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THREADING STATION EMPLOYEE HANDBOOK

v0.1.3 6/11/24

TABLE OF CONTENTS

I. MISSION
II. OVERVIEW
III. POSITION DESCRIPTION
IV. EQUAL EMPLOYMENT OPPORTUNITY
V. POLICY AGAINST WORKPLACE HARASSMENT
VI. SOLICITATION
VII. HOURS OF WORK, ATTENDANCE, BREAKS AND PUNCTUALITY
    A. Hours of Work
    B. Attendance and Punctuality
    C. Overtime

    D. Breaks
VIII. EMPLOYMENT POLICIES AND PRACTICES
    A. Definition of Terms
IX. POSITION DESCRIPTION AND SALARY ADMINISTRATION
X. TIP REPORTING
XI. SUPPLY REQUESTS
XII. LEAVE AND OTHER WORK POLICIES
    A. Sick Leave
    B. Severe Weather Conditions
XIII. REIMBURSEMENT OF EXPENSES
XIV. SEPARATION
XVI. REVIEW OF PERSONNEL AND WORK PRACTICES
XVII. PERSONNEL RECORDS
XVIII. OUTSIDE EMPLOYMENT
XIX. COMPUTER AND INFORMATION SECURITY
XX. INTERNET ACCEPTABLE USE POLICY

XXI. THICK VS THIN EYEBROWS

XXII. FAQ

I. MISSION

 

Our mission is to satisfy all of our customers and be the most skilled team in the country. Our mission is to provide the highest quality of work, be the best artists and provide the best customer service in our industry. As a threader at the Threading Station, your work is your art. We hope you will take pride in your art and constantly work to become a better artist. We want to set the standard of quality for threading that all other businesses measure against. We were the first in the region and have the most experience. We should be the best and our customers expect that from us.

II. OVERVIEW


The Threading Station Employee Handbook (the "Handbook") has been developed to provide general guidelines about Threading Station policies and procedures for employees. It is a guide to assist you in becoming familiar with some of the privileges and obligations of your employment, including Threading Stationʹs policy of voluntary at‐will employment. None of the policies or guidelines in the Handbook are intended to give rise to contractual rights or obligations, or to be construed as a guarantee of employment for any specific period of time, or any specific type of work. These guidelines are subject to modification, amendment or revocation by Threading Station at any time, without advance notice.

 

The personnel polices of the Threading Station are established by the owners, which has delegated authority and responsibility for their administration to management. The owners may, in turn, delegate authority for administering specific policies. Employees are encouraged to consult their manager for additional information regarding the policies, procedures, and privileges described in this Handbook. Questions about personnel matters may also be reviewed with your manager.


Threading Station will provide each individual a link to this Handbook upon employment. All employees are expected read it, understand it and abide by it. The highest standards of personal and professional ethics and behavior are expected of all Threading Station employees. Further, the Threading Station expects each employee to display good judgment, diplomacy and courtesy in their professional relationships with other members of the Threading Stationʹs staff and the general public.


III. POSITION DESCRIPTION

As a threader you are expected to be competent in the art of threading. You will be threading customers throughout the day. You will also be responsible for all duties and procedures listed below. Any questions about the below can be directed to your supervisor.

A. Opening Procedure

• Clock in

• Count money in register and ensure appropriate change is available

• Ensure area of work is clean and all necessary supplies are available

• Turn on music

• Ensure television is on and video is playing

• Turn down sound on the television if sound is turned up

B. Greeting

• When a client enters the store, employees should greet them in a friendly manner with Hi, Hello, Welcome or similar salutation

• Employee should then direct the customer to either wait or sit down in chair for service

C. Consultation

• Employee should first introduce themselves to customer

• Employee should ask what service customer wants performed

• Employee should then have brief conversation to discuss the details of what customer wants and customer expectations (clean up, shape, evenness, patchiness, thickness and any other pertinent information)

