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AmSpa's New Practice Guidelines Support RNs Working Without Onsite Supervision

Posted By Administration, Friday, September 25, 2020

microneedling treatment

The American Med Spa Association (AmSpa) seeks to clarify its recommendations for RNs and physician oversight found in its newly released Guidelines for Non-Surgical Medical Practice (Medical Spas).

It has become clear from AmSpa’s valued members and the industry at large that there is a misconception about what the wording in the practice guidelines indicates in regard to RNs working without onsite supervision in medical spas. The following is to clarify what the practice guidelines are recommending with regard to RNs and supervision. The Guidelines for Non-Surgical Medical Practices (Medical Spas)recommend the following (depending on your state’s regulations):

  1. RNs CAN operate non-ablative lasers, light treatments and energy device treatments without direct onsite supervision.
  2. RNs CAN perform microneedling treatments without direct onsite supervision.
  3. RNs CAN perform the injection of fillers, neuromodulators and PDO threads without direct onsite supervision.

The statement that RNs, physician assistants (PAs) and nurse practitioners (NPs) require direct supervision to perform ablative laser treatments is currently under consideration, based on the fact that the definition of “ablative laser treatments” isn’t clear. AmSpa will be putting out a final decision on this in the following weeks.

In the verbiage of Guidelines for Non-Surgical Medical Practice (Medical Spas), the term “general supervision” is used. Legally, treatments offered under “general supervision” are services being furnished under the physician's overall direction and control, but the physician's presence is not required during the performance of the procedure.

AmSpa will be hosting a virtual roundtable next week with leading RNs in the industry to discuss what the AmSpa Practice Guidelines mean for RNs. Stay tuned for more information on how to sign up to attend this free roundtable to get clarification on what AmSpa’s Practice Guidelines are recommending for RNs. Comments on these Practice Guidelines can be directed to

Tags:  AmSpa Practice Guidelines  Med Spa Law  Med Spa Trends 

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Letter from the CEO: AmSpa Introduces Guidelines for Non-surgical Medical Practices (Medical Spas)

Posted By Administration, Monday, September 21, 2020

stethoscope and gavel

By Alex R. Thiersch, JD, CEO of the American Med Spa Association (AmSpa)

Hi everyone! I wanted to take a quick second and address the American Med Spa Association’s (AmSpa’s) new Guidelines for Non-surgical Medical Practices (Medical Spas), which were released today, as well as some of the inaccurate statements that have been passed around relative to AmSpa’s Model Rule for Med Spas that we are working on with the Texas legislature. I’ve been forwarded some statements and comments from a lobbyist in Texas that, unfortunately, do not accurately state what AmSpa’s recommended legislation says and seem to mischaracterize AmSpa’s intentions with respect to the industry. I’m sure this was unintentional; nevertheless, it’s vital to clear the air. Also, please do not assume anything that you hear about this issue is correct unless you hear it directly from AmSpa.

First, today we have released AmSpa’s Guidelines For Non-surgical Medical Aesthetic Practices (Medical Spas). The team at AmSpa has been working diligently on these for well over a year, and many of you may recall that they were discussed during the Members’ Meeting at Medical Spa Show 2020 in February. These guidelines were developed in conjunction with medical spa owners, physicians, attorneys and a variety of practitioners, including plastic surgeons, dermatologists, nurse practitioners, physician assistants, registered nurses, aestheticians… you name it. The goal of the practice guidelines is to create a unified, consistent set of guidelines that medical aesthetic practices can follow in order to ensure they are operating in a compliant manner. AmSpa is very excited about these guidelines, and I truly believe they will go a long way toward unifying the industry.

The guidelines are essentially a summary of the existing law in the overwhelming majority of states. AmSpa has not tried to change anything drastically, nor are we trying to favor one group over any other. All of you who know AmSpa know that our main goal is safety and compliance; to that end, these guidelines are intended to clarify the basic rules that AmSpa has been espousing for years. Most of these rules are in place already and have been for years, but they are difficult to find. AmSpa’s goal was to gather, summarize and clarify the rules that are already in place so that folks would be able to easily follow them.

The guidelines can be found here. Please review them and let AmSpa know your thoughts.

In addition, as many of you know, AmSpa is actively involved in introducing medical spa legislation in Texas. This legislation, which has not yet been published because it is being reviewed by the legislative drafters of the state legislature, seeks to codify a set of rules that mirror the practice guidelines. The Texas legislation will be published as soon as we are able to do so. We were asked by the lobbyist for the Texas Med Spa Association to provide a copy of the bill, but not being able to do so, she was provided an early copy of our practice guidelines. These are very similar and form the basis for the Texas legislation.

