Stop Guessing. Start Scaling.
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Are you running a grooming business on an “industry standard” that could actually be illegal? In 2026, the “everyone else does it” excuse is the fastest way to a Department of Labor (DOL) audit and a six-figure settlement.
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Between shifting W2 vs. 1099 classifications, new Overtime Salary Thresholds, and strict transparency requirements, the old way of paying stylists is a ticking time bomb. This intensive is your tactical roadmap to building a profitable, legally compliant, and high-performance team.
What’s Inside the Intensive?
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The 2026 Classification Reality: Stop the misclassification risk. If you control the “how, when, and where,” they are an employee—period. Learn to pass the “Economic Reality” test before the DOL comes knocking.
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The “Commission Trap” Mastery: Commission is NOT an exemption from minimum wage. We’ll teach you the “Highest of the Two” rule and how to track hours for every stylist to eliminate wage-theft accusations.
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The New Overtime Math: Learn the 2026 formula for calculating “Regular Rate of Pay” on commissions—including how to handle the “Half-Time” method for every hour over 40.
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The Administrative Shield: From the “Off-the-Clock” nightmare to the 3-Year Record Keeping rule, we’ll show you how to build a data-driven defense that makes your salon “un-auditable”.
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2026 Legal Deep Dives: Navigate the Pregnant Workers Fairness Act (PWFA) and the PUMP Act specifically for the salon environment