D. Service Procedure

• Sanitize hands

• Evaluate eyebrows and form a mental plan of action

Show customer your work in hand mirror and ask them if they are satisfied

• Return tools to Barbicide glass to sanitize

E. Cash Handling

• Receive cash from customer

• Put cash down on counter

• Take change out of register and give customer change

• Take cash off counter and put in register

• Keep tip money in a separate area from register money

• Employees must sanitize hands after handling any cash

F. Payment Procedure

https://youtu.be/rVyqI48zruo?si=Rh_I-mVARwD8obqL

G. Closing Procedure

• Employees must take customers until official closing time

• Close door (doors should not be closed or locked before closing time for any reason)

• Clean up location and make sure it is ready for the next work day

• Count money

• Put petty cash back in register after counting using small bills

• Put the days cash sales in fresh envelope

• Label envelope name, date, and amount

• Deposit daily envelope in safe

• Lock petty cash in drawer with safe key

• Turn off music

• Clock out

• Kiosk locations should leave cash drawer open and empty

H. Whats.App

The Threading Station uses Whats.App to communicate with it's staff. Employees are expected to download Whats.App on their mobile phone and turn on notifications. Please use your full birth name in Whats.App. No nicknames. All day to day correspondence should flow through Whats.App. If you have a question or concern, your first action should be to ask about it in your locations Whats.App group. If the matter is private, you can message your supervisor on Whats.App privately.

I. Customer Complaints or Refusal to Pay

All customer complaints or refusals to pay should be forwarded to your supervisor immediately. First message your supervisor in Whats.App to tell them you have a complaint. Then either call your supervisor or share the office phone number with customer, whichever they prefer. Do not ever argue or engage negatively with customers. Customers should never leave angry.

J. Dress Code, Uniform, Footwear, Hygiene

Employees should report to work dressed neatly and cleanly. Employees should ensure they are free of odors. While at their post they should also wear their uniform (their black jacket.) If you don't have a uniform, contact your supervisor and you will be given one. Employees should wear appropriate footwear for standing long periods of time. We recommend Dansko Professional clogs.

IV. EQUAL EMPLOYMENT OPPORTUNITY


The Threading Station shall follow the spirit and intent of all federal, state and local employment law and is committed to equal employment opportunity. To that end, the owners and managers of the Threading Station will not discriminate against any employee or applicant in a manner that violates the law. The Threading Station is committed to providing equal opportunity for all employees and applicants without regard to race, color, religion, national origin, sex, age, marital status, sexual orientation, disability, political affiliation, personal appearance, family responsibilities, matriculation or any other characteristic protected under federal, state or local law. Each person is evaluated on the basis of personal skill and merit. The Threading Station’s policy regarding equal employment opportunity applies to all aspects of employment, including recruitment, hiring, job assignments, promotions, working conditions, scheduling, benefits, wage and salary administration, disciplinary action, termination, and social, educational and recreational programs. The owner shall act as the responsible agent in the full implementation of the Equal Employment Opportunity policy.

 

The Threading Station will not tolerate any form of unlawful discrimination. All employees are expected to cooperate fully in implementing this policy. In particular, any employee who believes that any other employee of the Threading Station may have violated the Equal Employment Opportunity Policy should report the possible violation to the owners.

 

If the Threading Station determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include counseling, warnings, suspensions, and termination. Employees who report, in good faith, violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation. Upon completion of the investigation, the Threading Station will inform the employee who made the complaint of the results of the investigation.

V. POLICY AGAINST WORKPLACE HARASSMENT


The Threading Station is committed to providing a work environment for all employees that is free from sexual harassment and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect for their co‐workers.

 

The Threading Station’s commitment begins with the recognition and acknowledgment that sexual harassment and other types of discriminatory harassment are, of
course, unlawful. To reinforce this commitment, the Threading Station has developed a policy against harassment and a reporting procedure for employees who have been subjected to or witnessed harassment. This policy applies to all work‐related settings and activities, whether inside or outside the workplace, and includes business trips and business‐related social events. The Threading Station’s property (e.g. telephones, copy machines, facsimile machines,
computers, and computer applications such as e‐mail and Internet access) may not be used to engage in conduct that violates this policy. The Threading Station’s policy against harassment covers employees and other individuals who have a relationship with the Threading Station which enables the Threading Station to exercise some control over the individual’s conduct in places and activities that relate to the Threading Station’s work (e.g. directors, officers, contractors, vendors, volunteers, etc.).