A few things need to be mentioned about the Texas legislation (which, again, will be released for public viewing as soon as possible):

  1. No ownership issues in Texas are addressed. We believe that each state should determine its own medical ownership laws, as these laws impact far more than the medical aesthetics industry. It is our view that the corporate practice of medicine is firmly established in Texas and generally prevents anyone other than doctors from owning medical spas, but AmSpa does not take any position on ownership in our bill. I’m not sure where that came from, but any claim to the contrary is just not true.
  2. The remainder of the legislation merely codifies, unifies, and simplifies the laws that are already in place in Texas, while making some additional recommendations that, AmSpa believes, go to the heart of the safety and compliance of the industry. None of this is earth-shattering and I promise that most, if not all, of the changes will be supported by all of you. Regardless, AmSpa is happy to talk to anyone about them if needed.

AmSpa will be holding a virtual informational meeting about the Guidelines for Non-surgical Medical Aesthetic Practices (Medical Spas) on Wednesday, September 23, at 7 p.m. EDT/6 p.m. CDT/5 p.m. MDT/4 p.m. PDT. To register for this meeting, click here. Also, please send your questions regarding the guidelines to no later than Wednesday at 12 p.m. CDT so we can address them during the informational meeting.

Tags:  Med Spa Law  Med Spa Trends 

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What You Need to Know About Representations and Warranties in Mergers and Acquisitions

Posted By Administration, Monday, September 21, 2020


By Robert J. Fisher, JD, ByrdAdatto

To many buyers and sellers, the stack of papers involved in a mergers and acquisitions (M&A) transaction can seem like a burden. Parties often zero in on the purchase price while disregarding long, dense parts of the agreement. In doing so, some of the most critical terms of the agreement can go overlooked, which can compromise the liability of either party, as well as decrease the value of the deal. Whether buyer or seller, particular attention should be paid to the following three sections of a purchase or sale document:

  1. Representations and warranties;
  2. Disclosures; and
  3. Indemnification.

These key sections work together, each influencing the other, to outline the promises being made and the protections in place if those promises are broken.

Representations and Warranties


to the agreement, the representations and warranties section details the assertions and promises made by both buyer and seller regarding the transaction. Claims to the valid existence of the company, the title to everything being sold, the authority to enter the transaction, and the existence or denial of any pending litigation or employee issues are all covered under this section. Ideally, sellers want this section to be as skinny as possible, meaning their assertions are kept to the minimum. The less the seller promises, the less the buyer can claim as an issue after the fact. On the other hand, buyers want it thick, offering a clear, exact picture of what is being purchased. A comprehensive set of representations and warranties prevent the seller from hiding negative facts that could damage the buyer after closing.


Disclosures serve as the exceptions to the assertions made under the representations and warranties. Generally, representations and warranties contain language that allow for certain disclosed items to be carved out. For example, one may state, “There is no pending litigation against the seller, except otherwise disclosed.” For a seller, the disclosures section is where they need to be up-front and honest. In fact, it is far better to over-disclose than to hide any issues. The more forthcoming the seller is on the front end, the less risk there is of a buyer claiming misrepresentation after closing. For a buyer, this is the time to take out the fine-toothed comb. Review disclosures carefully to determine any risks, issues or liabilities that may be inherited on purchase. Red flags found in disclosures may also indicate the need to adjust the purchase price or ensure better protection in the next section—indemnification.


Think of this section as the insurance policy between the parties for the transaction. Typically, the indemnification stipulates that one party must reimburse the other if any fact was not disclosed, therefore making a representation and warranty untrue. For example, if the seller makes claim to no pending litigation and fails to disclose a lawsuit against them, then they would need to reimburse the buyer for the cost of the lawsuit. It is in the best interest of the seller to ensure a limited indemnification section, thus barring any future compensation for items addressed in the previous two sections. On the flip side, a buyer wants a broad indemnification policy to protect against any issue not disclosed or promise misrepresented. Additionally, the buyer should ensure recompense for documented disclosures, such as prior standing litigation or employee disputes.

When involved with any kind of M&A transaction, it is critical to take time with the purchase and sale documents that structure the deal. It is the details of these agreements that preserve interests and provide critical protection from liability. Each of the above three sections play a crucial role in ensuring each party knows exactly what they are getting in the transaction, with no expensive hidden costs.

AmSpa members receive a complimentary 20-minute Introductory Compliance Assessment with a ByrdAdatto attorney. Click here to learn how to join AmSpa today!

