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SHORT TIME IN THE HAIRDRESSING, COSMETOLOGY, BEAUTY & SKINCARE INDUSTRY


In accordance with the Main Collective Agreement of the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry (HCSBC), Clause 4.2.60 short time in the hairdressing and beauty industry refers to the reduction of working hours due to a shortage of work or other unforeseen circumstances beyond the employer's control. Here's how employers can implement short time in their salons:

 

Notification Requirement

Employers must notify employees and the council in writing within seven days of hiring or terminating part-time, casual, or temporary employees. Failure to do so may result in employees being entitled to full payment of wages in lieu of notice.

 

Payment during Short Time

If employees work on commission, their earnings must at least equal the National Minimum Wage. If the commission falls short, the employer is responsible for bridging the gap. During periods of unpaid leave (e.g., maternity or disability), pension fund premiums must still be paid to ensure continued coverage for benefits like death, disability, and critical illness.

 

Consultation Process

Employers must consult with the trade union and non-unionized employees to discuss the reasons for implementing short time, the duration, and its impact on working hours. Work should be divided among affected employees during short time.

 

Payment Structure 

Employees will only be paid for the hours they work during short time, with deductions (excluding subscriptions to the Employer’s Organisational and Trade Union) made on a pro-rata basis. Employers must notify the council or trade union of any changes in working hours within five days.


Duration of Short Time 

Short time cannot exceed six months unless there are extraordinary circumstances warranting an extension. Employers must notify the council or trade union if they intend to extend short time beyond six months.

 

Assisting staff members during short time periods involves careful consideration of both operational needs and employee rights. For further assistance, employers and employees can contact EOHCB representatives in their respective areas. These measures aim to strike a balance between business operations and employee well-being.



 

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