pam

Susan, have her use a really light bronzer and/or mix it with a regular accelerator for less bronzing until she gets used to using it. I would use products out of the same line to mix. If you have DS, try Drama Queen and Love Junkie about half and half until she gets used to applying bronzer. I have done that with a tingle and bronzer before to get the amount of each I wanted.

ZABAZU

No tan = No tanning job...

susanlatte

Pam!

That is an excellent idea! Thank you!

My employee is wonderful...extremely hard working and wants this job. I will have her try that. She wants to tan better too.

pam

Let us know how she does with it!

NJTANMAN

vto whom it may concern... I know who you are.. Thankyou for the virus.. it was quit cleverly crafted as an email from caltan.. very nice.... I dare to try it again... lets just say that I am giving you fair warning not to start you cant finish.. should you chouse not to heed my warning because you feel superiour to others.. be prepeared to be held accountable.. see me say..

dan

bubbles437

I know if I am buying something from my salon I ask whom ever is tan my question on products ect. I would not feel comftorable taking someones advise on what kind of tanning lotion I should by is they do not have atleast a base tan.

Tanfanatic

Yes, if they don't want to tan, don't keep them around. How can a customer take their advice on tanning or lotion if it looks like they don't have experience with either?

farrah

Just food for thought I would want to tan where there are tan employees it says to me GOOD BEDS!!!

Neon Beach

...... it also tells the client that they believe in the service and that tanning is not as devasting as some would have you believe.

Owners certainly can't force their employees to tan, but I wouldn't hire someone who hasn't tanned indoors, doesn't tan indoors or won't tan indoors. People who don't believe in the products and services they sell don't make good salespeople or representatives of your business.

Jancy

"#1 requirment MUST LOVE TO TAN....but as a requirment there may be legal issue...5 years later he or she gets cancer WHY...you made him or her tan..no thank you..."

I would avoid any requirement to force an employee to do anything. That is one of the quickest ways to get sued that I know of.

Also agreed that a few comments that some people here should reeducate themselves as quickly as possible about how skin cancer happens and the safety of using indoor tanning beds. It's up to us as an industry to continue to educate everyone about tanning safety and overcome all negative publicity. In order for anyone to prove they had gotten skin cancer from an indoor tanning unit, that person would have to go find someone who had never been in the sun before in their entire life and then show that this is a healthier person. It can't be done. There is still no definate link between indoor tanning and skin cancer, never will be either. You can't find an isolated person who tans only indoors who has never been into the sun. How are you going to prove the assertion that light absorption causes cancer? Certainly our ancestors used to be more in the sun than any of us are today - and their levels of skin cancer were much lower back then.

A. The question is "would a reasonable person believe that going under tanning lights for x amount of time causes skin cancer, and show that this is a direct consequence and is undeniably true."
B. The response would be "as a professional who observes thousands of people tanning for a period of x years I have yet to see anyone with skin cancer who directly used indoor tanning beds without a history of a single sunburn or sunpoisoning who subsequently developed skin cancer."

Basically, if your employee is generally at no additional risk for developing skin cancer than the general population, is not a type I, or has no history of any other cancer, or any of the other requirements for safe tanning, then you should be ok to ALLOW the person to tan. Note, not FORCE the person to tan. As a tanning professional it is your job to screen people for safety for tanning, not to force anybody.

Lastly, you are setting yourself up for a discrimination suit when you "force" a employee to tan (or anthing else for that matter) in order to keep a job. You also are setting yourself for discrimination claims when you only hire those individuals who "love to tan." You can't hire only those who love to tan. If a seriously disfigured, or seriously handicapped person came into your shop looking for work states that they can do the core job of selling lotions and running a timer, and can screen people by skin type for tanning - then you will have to give them just as much consideration for hiring as you would anybody else. What if all your candidates are equal and this seriously disfigured handicapped person has all the same qualifications but has an added bonus of being a veteran... you might be running up against the law if you don't hire that person. You need to check your own State for the requirements for hiring based on our industry, for your company size for potential discrimination statutes. In some circumstances your employee population has to mimic the general population for numbers of females hired, numbers of minorities hired, number of hanidcapped hired, etc. For very small businesses this is not an issue, but when you get above a cerain number of employees you may have to match the general population base. It might surprise you to learn that either your health insurance company or the state itself might require you to match the general population base for your local population. (In other words, it is possible that if someone raised a stink about being discriminated against for having no tan, you might be forced to hire a certain percentage of pasty skinned people to match the general population. We all know how equal opportunity works, just look at the post office for an example.)