Robert J. Fisher’s passion for health care traces back to his high school days of shadowing doctors. His passion evolved in college to study as a pre-med major. The last major evolution of Robert’s interest in health care was the transition to an interest in health care law. With this education, a business attorney for a father, and a renowned orthopedic surgeon for a father-in-law, Robert has the pedigree for success as a business and health care attorney at ByrdAdatto.

Tags:  Business and Financials  ByrdAdatto  Med Spa Ownership 

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AmSpa Issues Call for Presentations for Medical Spa Show 2021

Posted By Administration, Friday, September 18, 2020

medical spa show presentation

The American Med Spa Association (AmSpa) has issued a Call for Presentations for Medical Spa Show 2021, which will be held Wednesday, April 7, to Saturday, April 10, 2021, at Wynn Las Vegas.

Medical Spa Show is a national trade show for non-invasive medical aesthetic practices that brings together owners, physicians, nurse practitioners, physician assistants and other practitioners of all titles, as well as influencers and thought leaders. The show’s multiple tracks of education are designed to be a comprehensive guide to all the necessary and relevant business topics, techniques, trends and laws in non-invasive medical aesthetics. It is a place for medical spa owners to learn, share ideas and network with professionals facing the same issues and challenges they do.

Submissions of prospective presentations for Medical Spa Show 2021 will be accepted from now until October 2, 2020; you can submit your proposal at this webpage. You may submit up to six topics; however, most speakers who are accepted will be limited to one speaking slot if a topic is accepted. Medical Spa Show 2021 is seeking both experienced and new voices, so if you have never presented at Medical Spa Show but have an idea for an informative, interesting presentation, it’s worth your while to submit it.

Preference will be made for proposals that have not been made at other events (virtually or live).

Most accepted presentations will be assigned to 25 or 55-minute time slot at Medical Spa Show 2021. It is important to note that the event is designed to share new techniques, best practices and relevant content. It is not a platform to promote businesses, products or services. Unless in a sponsored education track, educational sessions must be product-neutral and CME-approved. Please be sure your talk is educational in nature and provides a well-balanced, objective and non-commercially biased presentation of information.

Notifications of acceptance will be communicated no later than Friday, October 30.

Tags:  The Medical Spa Show 2021 

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AmSpa Releases Forms and Consents for Medical Spas

Posted By Administration, Thursday, September 17, 2020

medical intake

The American Medical Spa Association (AmSpa) has announced the release of a comprehensive new package of forms and consents designed to help medical aesthetic practices prepare for any eventuality and create a culture of safety and compliance.

“We’re so excited to offer a full package of compliance documents to the industry,” says AmSpa CEO, Alex R. Thiersch, JD. “We have been working on these documents in conjunction with several of our physician members, as well as our attorney partners at ByrdAdatto. Our goal is to help encourage the industry to become and remain safe and compliant, and this package goes a long way toward accomplishing that. As we say at AmSpa, ‘compliance is cool,’ but in order to be compliant, practitioners need access to high-quality, affordable resources that they can use in their practices right away. AmSpa’s Forms and Consents Package aims to do precisely that.”

Although these forms are very thorough, they must be used only after consulting with both a qualified health care attorney and the practice’s medical director. Every practice and every location are different, so there cannot be a “one size fits all” approach to compliance.

The following packages are now available from AmSpa’s store:

  • AmSpa Standard Operating Procedures (SOPs): This package contains protocols for 23 of the most popular medical aesthetic treatments, including body contouring, injectables, hormone replacement therapy, vaginal rejuvenation and many more.
  • Informed Consents: These 15 consent forms provide patients with all the information they need to make informed decisions about the treatments a medical spa provides. They offer the peace of mind medical spa owners and operators need to operate in a compliant manner.
  • Intake Forms: These 11 intake forms help put medical spas on solid legal ground when they’ve been completed by patients. This package includes consents to treatment, photography and telemedicine (including a COVID-19-related variant), as well as release and disclosure forms, contact forms, privacy notices and much more.
  • OSHA Forms: Now more than ever before, Occupational Safety and Health Administration (OSHA) compliance is incredibly important for medical spas and medical aesthetic practices. The 11 forms included in this package will help maintain employee safety and catalog the incidents that inevitably occur at a medical aesthetic practice. It includes a laser inspection form, a bloodborne pathogen exposure plan and quiz, an incident and investigation report, a sharps injury log, and much more.
  • Plans: Keep a medical aesthetic practice safe and secure by adhering to the guidelines set forth in these plans. These three documents will teach medical spa owners and operators how to properly clean and disinfect their practices—which is especially useful in the era of COVID-19—as well as maintain patient and staff health and safety in a variety of situations.
  • Policies: The 16 policies included in this package will help your medical aesthetic practice operate safely and legally by providing guidelines for numerous topics, including patient privacy, employee hygiene, laser operation, medication handling and storage, and many more. Prepared by the experienced health care attorneys of ByrdAdatto, these policies offer safe general courses of action for medical spas throughout the country.
  • The Complete Package: This package includes all the above forms. Created and reviewed by ByrdAdatto attorneys, these forms help provide security for practices and patients, offer training information for employees, and include operations information that will help medical aesthetic practices run safely, day in and day out.

