Share in the Outcome
The idea: Ordinary pay is separate. A team pool can exist only after the salon's obligations and protections are covered.
Ordinary pay comes first
Your ordinary pay comes from your own written agreement. It does not depend on a team pool. Birdhaven carries the capital and business-loss risk; stylists are not asked to fund losses.
When a team pool could exist
Under the proposed model, collected money must first cover:
- The full cost of running the salon.
- Required obligations.
- Birdhaven's pre-agreed, bounded protected amount.
No remaining surplus means no pool. A larger surplus would mean a larger pool, with no fixed ceiling on the team's pool.
Rules you can check
If the plan is approved, eligibility and allocation rules must be written down before the period begins. The same records and rules should give the same result for any trained manager. You should be able to check your calculation and correct factual errors. Management must not change the rules after seeing the result.
Shared upside is an additional opportunity, not equity, a partnership or guaranteed bonus pay. The written terms still need approval before any particular payout can be promised.