Prohibition of Sexual Harassment: The Threading Station’s policy against sexual harassment prohibits sexual advances or requests for sexual favors or other physical or verbal conduct of a sexual nature, when: (1) submission to such conduct is made an express or implicit condition of employment; (2) submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual who submits to or rejects such conduct; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, humiliating, or offensive working
environment. While it is not possible to list all of the circumstances which would constitute sexual harassment, the following are some examples: (1) unwelcome sexual advances ‐‐ whether they involve physical touching or not; (2) requests for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment; or (3) coerced sexual acts. Depending on the circumstances, the following conduct may also constitute sexual harassment: (1) use of sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life; (2) sexually oriented comment on an individual’s body, comment about an individual’s sexual activity, deficiencies, or prowess; (3) displaying sexually suggestive objects, pictures, cartoons; (4) unwelcome leering, whistling, deliberate brushing against the body in a suggestive manner; (5) sexual gestures or sexually suggestive comments; (6) inquiries into one’s sexual experiences; or (7) discussion of one’s sexual activities. While such behavior, depending on the circumstances, may not be severe or pervasive enough to create a sexually hostile work environment, it can nonetheless make co‐workers uncomfortable. Accordingly, such behavior is inappropriate and may result in disciplinary action regardless of whether it is unlawful. It is also unlawful and expressly against the Threading Station policy to retaliate against an employee for filing a complaint of sexual harassment or for cooperating with an investigation of a complaint of sexual harassment.


Prohibition of Other Types of Discriminatory Harassment: It is also against the Threading Station’s policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, gender, religion, sexual orientation, age, national origin, disability, or other protected category (or that of the individual’s relatives, friends, or associates) that: (1) has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working environment; (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities.

 

Depending on the circumstances, the following conduct may constitute discriminatory harassment: (1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to race, color, gender, religion, sexual orientation, age, national origin, or disability; and (2) written or graphic material that denigrates or shows hostility toward an individual or group because of race, color, gender, religion, sexual orientation, age, national origin, or disability and that is circulated in the workplace, or placed anywhere on the Threading Station’s premises such as on an employee’s desk or workspace or on the Threading Station’s equipment or bulletin boards. Other conduct may also constitute discriminatory harassment if it falls within the definition of discriminatory harassment set forth above.

 

It is also against the Threading Station’s policy to retaliate against an employee for filing a complaint of discriminatory harassment or for cooperating in an investigation of a complaint of discriminatory harassment.

Reporting of Harassment: If you believe that you have experienced or witnessed sexual harassment or other discriminatory harassment by any employee of the Threading Station, you should report the incident immediately to your supervisor or to the Executive Director. Possible harassment by others with whom the Threading Station has a business relationship, including customers and vendors, should also be reported as soon as possible so that appropriate action can be taken.

 

The Threading Station will promptly and thoroughly investigate all reports of harassment as discreetly and confidentially as practicable. The investigation would generally include a private interview with the person making a report of harassment. It would also generally be necessary to discuss allegations of harassment with the accused individual and others who may have information relevant to the investigation. The Threading Station’s goal is to conduct a thorough investigation, to determine whether harassment occurred, and to determine what action to take if it is determined that improper behavior occurred.

 

If the Threading Station determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include counseling, warnings, suspensions, and termination. Employees who report violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation. Upon completion of the investigation, the Threading Station will inform the employee who made the complaint of the results of the investigation.

 

Compliance with this policy is a condition of each employee’s employment. Employees are encouraged to raise any questions or concerns about this policy or about possible discriminatory harassment with the owners. In the case where the allegation of harassment is against the owners, please notify the staff member designated as grievance officer.

VI. SOLICITATION

Employees are prohibited from soliciting (personally or via electronic mail) for membership, pledges, subscriptions, the collection of money or for any other unauthorized purpose anywhere on Threading Station property during work time, especially those of a partisan or political nature. “Work time” includes time spent in actual performance of job duties but does not include lunch periods or breaks. Non‐working employees may not solicit or distribute to working employees. Persons who are not employed by the Threading Station may not solicit or distribute literature on Threading Station’s premises at any time for any reason. Employees are prohibited from asking customers for their phone numbers and email. Employees are prohibited from giving customers their phone numbers or email.