These packages can be purchased from the AmSpa store, but can be downloaded for free by AmSpa Members. AmSpa membership information can be found here.

“We believe that being compliant should not be cost-prohibitive, and we have worked hard to ensure that our members and partners have easy and affordable access to resources that help them operate safely and compliantly,” says Thiersch.

Tags:  Business and Financials  Med Spa Trends 

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Three Strategies for Compensation Structure

Posted By Administration, Wednesday, September 16, 2020

balance sheet

By Terri Ross, Terri Ross Consulting

I received a lot of great feedback from my last blog, where I outlined the top five non-negotiables when it comes to compensation strategies in your medical aesthetics practice.

So, for this week’s blog, I’m going to take things one step further and take a deeper dive into the purpose behind your compensation structure, as well as the three main compensation strategies to incorporate as you are onboarding new staff members and evaluating your current staff.

These are, of course, the broad strokes. In order to complete a more in-depth analysis and actually put your structure in place, you’ll want to enroll in one of Terri Ross Consulting’s new programs, Launch or Grow, that contain the new Financial Foundations course; click here to learn more.

What is the Purpose of Your Compensation Structure?

I always say, “Keep your why close by.” Before you set goals, it is important to understand the why behind them. Ask yourself, “What do you want your compensation structure to reward? What behavior do you want your team to continue to develop and get better at?

So, take a moment as you are reading this and jot down the “why”/purpose that is relevant to your practice in terms of compensation.

In general, your compensation structure should:

  • Grow the practice: Write down what that looks like for you. What are you going to reward compensation-wise to help your practice grow? Is your current structure meeting the goals you set? For example, perhaps a major goal for you is to increase your hourly revenue or add more patients to the schedule.
  • Encourage skill development: The aesthetics space is a competitive arena – skill level is very important to achieve optimal results, which is your best sales tool. Write down what skills you may need your team to further develop.
  • Promote “team thinking” over “me thinking”: This is where transparency comes into play. You want to establish a healthy and team-oriented work environment. Setting overall goals and financial numbers for the entire practice to hit can help foster team thinking and encourage everyone to do their part.

Now that you’ve outlined your own goals, let’s talk about the three critical steps to structuring your compensation, which we go into in more depth in our new Financial Foundations course.

Determining Base Pay

  • Salary vs. hourly: This is a simple choice, but there may be various factors involved. For example, if you have a practitioner or provider who is the type that will come in early and stay until 7 p.m. and works a lot of overtime, you may choose to pay a salary to avoid racking up overtime you didn’t plan for. You also can compensate employees with a salary and the flexibility for overtime as long as you are cognizant of how much overtime you can allow for.
  • Aligns with credentials: It is important to determine which credentials you value most in your practice. You can pull pay scales for your market based on credentials for a general guideline or good starting point. For example, if you are hiring a nurse practitioner who knows skin and lasers and has several years of experience, you’ll want to compensate them more based on credentials than someone who is at the injectables 101 level.
  • Aligns with the market: Your compensation must align with the cost of doing business in your area. For example, the cost of doing business in Manhattan versus in a small town is very different.

Determining Pay Increases

Creating a broadband pay structure clearly shows a current or new employee how they can get increases in their base pay. It gives a new hire a career path plan on how they can grow with your practice.

Your broadband pay structure should:

  • Communicate what is expected in order to get an increase in base pay – some examples could be attending secondary level courses, upselling hours or attending a conference or sales training;
  • Outline that raises will be given annually at either the employee’s anniversary date or the start of a new fiscal or calendar year (which you determine);
  • Align with the practice’s current financial reality – for example, during the COVID-19 pandemic, there have not likely been many raises given due to the current financial situation; and
  • Align with key productivity indicators and benchmarks – for example, an increase in revenue per hour over the previous year.

Creating a Bonus Structure

This is in addition to base pay or salary increases.

Bonus structures should:

  • Have a minimum productivity level based on a cap you created, taking into account your practice’s financial reality;
  • Be based on hitting a goal you determine when creating your annual budget (you can tweak as you go along) or a certain amount of gross profit; and
  • Be measurable and easy to understand and communicate to employees.

