Pulse May 2021 | Page 63

“ I think having a champion that will do all of the backend research and who is able to divulge all the information to your spa teams , make sure you ’ re following those CDC or OSHA guidelines , create flyers , videos — I think here more knowledge is power .”
“ Having good communications and talking points for the different staff as they ’ re engaging with the customer base is the most critical — good communication and training people how to answer the uncomfortable conversation up front .”

“ I think having a champion that will do all of the backend research and who is able to divulge all the information to your spa teams , make sure you ’ re following those CDC or OSHA guidelines , create flyers , videos — I think here more knowledge is power .”

— ANDREA ZEMEL
It ’ s also key that spas encouraging their employees to become vaccinated also allow for flexible scheduling that will make it easier for staff to take the time to receive their vaccination . One thing that may make a flexible approach easier is the extension of tax credit provisions originally found in the Families First Coronavirus Response Act as part of the more recently passed American Rescue Plan Act . This extension grants employers ( with between 50 and 500 employees ) a refundable tax credit for up to 10 days of qualified paid sick leave per employee and expands the scope of covered reasons for which employees can be provided qualifying leave to include obtaining or recovering from side effects due to a COVID-19 vaccination . Says Iley , “ As an employer , you ’ re still able to get the dollar-for-dollar tax credit on the back end , so it ’ s a really great way to offer something and actually get your money back as well .”
Full Disclosure
As more and more individuals receive vaccinations , guests are increasingly likely to ask about the vaccination status of spa employees or specifically request treatment from a vaccinated therapist or service provider . Spas that receive these requests should not disclose the vaccination status of their team members and should have a defined policy that employees can “ pin the blame on ” if guests ask one of them directly . Brooke Iley suggested that , if asked , the spa should communicate to guests that it is the spa ’ s goal to get every employee fully vaccinated , reiterate the other safety measures the spa has put in place for the protection of staff and guests and rotate service providers on an automated basis to satisfy guest concerns while also avoiding issues of discrimination among vaccinated and non-vaccinated staff .“ That way ,” said Iley ,“ if they had some one person that they always go to , it ’ s not flagging that potentially that person isn ’ t vaccinated . So you ’ ve accommodated the guests on a short term basis , you ’ ve told them that you ’ re moving toward full vaccinations across the board and you ’ ve protected the status of your various service providers .”
As vaccination efforts continue to provide hope that a return to full-scale operations isn ’ t too far away , spa leaders should continue to stay informed about the best practices regarding vaccination policies and COVID-19 protocols through organizations such as the U . S . Centers for Disease Control ( CDC ) and the Occupational Safety and Health Administration ( OSHA ). ■
PATRICK HUEY ISPA Board Chairman
BROOKE ILEY
Leader , Blank Rome ’ s COVID-19 Taskforce , Labor and Employment Group
ANDREA ZEMEL People and Culture , Trilogy Spa Holdings

“ Having good communications and talking points for the different staff as they ’ re engaging with the customer base is the most critical — good communication and training people how to answer the uncomfortable conversation up front .”

— BROOKE ILEY
MAY 2021 PULSE 53