 

Employees are prohibited from distributing, circulating or posting (on bulletin boards, refrigerators, walls, etc.) literature, petitions or other materials at any time for any purpose without the prior approval of the owner or his/her designee.

 


VII. HOURS OF WORK, BREAKS, ATTENDANCE AND PUNCTUALITY


A. Hours of Work
Employees may request the opportunity to vary their work schedules (within employer‐defined limits) to better accommodate personal responsibilities. Subject to Threading Station work assignments and owner approval, the employee’s supervisor shall determine the hours of employment that best suits the needs of the work to be done by the individual employee. Please direct all requests to your supervisor. Normal work hours are defined by mall hours, except employees should arrive fifteen minutes before opening time. Consult mall hours if you have a question hours to keep on any given day.


B. Attendance and Punctuality
Attendance is a key factor in your job performance. Punctuality and regular attendance are expected of all employees. Excessive absences (whether excused or unexcused), tardiness or leaving early is unacceptable. If you are absent for any reason or plan to arrive late or leave early, or for absences extending longer than one day notify, notify your supervisory by posting in your Whats.App group as soon as possible. When reporting an absence, you should indicate the nature of the problem causing your absence and your expected return‐to‐work date. A physician’s statement may be required as proof of the need for any illness‐related absence of more than one day.

 

Excessive absences, tardiness or leaving early will be grounds for discipline up to and including termination. Depending on the circumstances, including the employee’s length of employment, the Threading Station may counsel employees prior to termination for excessive absences, tardiness or leaving early.


C. Overtime
Overtime pay, which is applicable only to Non‐Exempt Employees, is for any time worked in excess of 40 hours in a work week. Only the owner or his or her designee, upon the request of an employeeʹs supervisor, may authorize overtime. Overtime rate is one and one‐half time (1½) the employeeʹs straight time rate.

D. Breaks

Employees are entitled to a 30-minute lunch break between 11:00 a.m. and 2:00 p.m. for shifts six hours or longer that extend over that period. Please clock out at the start of your break and clock back in at the end of your break. Employees may take this lunch break later if they prefer. There is no limit to bathroom breaks. Please try and be wise with your use of time away from your post. Make sure to leave your blue clock in a place the customer can see it and set the time for when you will be back. Always do this before leaving your post for a break or any other reason.

VIII. EMPLOYMENT POLICIES AND PRACTICES


A. Definition of Terms
1. Employer. The Threading Station is the employer of all full‐time, part‐time and temporary employees. An employee is hired, provided compensation and applicable benefits, and has his or her work directed and evaluated by the Threading Station.
2. Full‐Time Employee. A Full Time Employee regularly works at least 35 hours per week.
3. Part‐Time Employee. A Part Time Employee regularly works less than 35 hours per week but no less than 8 hours per week.
4. Exempt Employee. An Exempt Employee is an employee who is paid on a salary basis and meets the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”).
5. Non‐Exempt Employee. A Non‐Exempt Employee is an employee who is paid an hourly rate and does not meet the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”). For Non‐Exempt Employees, an accurate record of hours worked must be maintained. The Threading Station will compensate non‐exempt employees in accordance with applicable federal and state law and regulations.
6. Temporary Employee. An individual employed, either on a full‐time or part‐time basis, for a specific period of time less than six months. Temporary employees are entitled only to those benefits required by statute or as otherwise stated in the Threading Station Employee Handbook.

 

All employees are classified as Exempt or Non‐Exempt in accordance with federal and state law and regulations. Each employee is notified at the time of hire of his or her specific compensation category and exempt or non‐exempt status.

IX. POSITION DESCRIPTION AND SALARY ADMINISTRATION


Each position shall have a written job description. In general, the description will include the: purpose of the position, areas of responsibilities, immediate supervisor(s), qualifications required, salary range, and working conditions affecting the job, e.g., working hours, use of car, etc. The supervisor(s) or the Executive Director shall have discretion to modify the job description to meet the needs of the Threading Station.