In Terri Ross Consulting’s new Financial Foundations course, we have two proprietary financial calculators to help you determine compensation structure and pay bonuses. One is a multiplier of compensation calculator, based on a multiple of the employee’s base compensation, and the second is a gross margin-based compensation calculator that takes the costs of goods and cost of labor into account.

To learn more about how Terri Ross Consulting’s proven programs have helped others and can help you, visit and request to speak with one of our sales executives, who will identify the best program for you.

Terri Ross brings more than 20 years of sales and management experience to the field, having worked with leading-edge medical device companies such as Zeltiq, Medicis, EMD Serono, Merck Schering Plough and Indigo Medical, a surgical division of Johnson.

Ross’ vast knowledge and experience as a sales director managing upwards of $20M in revenue and successful teams has allowed her to become a renowned plastic surgery management consultant helping aesthetic practices thrive.

To optimize revenues and business performance, Ross’ practice management consulting services help physicians evaluate practice processes including, but not limited to, overall-operating efficiencies, staff skill assessment, customer service and operating efficiency strategies. The goal is to develop a comprehensive plan of action to improve productivity, quality, efficiency and return on investment.

Tags:  Business and Financials  Terri Ross Consulting 

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The Skin Care Consultation Conundrum: Is It Really Necessary?

Posted By Administration, Friday, September 11, 2020


By Candace Noonan, DermaConcepts

Time is money, so why would a skin care therapist spend an hour consulting with a client instead of performing treatments? However, performing a thorough skin consultation should be the first, most essential step when taking on a new client. This is standard procedure for many appointments. When you go to a doctor, for example, they don’t start by prescribing you medications. When you go to the gym and sign up for personal training, the trainer doesn’t tell you to bench press 200 pounds during your first session. The skin care industry should be no different.

A Consultation Is a Chargeable Service

It is very easy to differentiate the skin care therapists who take their work seriously and are truly invested in their craft from those who simply go through the motions and slap on the potions. Back in the day, when I was a bartender, there was a big difference between those of us who simply would sling drinks for dollars and those who truly took pride in their craft and called themselves “mixologists.” As a specialist in your field, you have spent countless hours studying and researching. That information which you impart to your client should not come for free.

The Client Will Be Far More Likely to Return After Having Invested Time in Their Journey

The consultation process will give you insight into why a client's skin is reacting the way it is, or why they may have developed the condition they seek to improve by seeing you. But without the bigger, more detailed picture, the success rate of prescribing the best treatment protocols and product recommendations is greatly decreased, and the opportunity for a long-term relationship with the client is lost. You do your client and yourself a disservice by simply slapping on those creams, performing a magnificent massage and sending them out the door. You can work for a large chain of franchised spas if that’s the career fulfillment for which you are looking.

A Double Win

Now that I can get off my soapbox about the importance of the consultation process, I will move into our current-day, real-life situation. If we are to spend face time with our clients, the truth is you would rather be using your time performing treatments and making money. We are all itching to turn those lights back on.

Enter: The Virtual Consultation

Virtual consultations can be performed anywhere and at any time, without reducing your time in the treatment room and making money. In fact, it will, in the long run, increase your business, client retention and referrals, and revenue. It takes the pressure off your daily schedule. It also helps, in these times, to minimize exposure.

There are a number of available systems that are specifically designed to help with this process. A system such as the Skin Science Authority Skin Analysis System allows you to email the consultation form to clients in advance of the appointment. Once filled out by the client, it is then uploaded to a secure cloud base in real time. The skin care specialist can then study the consultation form prior to a Zoom meeting or FaceTime call, which will significantly reduce the time required for an in-person consultation and allow the practitioner to determine the appropriate in-office treatment plan and home-care protocol prior to the visit. This will reduce the need to take time away from providing an excellent treatment, and also allow you to book more clients.

The system also provides the opportunity for additional learning for the practitioner and provides supporting documents that explain why a particular treatment program, product or service is being recommended.

With a thorough consultation, most risks and essential pieces of information needed to design the perfect treatment plan and product regimen are easily identified. A well-educated and confident consumer will lead to a better client relationship and definitely boost trust and loyalty, return visits, and, ultimately, a better bottom line.

DermaConcepts will be presenting a webinar on October 6 from 1 – 2 p.m. CDT that will feature a demo of a virtual consultation. Keep an eye on this page for more details.

Candace Noonan is a licensed aesthetician and master trainer for DermaConcepts, exclusive distributor of Environ Skin Care in the U.S., and hosts advanced trainings on this pharmaceutical grade line. She holds certificates for internationally recognized programs such as Advanced Skin Analysis, Dermal Needling and Oncology Esthetics, and is a proficient public speaker at medical and skin care conferences throughout the U.S. Her belief is to never stop learning, in hopes of sharing the knowledge gained by her continued studies. Born in South Africa, and having personal experience battling melasma, she feels her passion for skin care is her biggest asset.

