Re: Subcontracting time to the tennis pro

Kate:

Your question covers so many areas with so few words. I'll try to address
part of your concern. A key disclaimer first....I am not an attorney. Any
advice I give should be reviewed by owners / management with their
attorney(s) prior to implementation.
First, a clear, well defined one or two page job description usually
obivates any discussion of "mixing" a pro's salaried employee duties and
responsibilites with his / her on court duties. The job description should
cover / usually does cover on court as well as off court duties and
responsibilities. With the majority of club owners I have dealt with, it is
not a "mixture" situation. Either the club has employees or it has
independent contractors. Note: exceptions like part time, after school /
weekend teachers exist, however, these teachers MUST be under the supervision
/ control of full time salaried staff for protection of the club, continuity
of instructional programs, etc.
Second, tennis teaching professionals who aspire toward a career, should
relish the opportunity to do extra "stuff" like Ladies Day, Men's Night,
Social events, etc. These same teaching professionals should be compensated
however for their off court duties and responsibilities. Again, how
compensation is determined is key. Off court duties and responsibilities are
covered in the teaching professional's job description. Here everyone agrees
it is easier and usually better to have off court D/R covered initially in a
first time job description than to have to sit down and redo a "situation"
that is not mutually beneficial. This redo is an owner / management function
preferably with input from your teaching pro. Redos in light of "situations"
not mutually beneficial are tough, necessary management functions. Redos
sometimes point toward new staff with better skills and a clearer
understanding of their D/R. Sometimes redos actually strengthen relationships
due to improving communication between owners, managers, administrative staff
and teaching staff.
Note: best staff strengthener I know of is regular, one hour, weekly staff
meetings
with written agenda, club manager present, head teaching pro present and
responsibility for "running" the meeting passed weekly among all attendees.
Minutes should be kept to refer back to. Ditto for teaching staff !.
Kate, you asked about pro's need to be present after his/her 9-6 schedule.
This question addresses job descriptions, D/R, etc. It also addresses exempt
versus non-exempt employees. Management is usually exempt. Overtime is
covered by salary and is expected. Non-exempt employees are usually hourly
employees. Non-exempt usually are "on the clock" and must be paid overtime.
Here again, I am not an attorney, however, most attorneys I know and most
clubs owners and managers who have run into an IRS audit have found having
all employees(i.e. outside of very specific part time needs) in everyone's
best interests.
Hope this helps.
Bill Thompson
USPTA# 459
USTA # 1110609
TIA Volunteer
President
Worldwide Intelligent Tennis Services ( WITS )
20220 13th ave NW
Shoreline, Wa 98177-2124
"In tennis as in life you must keep your wits about you!"

email: fintenpro_at_aol.com


Received on Sat Sep 02 2000 - 11:34:44 CDT