 

Paychecks are distributed once a week on Fridays except when Friday falls on a holiday, in which case paychecks will be distributed on the preceding workday. All salary deductions are itemized and presented to employees with the paycheck. Approved salary deductions may include: federal and state income taxes; social security, Medicare, and state disability insurance; voluntary medical and group hospitalization insurance premiums (if in force and if paid by employee) and other benefits (e.g., life insurance, retirement). Some employees will be paid bi-weekly. You will be informed if you are one of these employees.

X. TIP REPORTING

Employees are required to report their tips. Please report your tips by accessing the Tip Report form here threadingstation.com/forms

XI. MAINTENANCE AND SUPPLY REQUESTS

Request supplies and report anything that is broken or in need of cleaning at threadingstation.com/forms

XII. LEAVE AND OTHER WORK POLICIES

A. Sick Leave
Sick leave benefits are earned on a prorated basis of one hour per 30 hours worked, up to a maximum of 40 hours in year, for full‐time employees beginning at first day of employment. Use of sick leave is subject to approval by the supervisor and the Executive Director and must be requested in hourly increments.
No sick leave benefits are paid upon separation of employment from the Threading Station for any reason. If an employeeʹs illness or injury requires a consecutive absence of five days or more, physician documentation will be required. The Threading Station also may recommend that the employee apply for state disability insurance (SDI). If the employee receives SDI and the compensation does not equal the employeeʹs sick leave accruals, the Threading Station will make up the difference until all sick leave benefits are used. 

 

B. Severe Weather Conditions

If severe weather conditions occur your supervisor will contact you about schedule changes.

XIII. REIMBURSEMENT OF EXPENSES

If you an incur an expense during the course of your duties, report the expense to your supervisor and save your receipt. You will be reimbursed in your next check.

XIV. SEPARATION

 

Either the Threading Station or the employee may initiate separation. The Threading Station encourages employees to provide at least two weeks (10 days) written notice prior to intended separation. After receiving such notice, an exit interview will be scheduled by the Executive Director or his or her designee. The owner has authority to employ or separate all other employees.

 

Circumstances under which separation may occur include:
1. Resignation. Employees are encouraged to give at least 10 business days of written notice. Since a longer period is desired, the intention to resign should be made known as far in advance as possible. Employees who resign are entitled to receive accrued, unused Vacation benefits.
2. Termination or Lay‐off. Under certain circumstances, the termination or lay‐off of an employee may be necessary. Employees who are terminated or laid off are entitled to receive accrued, unused Vacation benefits.


The owner has authority to discharge an employee from the employ of the Threading Station. As stated above, all employment at the Threading Station is “at‐will.” That means that employees may be terminated from employment with the Threading Station with or without cause, and employees are free to leave the employment of the Threading Station with or without cause. Reasons for discharge may include, but are not limited to:
• Falsifying or withholding information on your employment application that did or would have affected the Threading Station’s decision to hire you (this
conduct will result in your immediate termination);
• Falsifying or withholding information in other personnel records including personnel questionnaires, performance evaluations or any other records;
• Performance at work below a level acceptable to the Threading Station or the failure to perform assigned duties;
• Failure to complete required time records or falsification of such time records;
• Insubordination;
• Refusing to work reasonable overtime;
• Negligence in the performance of duties likely to cause or actually causing personal injury or property damage;
• Fighting, arguing or attempting to injure another;
• Destroying or willfully damaging the personal property of another, including the Threading Station’s property;
• Breach of confidentiality;
• Using or appearing to use for personal gain any information obtained on the job, which is not readily available to the general public or disclosing such
information that damages the interests of the Threading Station or its customers or vendors;
• Placing oneself in a position in which personal interests and those of the Threading Station are or appear to be in conflict or might interfere with the ability of the employee to perform the job as well as possible;
• Using Threading Station property or services for personal gain or taking, removing or disposing of Threading Station material, supplies or equipment without proper authority;
• Gambling in any form on Threading Station property;
• Dishonesty;
• Theft;
• The possession, use, sale or being under the influence of drugs or other
controlled substances or alcoholic beverages during working hours or on the Threading Station premises at any time in violation of Threading Station’s policies.
• Carrying or possessing firearms or weapons on Threading Station property;
• Excessive tardiness or absenteeism whether excused or unexcused;
• Unauthorized absence from work without proper notice; and
• Engaging in discriminatory or abusive behavior, including sexual harassment. At the sole discretion of the Executive Director, the employee may be asked to leave immediately or be given a period of notice.

