We are delighted that you have chosen to join our team. This employee handbook is designed as a tool to learn more about Allure Intimate Apparel and its administrative policies. It applies to all employees of Allure Intimate Apparel.
The material in this handbook is not exhaustive. Although we have attempted to cover matters of general applicability to employees, we know that it does not cover every situation which may arise from day to day. We reserve the right to make changes at any time, with or without notice, and to interpret these policies and procedures at the discretion of the company.
Allure Intimate Apparel and its employees have a relationship known as "employment-at-will." This means that you may terminate your employment with or without cause, and Allure Intimate Apparel retains the right to do the same. This policy manual does not modify or limit the employment-at-will relationship. This manual takes the place of all prior policies, practices, and oral representations which may have been made by Allure Intimate Apparel. It does not modify or limit the employment-at-will relationship and does not create a specific contract between you and Allure Intimate Apparel. Any specific Employment Agreement entered into between you and Allure Intimate Apparel shall supersede and take precedence over any inconsistent terms contained herein.
We look forward to working with you and wish you a successful career at Allure!
Peter O’Malley – Owner
Updated February 8th 2023
MISSION
To provide bra fitting services to all women, and carry out each fitting with confidence, integrity, and respect.
VISION
Our vision is for every woman to be empowered by her self-confidence and educated about proper bra wear and care.
VALUES
1. Community – Treat all customers and staff with respect, value diversity, and committed to equality. Provide a safe, non-judgmental store environment.
2. Quality – Excellence through development and growth in knowledge of bra fitting and product offerings.
3. Confidence– Be prepared for any challenge, continuously improving, and celebrating even the small wins.
4. Dynamic – Ability to think outside the box, take risks that will benefit the company and the customer, and enthusiastic about the industry.
Allure reserves the right to check references, do criminal background checks and is an equal opportunity employer.
DEFINITIONS
For the purposes of this handbook the following definitions shall apply:
Regular, Full-Time Employees. Regular, Full-Time Employees shall include all employees working a fixed schedule averaging 30 hours or more per week for at least six months of the year, including exempt and non-exempt employees.
Part-Time Employees. Part-Time Employees shall include all employees working an average of less than 30 hours per week over the course of a six-month period.
Exempt Employees. The term Exempt Employees shall be defined as all employees exempt from the minimum wage and maximum hour requirements, exempt from overtime pay pursuant to Title 29, Section 213(a)(1) of the United States Code, as periodically amended, and as designated by Allure Intimate Apparel.
Non-Exempt Employees. Non-Exempt Employees shall be defined as all employees who are not exempt from the minimum wage and maximum hour requirements and
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paid over time for hours worked over 40, time and one half as defined in Title 29, Section 213(a)(1) of the United States Code, as periodically amended, and as designated by Allure Intimate Apparel
Reasonable Accommodation. The term reasonable accommodation shall be defined under Minnesota Statutes Section 363.03, as periodically amended, and may include, but is not limited to, nor does it necessarily require (a) making facilities readily accessible to and useable by disabled persons; (b) job restructuring, modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, and the provision of aids on a temporary or periodic basis.
Protected Class. The following is a list of protected classes of people: race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, membership or activity in a local commission, disability, sexual or affection orientation, age or military status.
HOURS OF WORK
Allure Intimate Apparel needs to have the flexibility to schedule people when needed. We try to accommodate individual needs as much as possible and still meet the needs of the company. It may, however, be necessary to ask personnel to work at other times.
Full-time employees may work up to six days, in anytime frame ranging from 9:00 am to 9:30 pm, seven days a week (different locations have different sets of hours). In some cases, employees may have a mutual agreement with Allure Intimate Apparel to work an alternative schedule to meet business needs. Should it be necessary for you to be absent from or late for work for any reason, please notify your supervisor or human resource a minimum of one hour prior to the scheduled shift. If injured or feeling unwell the night before your shift, a courtesy call to your supervisor to put us on alert is always appreciated. Unreported or excessive tardiness or absences may, at Allure Intimate Apparel’ discretion, result in termination. Three late arrivals to work in a 6 month period will result in termination as will any no call, no show.