Tags:  Guest Post  Med Spa Trends 

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Emergency Leave Requirements and Dealing with COVID-19 School Closures

Posted By Administration, Wednesday, September 9, 2020

childcare during covid-19

By Paul Edwards, CEO, CEDR HR Solutions

We’ve all watched over the last few weeks as schools have struggled to decide whether to open for in-person or virtual learning, and as many of the ones that opened were forced to close down again as students and teachers tested positive for the virus.

When parents who work in health care are unable to work a predictable schedule due to childcare, it puts an enormous burden on their employers, who need to have enough staff to be able to see patients effectively.

We have seen a large number of employers either tell their employees with children that they are being let go or being put on unpaid leave as a result of their childcare needs. Unfortunately, that’s not actually the right solution in most cases.

You likely have heard of the Families First Coronavirus Response Act (FFCRA), which provides paid time off for childcare and other COVID-related reasons. Most of you have probably been setting those pay requirements aside, believing your business to be exempt as a health care provider and/or as a small business.

This is no longer a safe bet to make, and it’s in your best interest to start assuming that FFCRA applies to you.

Health Care Exemption

When the FFCRA was passed, it allowed the U.S. Department of Labor (DOL) to set exemptions for health care providers.

Those of us monitoring this law expected a narrow exemption for high-level providers such as doctors, physician assistants, nurse practitioners and the like—individuals whose presence in the office is absolutely critical to providing health care during the pandemic.

Instead, the DOL made it possible for any “health care employee” to be exempt, effectively taking FFCRA off the table for all employees of small and mid-sized health care practices.

Not surprisingly, just last month, a federal judge determined that the Department of Labor’s interpretation of the health care exemption was too broad. We are still waiting to see how the DOL responds to that decision—by rewriting their rules, appealing the court case or some other action. In the meantime, it leaves a huge question mark on the table for employers facing a staffing shortage as the school year starts.

Long story short, we do not believe the health care exemption is safe for a medical spa to use at this time.

Small Business Exemption

Yes, there is also a small business exemption. No, that does not get you off the hook either.

Businesses with fewer than 50 employees can be exempt from FFCRA, but only if they can show they made a detailed financial determination that the business essentially would not be able to operate if it provided FFCRA leave and pay.

We have more detail on that criteria here, but we are finding that very few businesses actually meet these requirements.

At this time, we are highly discouraging medical spas from using the health care exemption at all, and from using the small business exemption unless there has been an in-depth financial review with help from an attorney, CPA or HR professional.

The Childcare Conundrum

For working parents who find themselves unable to work due to a lack of childcare caused by the spread of the novel coronavirus, FFCRA allows them to take up to 12 weeks of time off at two-thirds pay to care for their children. The good news is that you can get this paid back to you very quickly through a tax credit.

The bad news is that it doesn’t solve the problem of finding yourself short-staffed due to the employee’s absence.

It’s for this reason that employers are going to need to work with their employees to find creative solutions to the staffing and childcare issues that work for both those parents and the business.

After having the initial freak-out about your employee telling you they can’t work their regular schedule, take a few deep breaths and have a follow-up conversation with them. Find out what their childcare needs really are and whether they have any availability to work. Many parents have found themselves able to keep up work, but with a modified schedule.

This might involve them working non-traditional hours or even doing some work from home. We know that is typically not ideal, but we are all working under unusual circumstances right now, so we encourage you to think flexibly and creatively about how and when tasks can actually get done.

Once you identify what can and cannot be done by your current staff, it may help you discover opportunities for hiring someone new who can bring much-needed skills to the table to fill those gaps.

With so much changeover in the workforce across the country right now, this can actually be a good time to make additions to your team, even from those who are looking to change their career.

Expert HR Guidance

The HR and employment law experts in the CEDR Solution Center have compiled their most current guidance on how to manage the childcare availability crisis at your business on a single information page. For more on how to deal with the childcare issue at your business, click here.

If you’d like to learn even more, join us later this month for a live webinar on this exact topic. This is your chance to get expert guidance from CEDR’s HR experts firsthand, and to ask any specific question you may have about the FFCRA, the health care and small business exemptions, and the childcare issues that affect your practice.

During that presentation, we’ll discuss the potential problems posed by FFCRA exemptions, how to manage the process of paying, tracking and getting reimbursed for emergency leave, as well as how to support your employees with children while also looking out for your business. Click here to register now.