XVI. REVIEW OF PERSONNEL ACTION


Employees may request a review of a personnel action or an unsatisfactory performance review. Employees are expected first to discuss their concern with their immediate supervisor. If further discussion is desired, the employee may then discuss the situation with the owner. The decision of the owner is final.


XVII. PERSONNEL RECORDS


Personnel records are the property of the Threading Station, and access to the information they contain is restricted and confidential. A personnel file shall be kept for each employee and should include the employee’s job application, copy of the letter of employment and position description, performance reviews, disciplinary records, records of salary increases and any other relevant personnel information. It is the responsibility of each employee to promptly notify his / or her supervisor in writing of any changes in personnel data, including personal mailing addresses, telephone numbers, names of dependents, and individuals to be contacted in the event of an emergency.


All employees must complete, within two days of the end of each pay period, their time and attendance record for review and approval by the owner. Accurately recording time worked is the responsibility of every employee. Tampering, altering, or falsifying time records, or recording time on another employeeʹs time record may result in disciplinary action, including separation from employment with the Threading Station.

XVIII. OUTSIDE EMPLOYMENT


Individuals employed by the Threading Station may hold outside jobs as long as they meet the performance standards of their job with the Threading Station. Employees should consider the impact that outside employment may have on their ability to perform their duties at the Threading Station. All employees will be evaluated by the same performance standards and will be subject to the Threading Station scheduling demands, regardless of any outside work requirements.


If the Threading Station determines that an employeeʹs outside work interferes with their job performance or their ability to meet the requirements of the Threading Station, as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain employed with the Threading Station.


Outside employment that constitutes a conflict of interest is prohibited. This includes working for competitors or taking clients outside of a Threading Station location.

 

Employees may not receive any income or material gain from individuals or organizations for materials produced or services rendered while performing their jobs with the Threading Station.

XIX. COMPUTER AND INFORMATION SECURITY


This section sets forth some important rules relating to the use of the Threading Station’s computer and communications systems. These systems include individual PCs provided to employees, centralized computer equipment, all associated software, and the Threading Station’s telephone, voice mail and electronic mail systems.The Threading Station has provided these systems to support its mission. Although limited personal use of the Threading Station’s systems is allowed, subject to the restrictions outlined below, no use of these systems should ever conflict with the primary purpose for which they have been provided, the Threading Station’s ethical responsibilities or with applicable laws and regulations. Each user is personally responsible to ensure that these guidelines are followed.


All data in the Threading Station’s computer and communication systems (including documents, other electronic files, e‐mail and recorded voice mail messages) are the property of the Threading Station. The Threading Station may inspect and monitor such data at any time. No individual should have any expectation of privacy for messages or other data recorded in the Threading Station’s systems. This includes documents or messages marked “private,” which may be inaccessible to most users but remain available to the Threading Station. Likewise, the deletion of a document or message may not prevent access to the item or completely eliminate the item from the system.


The Threading Station’s systems must not be used to create or transmit material that is derogatory, defamatory, obscene or offensive, such as slurs, epithets or anything that might be construed as harassment or disparagement based on race, color, national origin, sex, sexual orientation, age, physical or mental disability, medical condition, marital status, or religious or political beliefs. Similarly, the Threading Station’s systems must not be used to solicit or proselytize others for commercial purposes, causes, outside organizations, chain messages or other non‐job‐related purposes.


