See a sample of employee eviews below to understand why we are opposed to CorePower Yoga.
Oppose Core Power Yoga – Join Us!
1. Send an email (click this link) to the Planning Commission by October 11: The community opposes CorePower Yoga on Divisadero.* If the link doesn’t work for you please copy and paste from the Sample Email below.
2. Attend the hearing on Thursday, October 11, 2018 at City Hall Room 400 at 3-5PM. Tell the commissioners please vote to disapprove CorePower Yoga on Divisadero.
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Dear Planning Commission,
I am a neighbor concerned with the proposed CorePower Yoga on Divisadero.
CorePower Yoga does not reflect the values of our community. We want a community-oriented business with integrity, one that values diversity and inclusion.
CorePower Yoga has a history of employee issues:
- Low pay for their workforce that is 85% women.
- Labor issues including settlement for backwages and minimum wage
- $189 per month membership is unaffordable to our diverse community
- We want a business where we will feel welcome!
We don’t need or want this chain in our neighborhood. The community says NO to CorePower Yoga on Divisadero. It is neither necessary or desirable for this neighborhood!
From Glassdoor.com Employee Reviews:
Jan 9, 2018
“Awesome Co-Workers, but Terrible Ethics.”
I have been working at CorePower Yoga part-time (More than a year)
Pros: Free Yoga, Discounts on Yoga Gear, Like-minded Co-Workers, Consistent Students
The pay here is terrible. You pay around $2,500 to go through their RYT-200 program, which isn’t bad for yoga training, but then if you’d like to work for them you have to pay another $500 for extra training, which should be given to you free as a new hire!
Once you audition and you’re hired, you are considered an “intern,” but this internship is not an internship at all. You get paid minimum wage as an intern for 30 classes and receive no additional training. Once those 30 classes are completed you are now considered a teacher.
Teachers get paid a measly $16.50 an hour. This is just ridiculous! You would think that CorePower would want to pay teachers who go through their program more, but the fact that they don’t actually back-fires. It makes employees feel used and gives no chance for someone to make a decent living. They lose instructors all the time, but they always have new and eager “interns” ready to go on and take the yoga world by storm! Little do they know what they’re getting into.
This job is only worth it if you’d like a hobby that pays but beware. You will constantly be bombarded by your co-workers asking you to sub their classes because no one wants to work! I don’t blame them. I’m fed up with CorePower and although their yoga classes are a great workout, once I quit I will never come back to this money-thirsty corporation ever again.
They do give raises once a year, but receiving a 50 cent or $1 raise doesn’t do very much when you are being paid this low for a very demanding job. (Not only do you teach in hot rooms, but you are required to make playlists and create sequences outside of the studio that they do not pay you for. Management would say you could do this during the 30 minutes you have before and after your shift while you are working the front desk, but during that time you are checking in students, selling retail and also preparing the studio. So in reality, there is not enough time to get it done if you want to create a high-quality experience for students.)
Advice to Management
Pay your teachers more. Paying less only drives good teachers away, which in turn pushes existing students into other studios.
Offer more free training. If the pay was low, but I was constantly being offered ways to acquire more skills as a yoga teacher, I would be more than happy to stay for the low-pay because of the increased value of my teaching abilities in and outside the studio.
Focus less on how much the corporation is making and more on keeping your employees happy by helping them grow and giving them a chance to make a decent living.
Jan 6, 2018
“Good for gaining experience, bad for long term growth”
I have been working at CorePower Yoga part-time
The pay is extremely low and the raises are pretty non-existant. The corporate environment makes it feel as if you are a cog in the wheel and that you are ultimately replaceable. The company says that they aren’t doing well financially so they can’t pay the employees a fair wage but they charge an exorbitant amount for trainings, membership, and even towels and water. The classes are heated so it is exhausting to teach in the hot rooms and since the pay is so low you end up teaching too much and being dehydrated at the end of the day. They want you to be as dedicated to the company as possible but there are no real benefits or perks in doing so.
Advice to Management
Pay your teachers what they are worth so that they will stay and be happy and not be so over worked. Care about the quality of the people that teach at your studios and not just about $$ and the amount of people who walk through the door. Care about the environment and don’t buy the crappiest Nestle water bottles that I’ve ever seen. Stop raising prices for yoga and lowering our raises.
Jan 3, 2018
“CPY is a scam”
I worked at CorePower Yoga part-time (More than 3 years)
• Free yoga for teachers w/ 2 or more permanent classes on the schedule
• Multiple locations (think McDonalds, but “yoga”)
• Low pay
• Lack of leadership
• Poor communication
• Inconsistent business practices
• Inadequate teacher training
• Value on “fitting in” vs. actual job performance
Advice to Management
Stop edging out senior/experienced teachers by not offering competitive raises. Employ managers with real managing experience instead of someone who physically looks “fit” for the job. Internalize your employees’ feedback, survey your clients, utilize teachers that actually meet Yoga Alliance’s requirements to lead a 200hr Teacher Training
“The good (ish), the bad, and the ugly”
Former Employee – Senior Yoga Instructor and TT Coach
Clean work space, free yoga for me and a friend, fun coworkers, great students
Too many to write. For a large-size corporation they need way better SOP in place.
Worked at CPY 3 years, full-time for 1, and observed illegal business practices- the management refused to switch teachers over to “employee status” from “independent contractor” even after ordered to do so by the state tax commission after an audit (I was in direct email contact with the auditor for 8 months and know this to be fact- and all the teachers had to fill out a questionnaire and send it to the auditor), and many teachers teach/work for free without knowing it.
There is an unclear payment structure, and limited access to paycheck stubs. I had to repeadly email the accountant requesting access to my paystubs to prove my salary to be eligible for Obamacare, and it was the first time in over a year I saw the actual breakdown of what I was making per class/training/workshop. When asked about payment/salary, managers say “go look it up in the front book,” referencing a generic print out of the “path of a CPY instructor.” The reference sheet is rarely where it is supposed to be, so managers just wave it off and say “don’t worry, you will be taken care of.”
Management is only focused on the bottom line of “sales”- no concern for individuals or building internal community connection. Corners are cut even with the senior teachers (I was paid approximately 8.25/hr “coaching” teacher training and extensions as an ERYT-500), and my entire experience can be summed up by “churn and burn”.
There is no investment in current staff, only looking to get more revenue by creating new teachers. The attitude of the teachers I worked with at the studios was negative and rotten (behind closed doors), because we all felt underpaid, underappreciated, and overworked. Yet management did nothing to boost morale, they only told us to enroll more students in TT. I felt so bad for each round of students coming out of teacher training- they were so bright eyed and bushy tailed, and had no idea they were being taken advantage of by the corporate system. We all know about it, but no one is brave enough to talk about it…I worked at CPY as long as I did because I loved my students and other teachers, and I truly believed that the management just didn’t KNOW they were bad bosses, and thought they would care to make changes if they were made aware of the issues. Nope. Turns out that it is just their corporate strategy. Don’t let the door hit you on the way out.
Advice to Management
No advice because they aren’t going to take it. CPY runs their business the way they want to, regardless of the impact on the people who are their frontline- the teachers. They knowingly cut corners at every opportunity. I would not be surprised to hear of a class action employment lawsuit against CPY. Well, and maybe don’t fire full-time teachers via text message for having surgery as part of cancer treatment. Highly illegal.