OVERTIME POLICY
Non-Exempt Employees (i.e., paid on an hourly basis) are entitled to overtime pay at a rate of one and one-half (1½) times their regular pay for all pre-approved hours worked beyond 40 hours per week. The 40 hours used for determining overtime must be hours worked only. It will not include sick time, vacation time, holiday time, or other types of non-worked hours.
All overtime, and any time in excess of eight hours a day, must be approved by the employee’s supervisor in advance.
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SALARY ADMINISTRATION POLICY
All exempt and nonexempt employees are paid by check on a biweekly basis, every other Friday. Employees may have their paychecks directly deposited in any bank by filing the appropriate form with Human Resources.
Employee’s withholding exemptions certificates (W-4 forms) must be filled out before starting work to indicate the number of dependents for tax purposes. A revised W-4 form is required to be completed upon changes.
Certain deductions, required by law or elected by the employee, will be made automatically from your paycheck including:
o Federal and State Taxes
The law requires withholding taxes based on your W-4 statement. The amount withheld will vary according to your earnings and the number of exemptions you claim.
o Social Security Taxes
In compliance with the Federal Insurance Contribution Act (FICA), Allure Intimate Apparel makes deductions from your pay that, with an equal contribution by Allure Intimate Apparel, are credited to your social security account.
VACATION/PERSONAL TIME OFF
It is the practice of Allure Intimate Apparel to provide full-time employees with an annual paid period for rest and relaxation. Regular, full-time employees accrue vacation at the following rates:
All regular full-time employees, after service of six months, earn up to five (5) days of vacation within their first year, seven (7) days of vacation within their second year, ten (10) days of vacation with years three, four and five and fifteen (15) days of vacation in years six and above.
All vacation time is accrued on an annual basis beginning on the employee’s hire date. Vacation time used prior to accrual must be approved by a Manager. Any unused
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vacation time should an employee be terminated, laid off or resigns is forfeited and has no monetary value.
Employees must take all earned vacation time in the year in which it has been earned. Any earned but unused vacation time is lost at the end of the year.
Scheduling: Vacation/personal time should be requested as far in advance as possible. Every effort will be made to honor vacation requests, but management reserves the right to limit the number of Team Members on vacation or deny vacation requests at any time in order to take workload and client needs into account. Generally, the earliest vacation request submitted will have priority. *All requests must be done in writing via the vacation request form on our website.
ATTENDANCE
It is important to be on time. Every employee is expected to report for work regularly and on time. The person responsible for opening the store must be on location 15 minutes before the store opens. Employees must approve planned absences 2 weeks in advance with their supervisor, allowing as much notice as they can pursuant to the previous section “Hours of Work.” In the event of an emergency or illness for which an employee will be late or absent, it is essential that the employee’s supervisor be notified prior to the employee’s shift. Notification from another employee or relative is not acceptable, except under emergency conditions. Excessive absenteeism, or tardiness, for any reason, will be reviewed by the employee’s supervisor and will result in termination.
EXCUSED ABSENCES
Funeral Leave: Regular full-time employees after the 90 day training period has been completed will be granted a three(3) day leave of absence, without loss of pay, in case of death in one’s immediate family (parent, grandparents, parents-in-law, brothers, sisters, sons, daughters, husband or wife) for the purpose of attending the funeral. Funeral leave is the day prior to, the day of the funeral, and the following day, unless other arrangements are made with the employee’s supervisor. Unusual circumstances such as extended travel and other complications may warrant additional time off at the discretion of the employee’s supervisor. However, unscheduled work days are counted in the funeral leave days. (Example: Initial day-off is Friday and there is no extensive travel, etc., an employee is expected to work on Monday.)
