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Post on chat to see if someone is willing to work your shift or trade with you. If you are unable to get your shift covered, stop by or text the front desk. Each employee gets two days off during peak season (Dec-May), plus one additional day off for their birthday (use it on your birthday or another day). Please give us as much notice as possible; if you are already booked with requests or other staff have requested the same time off, we won't be able to give you the day off.

Don't come to the spa! Instead, call and text the front desk right away and we will block you off and give you time to recover. You may need to provide a doctors note or Covid test if are sick often or for an extended period of time.

Yes, employees get 50% off day spa treatments and med spa treatments and products at cost. Some rules apply. Your friends and family can enjoy 30% off. Friends are limited to two people generally.  

Spa One welcomes service providers of all races, religions, nationalities, genders and gender identities, sexual orientations, and ethnic origins and does not discriminate on any basis. We actively protect the rights of employees and clientele and ensure that everyone’s experience is 100% free of discrimination or harassment. If you feel discrimination or harassment has occurred, contact management. Your grievance will be addressed immediately and confidentially.

Spa One is committed to providing an environment for our members, directors, officers, employees, volunteers, contractors, and clients that is comfortable, safe and free from harassment of any kind. Any type of harassment is a violation of this policy and may be illegal.

Harassment can take many forms. It may be, but is not limited to, the following: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment does not have to be sexual in nature. Sexual harassment may include unwelcome sexual advances; requests for sexual favors; or other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment or prevents an individual from effectively performing the duties of his or her position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly. It is not the intent of the behavior by the offender that determines if harassment has occurred but whether the behavior is welcome by the receiver.

Everyone is responsible for helping keep our work environment free of harassment, including the work environment of Spa One's clients with whom you have contact. If you become aware of an incident of harassment, whether by witnessing the incident or being told of it, you must report it to management, with whom you feel comfortable. When Spa One becomes aware of harassment, it is obligated by law to take prompt and appropriate action, regardless of whether the victim wants Spa One to do so.

Anyone who believes that he or she has suffered harassment in violation of this policy, should take the following action: a) If you are able to do so without conflict or danger, tell the harasser as clearly as possible that the behavior is unwelcome; and b) If the behavior continues, advise your direct supervisor of your complaint. Clearly identify the behavior surrounding the complaint.

Spa One, including all persons to whom a violation of this Harassment Policy has been reported and persons who have become aware of a complaint, must maintain confidentiality, to the extent possible given the need to investigate. All complaints shall be considered confidential to the maximum extent possible.

Spa One, or any director, officer, or employee may not retaliate against any victim, or witness, who reports a violation of this Harassment Policy. Any person who believes that he or she has been retaliated against should consult Spa One management.