Here are the details:

Childcare: How the Next Great COVID Challenge Is Affecting Medical Spa Employers
Tuesday, September 22—11 am PT / 2 pm ET
Presented by CEDR Founder and CEO Paul Edwards and CEDR Director of Compliance Jennie McLaughlin


Paul Edwards is the CEO and founder of CEDR HR Solutions, a leading provider of on-demand HR support for medical practices of all sizes and specialties across the United States. With more than 25 years of experience as a manager and business owner, Edwards is known throughout the medical community for his expertise when it comes to solving HR issues that impact medical practice owners and managers. He specializes in helping doctors successfully handle employee issues and safely navigate the complex and ever-changing employment law landscape through his company’s customized employee handbooks and support center. Edwards is the author of HR Base Camp, a blog and podcast channel for health care providers.

Tags:  Business and Financials  COVID-19  Guest Post  Med Spa Trends 

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Facebook Advertising For Medical Spas

Posted By Administration, Friday, September 4, 2020

doctor online

By Growth99

Does Facebook advertising work? Absolutely. Does it take time and effort? Yes. Is Facebook too expensive for your small business? Definitely not. Facebook advertising for medical spas can be a very efficient marketing channel to find new patients and connect with existing patients. The key is to understand your business goals and your target audience.

Your competitors are reaching their customers on Facebook, so ignoring this lucrative platform is no longer an option. Seventy-four percent of Facebook users are logging in and browsing their newsfeed on a daily basis. Facebook Ads reach users on Instagram, where users are 58 times more likely to engage with branded content.

How Do I Start Advertising for My Medical Spa on Facebook?

It all starts in the Facebook Ads Manager. Ads Manager is a tool that allows you to create Facebook ads for your medical spa, conduct audience research, set up tracking and see performance.

At the campaign level, you can choose the campaign type (i.e. an auction), choose the objective (i.e. lead generation) and control budgets. For a medical spa, create a campaign that drives lead form submissions to actively reach out to potential customers.

Where Do I Choose My Target Audience?

At the ad set level, you can control ad targeting and the type of Facebook Ads that will be created—dynamic or static. Facebook offers five ways to target users: Custom Audiences, Lookalike Audiences, Behavior, Interest and Demographic.

  • Custom Audiences re-target users who have previously engaged with a part of your business. For example, you may re-target users who viewed your services but didn’t book an appointment.
  • Lookalike Audiences helps reach new people who are likely to be interested in your medical spa website because they're similar to your existing customers. For example, you may create an audience that looks like users who have booked an appointment on your site.
  • Behavior targeting allows you to target users that have sent certain signals to Facebook about their behaviors. For example, you may target users who have recently or frequently purchase cosmetics.
  • Interest targeting allows you to target users based on their Facebook interests. For example, you may target users who have indicated they are interested in plastic surgery.
  • Demographic targeting is a broad way to reach patients by only indicating a user’s age, gender and location. Demographic targeting can be most effective when layered on top of the other targeting.

How Do I Know What Ads to Create?

At the ad level, you can upload photos and videos, crop for placements and create ad copy messaging. There are many interpretations of what a successful Facebook ad for medical spas looks like, but there are a few key points that everyone can agree on.

  • Tailor your ads to your audience and make the ad copy relevant. If you are targeting users who landed on a services page but didn’t book an appointment, tailor your ad copy to call out to “booking an appointment.”
  • Create engaging ad copy that entices a user to pay attention, whether that be an offer or a catchy call-to-action—you need to grab their attention immediately.
  • Facebook allows images and videos, but ensure that you are following the correct specifications per placement. Facebook will automatically crop media for different placements; this can cause your image/video to be cut off.
  • Be patient and allow each ad time to gather data. You want to make informed decisions about what creative is driving business goals.

How Do I Start Tracking Users Interacting with My Ads?

The Facebook Pixel offers two very important functions: It is used for tracking users' behavior on the site, and it is used to create custom targeting audiences. Tagging different areas on the site can help to understand users’ behaviors. Once you have an understanding of behavior, you can target users who are most valuable to your business. The Pixel also allows you to retarget users who have visited the site or have completed certain actions on it.

What Steps Do I Take to Start Facebook Ads?

There are a few simple steps you can take to set up Facebook Ads for your medical spa:

  • Assess your business goals and ensure your Facebook campaign objective matches them. If your goal is to find new customers, you should be using the lead generation objective.
  • Analyze your direct competitors and other major players in the medical spa space. To gain competitive insight, you can use the Facebook Ads Library to see all ads live for your competition.
  • Determine your budget and stick to it. Optimize your creative, targeting and goals to fit with your budget.
  • Choose your audience and monitor it on a consistent basis. Start with an audience you know has high intent (a custom audience) and then expand to broader targeting once you have an idea of what creative works well.
  • Create ad copy and images or videos ahead of time so you can view it all together and ensure that your messaging is cohesive.