Time off to attend the funeral of other relatives or close friends may be requested. Prior approval by the employee’s supervisor is required. The time may be granted without pay at the discretion of the employee’s supervisor.
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MN Employees Only: Time Off For School Conferences and Activities: In accordance with State law, unpaid time off, up to a maximum of sixteen (16) hours annually, for attendance at preschool or school conferences, and school related activities which cannot be scheduled during non- working hours. Employees may use accrued vacation or personal time off for this purpose. Where the need for school leave is foreseeable, the employee must give the employer reasonable prior notice and must make a reasonable effort to schedule the leave so as not to unduly disrupt operations.
Time Off To Vote: Employees are encouraged to vote and permitted the necessary time off. You will be allowed a reasonable period of time to vote in the morning in case you are unable to vote before or after working hours.
Jury Duty: Allure Intimate Apparel does not discipline, discharge, threaten or otherwise coerce employees who receive and respond to a Summons, serve as jurors, or attend court for prospective jury service.
Military Service: Allure Intimate Apparel will grant military leaves of absence as required by law and by the needs of the employees who are members of the military service.
The duration of the leave will be the term of enlistment plus an additional time that may be required by the Government. It will include a reasonable allowance of time for travel and adjustment.
Re-enlistment or any other voluntary extension of the tour of duty may affect the leave of absence. On return from military leave of absence, the employee will be reinstated as required by law, subject to these conditions:
o The employee must apply for reinstatement within the time required by law; and
o If the employee’s former job is not available, Allure Intimate Apparel will provide a job of similar status, seniority and pay. Adjustments and exceptions to this policy may be made, as circumstances require.
Allure Intimate Apparel makes it a policy not to discriminate in any way against employees who are members of the military. The employee’s job will not be in jeopardy if military leave of absence is required or taken.
ST PAUL MN ONLY: SICK LEAVE
Sick leave is a benefit to be used only in the case of actual illness or injury which prohibits an employee from performing their duties. All regular employees are eligible for sick leave benefits. Sick leave for exempt employees is accumulated at the rate of 1-hour sick time per every 30 hours worked up to 48 hours per year. Employees must work a minimum of 48 hours per year to qualify.
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Sick leave which is accumulated may be taken for personal illness/injury or may be taken to care for a family member’s illness or injury.
Upon returning to work, the supervisor may request that the physician complete a return to work form for a personal illness or injury. The supervisor may also request proof of illness or injury of a family member. Such proof shall be obtained from a medical professional or facility acceptable to the supervisor.
Sick leave is not available for temporary employees.
PAID SICK LEAVE POLICY
Full Time Salaried Managers will receive 2 days of paid sick time after 1 year of employment and 3 days after 2 years of employment and every year going forward. A Doctor's note or proof of visit to a medical professional will be required. Paid sick leave may NOT be carried over from one year to the next year. If you don’t use it, you lose it.
FAMILY MEDICAL LEAVE/PARENTAL LEAVE
Allure Intimate Apparel does not employ 50 or more employees within 75 miles of a work site and is not required to provide federal or state Family Medical Leave or Parental leave.
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Paid sick leave has no monetary value and is not paid out if not used.
Upon reasonable request, Allure Intimate Apparel further reserves the right to grant unpaid personal leave from what is stated herein, at its sole discretion.
1. MN EMPLOYEES ONLY: In accordance with state law, and notwithstanding sick childcare leave as described in the section entitled “Sick Leave” contained herein, any employee who has worked for Allure Intimate Apparel for at least one year and worked at least half time in the 12-month period preceding the leave, will be entitled to parental leave up to six (6) weeks for the birth or adoption of a child.
Requests for unpaid personal leave that are not covered under Section I, shall be granted at the sole discretion of Allure Intimate Apparel after accrued sick time is exhausted.
An employee working more than twenty (20) hours a week will be granted a paid leave of absence of up to 40 work hours for the purpose of undergoing a medical procedure to donate bone marrow.
