simple Guide to Therapeutic Massage and Bodywork Examinations (Lippincott Williams & Wilkins, 2009), and One Year to a Successful Massage Therapy Practice (Lippincott Williams & Wilkins, 2008). Allen is the owner of THERA-SSAGE, a continuing education facility and alternative wellness clinic of more than a dozen practitioners of different disciplines in Rutherfordton, North Carolina. Visit her website at www.thera-ssage.com. Laura Allen is the author of A Massage tune in to your practice at ABMPtv 25

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