TABLE OF CONTENTS

I. MISSION AND FOREWORD

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Our mission is provide the highest quality of work and the best customer service in our industry. We want to set the standard all other threading businesses measure against. 

 

As a threader at the Threading Station, your work is your art, and your customers are your canvas. We hope you will take pride in your art and strive to hone your craft. In a time where desk jobs are increasingly imperiled by artificial intelligence, know that your job will not be taken by a computer any time soon. Job security as an artist, in any form, is becoming a relic, so let's celebrate threading, our customers and the work we do.

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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 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.

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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 to read, understand and abide by the Handbook. 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.

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III. POSITION DESCRIPTION

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As a threader you are expected to be most 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 information below can be directed to your supervisor.

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A. Opening Procedure

• Put on jacket

• Clock in (you may clock in no more than 15 minutes before your shift start time)

• Count money in register and ensure appropriate change is available

• Ensure area of work is clean, including surfaces/machines, and all necessary supplies are available

• Turn on music

• Ensure television is on and video is playing

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

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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

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C. Consultation

• Introduce yourself to customer

• Ask what service customer wants performed

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

•Please note do not do beards. Politely refuse customers who request beard service

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D. Service Procedure

• Sanitize hands (plastic gloves should not be worn while threading)

• Put on mask (mask use is strongly recommended but not mandatory)

• Evaluate eyebrows and form a mental plan of action (thicker/taller is better than thinner/skinnier! You can take more hair off but you cannot put hair back on)

• Use a new disposable spoolie brush for each customer. Spoolie brushes should never go down on the counter. Give brushes to customers to take home

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

• Return metal tools to Barbicide glass to sanitize and dispose of spoolie brush

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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

• Employees may not ask for, or even mention tips to customer. This is incredibly rude and is a fireable offense.

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F. Payment Procedure

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

• The small customer screen is for customer use only. Employees should not be using customers screens or stopping customers from accessing customer screens.

• Remember to ask satisfied customers for Google reviews! Reviews make the business more visible online and help you get more customers/tips. 

NOTE - Staff members who ask for reviews *will be prioritized for pay raises.*

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G. Closing Procedure

• Employees must take customers and keep door open until official closing time*

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

• Sweep floor with broom, and if necessary clean with swiffer (wet, dry or both)

• Clean up location and make sure it is ready for the next work day (do not use cleaning products on electronics or leather surfaces)

• Wipe down all surfaces/machines with a slightly damp paper towel

• Empty bins off all trash

• Ensure all supplies are organized

• 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 key. Cash box should be left EMPTY and *OPEN* every night. This is to prevent theft of the register and cash box

• Turn off music

• Clock out and enter cash tips received during day

• Kiosk locations should leave cash drawer open and empty

*NOTE - Employees may choose to take customers after closing time. The system will not allow you to process transactions more than 30 minutes after end of shift. If you want to stay more than 30 minutes after the end of your shift, contact your manager and they will provide an override code that will allow you to keep processing transactions.

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H. Whats.App

The Threading Station uses Whats.App to communicate with staff. Employees are expected to download Whats.App on their mobile phone, turn on notifications, and *read every text in their group.* Important messages and flyers flow through your What.App group. Reading every message is mandatory. 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.

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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.

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J. Dress Code, Uniform, Footwear, Hygiene

Employees should report to work dressed neatly and cleanly. Employees should ensure they are free of any noticeable odors (body, perfume etc.) 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. Your jacket should be kept at work. Employees should wear appropriate footwear for standing long periods of time. We recommend Dansko Professional clogs.​​

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K. Recording Transactions

Employees may not record sales transactions of any kind on paper, digitally or otherwise.

 

L. Covering Signage

Employees may not remove or obstruct any company signage or postings.

 

M. Mobile Phone Usage

Employee may not talk on phone while greeting customers, performing services or during checkout.

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N. Recording

All locations are being video recorded. This is to protect staff and employees alike. Footage may be reviewed to ensure professional standards are being upheld.

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O. Exchanging information with customer

Employees may not exchange phone numbers or information with customers.

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IV. HOURS OF WORK, BREAKS, ATTENDANCE AND PUNCTUALITY

A. Hours of Work
Employees may request the opportunity to change 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. Normal work hours are defined by the Square Team app. You may use the app to request time off or shift changes. Consult the app or your supervisor if you have a question about your schedule.