In order to prepare for the employee’s absence during any leave period referenced herein, Allure Intimate Apparel requires thirty (30) days written notice of the employee’s intention to take leave prior to the date leave is to begin. If, due to emergency or unforeseen circumstances, the employee is unable to provide such notice, notice as soon as possible and practical is acceptable.
If leave is taken because of the employee’s serious health condition, the employee is required to provide certification prior to returning from leave that the employee is able to resume work.
PERSONAL LEAVE OF ABSENCE
Allure Intimate Apparel allows personal unpaid leave of absences for full time employees (30 hours) who have been employed a minimum of 6 months. Employees are eligible for up to 7 days’ unpaid personal leave per year with prior advanced written approval from the employee’s direct supervisor and Human Resources. Personal leave cannot be used to work another job and failure to return from leave will be considered a quit without notice.
WORKERS’ COMPENSATION
Allure Intimate Apparel carries Workers’ Compensation insurance to protect all employees in case of work-related accident or injury. All employees are covered, and the entire cost of this insurance is paid by Allure Intimate Apparel. Any work-related injury should be reported immediately to a supervisor so that the employee can receive fast and effective treatment. All necessary Workers’ Compensation papers must be filled out within (48) hours of injury.
In the event of an injury, an incident report form is to be completed by the employee and forwarded to that employee’s supervisor and Director of Operations.
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HEALTH INSURANCE
Health Insurance (medical, dental and vision) is offered to all regular, full-time employees on the first day of the month after completing 60 days of regular full-time employment. Medical, Vision and Dental insurance are available to all Full-Time Employees:
-Medical insurance is available through Blue Cross Blue Shield on the first day of the month after completing 60 days of regular full-time employment. Cost is contingent on the employee's age and is based on a rating system used by the insurance industry.
-Dental & Vision insurance are available through Delta Dental/Vision on the 1st of the month following 60 days of regular full-time employment.
Eligible employees may choose Medical, Dental & Vision insurance independent of the other and must enroll within 7 days of eligibility. If coverage is waived, the Employee may enroll during the Open Enrollment period.
Allure pays 50% of the Employee’s Monthly Medical premiums, deducted from the Employee’s paycheck, pretax, twice monthly.
The Employee pays 100% of Dental and Vision premiums.
SIMPLE IRA
Simple IRA Plan
Allure Intimate Apparel offers a set percentage match of 3% to those who participate in the plan. The enrollment period is in November and December of each year. An enrolling employee must have received compensation in excess of $5,000.00 for the year prior to enrollment and in the year following enrollment. An employee must be 21 years of age before enrolling.
See Human Resources for enrollment forms and more information.
ALLURE LIFESTYLE AND ADDITIONAL EMPLOYEE BENEFITS
Gym Membership
Allure provides gym membership compensation to Planet Fitness (optional) after 90 days for all employees working 20 hours or more per week. Managers are eligible for the PK Black Card which includes massage chairs, tanning, hydromassage and a list of many other great benefits. Employees who work 20 hours or more per week will receive a maximum of $15 per month towards their membership while Managers will receive a maximum of $25. ALL eligible employees will receive a one-time maximum of $50 towards any sign-up and/or initiation fees that are due upon joining. Memberships are
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made and done by the employee upon the approval of management. Proof of membership is required.
Spa Day
After one year, all regular full-time employees receive an "Allure Anniversary Spa Day" where they each receive either a massage or a manicure and pedicure ($100 value). This is an annual event and includes an extra paid day off. The "Allure Anniversary Spa Day" and subsequent paid day off must be requested via our vacation request form on our website. Arrangements for your spa services should be arranged with your manager.
UNEMPLOYMENT PLAN
Employees who lose their jobs because of business conditions are eligible to collect Unemployment Insurance until they are recalled or find other employment. This insurance is financed almost exclusively by Allure Intimate Apparel through taxes paid to the state.