Growth99’s expertise includes website development; SEO; content creation; advertising on Facebook, Instagram and Google; catapulting lead conversion to actual sales; encouraging more Google reviews through call-to-action strategies; database utilization for organic growth boost; and reputation management.

To learn more about Facebook advertising, sign up for Growth99's webinar on September 16.

Tags:  Business and Financials  Med Spa Trends 

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Compensation Strategies: The Five Non-negotiables

Posted By Administration, Wednesday, September 2, 2020


By Terri Ross, Terri Ross Consulting

When we work with clients, one of the top three pain points that comes up again and again is compensation. There is a lot of frustration and confusion as to whether or not they are utilizing the most effective compensation strategies in their practices.

That’s why the team at Terri Ross Consulting has developed a simple system and structure to create a win/win for both the practice and the provider. It is included in the comprehensive, brand-new Financial Foundations online course. Click here to learn more here.

This is part one of a series of articles we’ll be sharing regarding compensation strategies for your practice.

Here are a few questions to ask yourself about your current compensation strategy as you read through this information:

  • How did you develop your current compensation plan?
  • What prompted you to create your pay structure this way?
  • Are you losing money, or is the plan pay for performance?
  • Does your current pay structure reward behavior? If it does, which behaviors is it designed to reward?
  • Does it fit into the goals of your practice, or are you trying to make your financial plan work around your compensation system?

The Five Non-negotiables for Compensation Structure

1. Must be sustainable. It must be sustainable for the practice based on:

  • Length of time open. If you are a brand-new practice without a positive cash flow, your bonus system will be different than a practice that has been open for many years.
  • Fixed overhead. If you are in New York City or Los Angeles, your overhead is higher than in smaller cities.
  • Projected profit. If you are established, it should fit within your financial plan.
  • Industry benchmarks.

2. Must be a controllable expense. For a financially healthy practice, you must have a compensation system that allows you to budget and assure future profit.

3. Must be legally compliant. Your compensation plan cannot have a per-patient reward. It can’t be based on value (or dollar amount) or volume (number of patients), as that is not legal. Of course, you should consult an attorney and review the laws in your state, but it is not legal to pay primarily commission in a medical aesthetics practice.

4. Must reward skill and behavior. Your compensation strategy must:

  • Align with performance reviews. When you are simply paying a percentage, the only thing that matters to the employee is the service that was rendered. That’s why there should be a compensation system that is also aligned with your performance reviews. You may have an employee who does beautiful work and engenders love from clients, but they might cause problems by being habitually late, costing the practice money, etc. That’s why you want your compensation system to reward good behavior.
  • Encourage growth and increase in productivity. For example, increasing revenue per hour by developing treatment plans that combine multiple modalities for better patient outcomes.
  • Reward new skills and certifications. This could be taking a sales training course, learning a new technique or procedure, or getting trained on new equipment.
  • Reward achievement of goals. When your bonus system is tied to a goal, that’s where the bonus compensation kicks in.

5. Must provide clear guidelines for individual growth.

  • Set pay guidelines based on identified criteria.
  • Create a career path within the practice. When you bring on a new employee, it is always exciting, but do you have a clear career path written out on paper to show them how they can grow within your practice? Employees want a career and a place they can stay. You want them to be happy with their compensation, so you need to tie your pay structure to the career development path.
  • Manage and develop employees. This takes time, but it is critical.
  • Communicate regularly with employees on their progress and revenue goals.
  • Set clearly defined goals and establish a bonus system.

Stay tuned for part two in the compensation series, which will be about setting compensation goals and structuring your compensation.

Terri Ross brings more than 20 years of sales and management experience to the field, having worked with leading-edge medical device companies such as Zeltiq, Medicis, EMD Serono, Merck Schering Plough and Indigo Medical, a surgical division of Johnson.

Ross’ vast knowledge and experience as a sales director managing upwards of $20M in revenue and successful teams has allowed her to become a renowned plastic surgery management consultant helping aesthetic practices thrive.

To optimize revenues and business performance, Ross’ practice management consulting services help physicians evaluate practice processes including, but not limited to, overall-operating efficiencies, staff skill assessment, customer service and operating efficiency strategies. The goal is to develop a comprehensive plan of action to improve productivity, quality, efficiency and return on investment.

Tags:  Business and Financials  Terri Ross Consulting 

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AmSpa provides legal, compliance, and business resources for medical spas and medical aesthetic practices.

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