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 supervisor 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 action 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.

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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. Employees may take this lunch break later if they prefer. There is no limit to bathroom breaks, but please try and be wise with your use of time away from your post. Before you leave, 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 departing for a break or any other reason. During your break please let customers into the store. Even if you don't take them right away we need to offer them shelter.

 

E. Extended Breaks

If you need to take an extended unpaid break during the day for emergencies or personal reasons, please clock out. You will need a code to clock back in after a mid day clock out. Your supervisor will provide this code. Make sure to clock out again at the end of the day.

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V. LEAVE/TIME OFF AND DELAYED OPENINGS

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A. Time Off
Full-time employees earn paid time off at a rate of 1 hour for every 30 hours worked, up to 40 hours per year, beginning on their first day of employment.

All time-off requests must be approved by your supervisor and submitted in hourly increments. Notify your supervisor through Whats.App and request time off through the Square Team app as early as possible, at least two weeks before the date you want off. The maximum paid time off you can receive in a year is 40 hours. Earned leave is forfeit upon seperation. If you are sick or injured and will be out five or more consecutive days, a doctor’s note is required. You may use your accrued sick leave for personal time, vacation, or any non-medical reason, but using paid sick leave for non-medical reasons is optional.

The Threading Station may also suggest that you apply for State Disability Insurance (SDI) when appropriate. Employees may carry unused hours into the next year, up to a maximum of 80 hours.

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B. Extended Leave

Employees who take leave for more than two weeks cannot be guaranteed their same schedule upon return to employment.

 

C. Severe Weather Conditions/Late Openings/Early Closings

If severe weather conditions occur and late opening/early closing is necessary, your supervisor will contact you about schedule changes. If you do not hear from your supervisor, assume there are no changes to the schedule. Please do not contact your supervisor to ask about changes to the schedule due to weather.

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D. Bereavement Leave

Five days paid leave will be provided to employees who experience the loss of an immediate family member. An immediate family members is defined as an employees spouse, child, parent, sibling, grandparent, grandchild, step-parent, step-child, step-brother, or step-sister. Additional time off may be granted, but such time will be unpaid unless accrued leave benefits are used.

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VI. SALARY ADMINISTRATION

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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. 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. Employees who ask for reviews, keep their location clean and adhere to company policy will be prioritized for pay raises. 

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VII. TIP REPORTING

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Employees are required to report their tips. When you clock out at end of day, the register will prompt you to report your cash tip amount. If you are somehow unable to report your cash tip due to technical issues, you can also report your tips by accessing the Tip Report form here threadingstation.com/forms.​​ Employees who do not declare credit card and cash tips correctly will be ineligible for raises (outside of those mandated by the state.)

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VIII. MAINTENANCE AND SUPPLY REQUESTS

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Request supplies and report anything that is broken or in need of cleaning by accessing the Supples and Maintenance Request Form at threadingstation.com/forms.​​​ Request supplies at 25% capacity to allow time for delivery. Please only request items once, as some items may take up to two weeks to arrive once requested. Please report anything that is broken ASAP, both to the Google form as well as to your advisor. This includes TVs that wont turn on.

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IX. REIMBURSEMENT OF EXPENSES

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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.

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X. 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 strictly prohibited. This includes working for competitors or taking clients outside of a Threading Station location. This is a serious offense and may result in termination of employment.

 

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.

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XI. SOLICITATION

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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 number 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.

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XII. REVIEW OF PERSONNEL ACTION AND PERSONNEL RECORDS

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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.

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.

 

 

 

XIII. SEPARATION

 

Either the Threading Station or the employee may initiate separation. The Threading Station encourages employees to provide at least two weeks 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.

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:
• 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;
• Using Threading Station property or services for personal gain or taking, removing or disposing of Threading Station material, supplies or equipment without proper authority;
• Dishonesty;
• Theft;
• 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

• Requests for tips from customers

• Working for competitors or taking clients outside of a Threading Station location

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XIV. EMPLOYMENT DESIGNATION

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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.

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XV. THICK VS THIN EYEBROWS

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Thin eyebrows is the number one complaint we receive in this 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​

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