Security procedures in the form of unique user sign‐on identification and passwords have been provided to control access to the Threading Station’s host computer system, networks and voice mail system. In addition, security facilities have been provided to restrict access to certain documents and files for the purpose of safeguarding information. The following activities, which present security risks, should be avoided.
• Attempts should not be made to bypass, or render ineffective, security facilities provided by the company.
• Passwords should not be shared between users. If written down, password should be kept in locked drawers or other places not easily accessible.
• Document libraries of other users should not be browsed unless there is a legitimate business reason to do so.
• Individual users should never make changes or modifications to the hardware configuration of computer equipment. Requests for such changes should be directed to computer support.
• Additions to or modifications of the standard software configuration provided on the Threading Station’s PCs should never be attempted by individual users
(e.g., autoexec.bat and config.sys files). Requests for such changes should be directed to computer support.
• Individual users should never load personal software (including outside email services) to company computers. This practice risks the introduction of a computer virus into the system. Requests for loading such software should be directed to computer support.
• Programs should never be downloaded from bulletin board systems or copied from other computers outside the company onto company computers. Downloading or copying such programs also risks the introduction of a computer virus. If there is a need for such programs, a request for assistance should be directed to computer support or management. Downloading or copying documents from outside the company may be performed not to present a security risk.
• Users should not attempt to boot PCs from USB drives. This practice also risks the introduction of a computer virus.
• The Threading Station’s computer facilities should not be used to attempt unauthorized access to or use of other organizations’ computer systems and data.
• Computer games should not be loaded onto the Threading Station’s PCs.
• Unlicensed software should not be loaded or executed on the Threading Station’s PCs.
• Company data (whether developed internally or licensed) should not be copied onto USB drivers or other media other than for the purpose of backing up your hard drive. Software documentation for programs developed and/or licensed by the company should not be removed from the company’s offices.
• Individual users should not change the location or installation of computer equipment in offices and work areas. Requests for such changes should be directed to computer support or management.


There are a number of practices that individual users should adopt that will foster a higher level of security. Among them are the following:
• Turn off your personal computer when you are leaving your work area or office for an extended period of time.
• Exercise judgment in assigning an appropriate level of security to documents stored on the company’s networks, based on a realistic appraisal of the need for confidentiality or privacy.
• Remove previously written information from USB drives before copying documents on such drives for delivery outside the Threading Station.
• Back up any information stored locally on your personal computer (other than network based software and documents) on a frequent and regular basis.


Should you have any questions about any of the above policy guidelines, please contact your manager.

XX. INTERNET ACCEPTABLE USE POLICY

 

The Threading Station has provided access to the Internet for authorized users to support its mission. No use of the Internet should conflict with the primary purpose of the Threading Station, its ethical responsibilities or with applicable laws and regulations. Each user is personally responsible to ensure that these guidelines are followed. Serious repercussions, including termination, may result if the guidelines are not followed.

The Threading Station’s connection to the Internet may not be used for any of the following activities:
• The Internet must not be used to access, create, transmit, print or download material that is derogatory, defamatory, obscene, or offensive, such as slurs, epithets, or anything that may be construed as harassment or disparagement based on race, color, national origin, sex, sexual orientation, age, disability, medical condition, marital status, or religious or political beliefs.
• The Internet must not be used to access, send, receive or solicit sexually‐oriented messages or images.
• Downloading or disseminating of copyrighted material that is available on the Internet is an infringement of copyright law. Permission to copy the material must be obtained from the publisher. For assistance with copyrighted material, contact your manager.
• Without prior approval of your manager, software should not be downloaded from the Internet as the download could introduce a computer virus onto the Threading Station’s computer equipment. In addition, copyright laws may cover the software so the downloading could be an infringement of copyright law.
• Employees should safeguard against using the Internet to transmit personal comments or statements through e‐mail or to post information to news groups that may be mistaken as the position of the Threading Station.
• Employees should guard against the disclosure of confidential information through the use of Internet e‐mail or news groups.
• Employees should not download personal e‐mail or Instant Messaging software to Threading Station computers.
• The Internet should not be used to send or participate in chain letters, pyramid schemes or other illegal schemes.
• The Internet should not be used to solicit or proselytize others for commercial purposes, causes, outside organizations, chain messages or other non‐job related purposes.
• The Internet should not be used to endorse political candidates or campaigns.


If you have any questions regarding any of the policy guidelines listed above, please contact your supervisor.

XXI. THICK VS THIN EYEBROWS

Thin eyebrows is the number one complaint we receive in the company. Always err towards doing the customers eyebrows thicker. You can always take off height but you cant add it back. See the example below

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

XXII. FAQ

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