If employees quit without good cause or are discharged for misconduct or refusing an offer of suitable work, they are not eligible to collect Unemployment Insurance. Allure Intimate Apparel will appear at any State hearings to dispute employee’s eligibility under those conditions.
To qualify for continuing benefits, employees must be available and able to work. Employees who worked for a minimum period, or part-time employees are not eligible to collect unemployment benefits.
RECORDS
Allure Intimate Apparel employees may examine their personnel records in accordance with State law. Records exempt from this inspection include potential job assignments, predictions of future salary, and personnel planning information. Employees have the right to correct, ask for a deletion, or write a statement of disagreement with any item in the file. Employees may not remove files.
MEALS AND BREAKS
Allure Intimate Apparel strives to offer employees meal breaks based on business needs and when time permits.
Employees who return late from lunch or breaks are subject to discipline, up to and including discharge.
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As a condition of employment with Allure Intimate Apparel, all employees must consent that (1) computers and other electronic and telephone media are the property of Allure Intimate Apparel and as such, are intended to be used solely for business purposes; and (2) the use of electronic media for private purposes, violates company policy and may subject the offending employee to disciplinary action.
Consistent with the company’s policy regarding harassment and offensive behavior, any sort of obscene, offensive or otherwise improper use of electronic media is strictly prohibited and may subject the offending party to disciplinary action.
All cell phones and laptops must be kept out of sight, in the back room with the volume turned off at all times. Customers should NEVER see an employee of Allure on an electronic device other than our POS.
Online Social Networking Policy
Allure Intimate Apparel is committed to maintaining a good relationship with its team members and customers. The way the public views Allure Intimate Apparel is vital to maintaining business, gaining new business, retaining first-class team members, recruiting new team members and marketing our products and services.
While Allure Intimate Apparel has no intention of controlling employee actions outside of work, employees should practice caution and use discretion when posting content on the Web. Employees have the right to use social media for personal expression on their own time, and Allure Intimate Apparel will not violate employee privacy by attempting to access content that has not been made available publicly. This policy serves as a notice on the practice of social networking for all employees to read and understand. As more concerns develop and legislation is released, this policy is subject to change.
The purpose of this policy is to:
o To guarantee a constructive relationship between the company and its employees
o To manage risk and preserve Allure Intimate Apparels positive reputation
o To discourage the use of company time for personal social media activities
o To promote awareness among employees of the number of individuals who can access information presented on social networking sites
Definitions
Social networking and social media refer to any activity that involves interaction in online communities. This interaction includes, but is not limited to, browsing profiles and photos, reading messages sent through social networking forums and participating in instant messaging services.
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A social networking site is any website that links individuals electronically and provides a forum where users can connect and share information. These websites can be tailored to specific interests or to certain types of users. Examples of popular social networking sites include Facebook, Twitter, Tick Tock, Instagram, Vine, Flickr, Friendster, Classmates.com, LinkedIn, Xanga and Bebo. The list of social networking sites is constantly growing and changing because of the nature of the Web.
A social networking profile is a user’s personalized page within a specific social networking site, usually containing personal information such as name, birthday, photo, and interests.
Micro-blogging is the practice of publishing your recent whereabouts, thoughts, or activities on a social networking site for other users to see. While not all social networking sites use micro-blogging, this is a primary focus of sites such as Twitter and Facebook.
Business purposes is considered using a social networking site for the company’s gain, usually as a task or assignment given by a manager or supervisor. This can be done either through a specific company account on a given social networking site or through a personal account set up for the purposes of recruiting or marketing for Allure Intimate Apparel.
Procedures
Prohibited Use
It is important that employees use their time at work for business purposes. Employees are not blocked from access to social networking sites on Allure Intimate Apparels computers because, under some circumstances, social networking is a powerful business tool that can be channeled to gain positive publicity for the company and to connect with customers. However, access to such websites should follow company policy. The following actions are prohibited during working hours:
o Using social networking sites to conduct personal or non-company business with a company computer or device.
o Browsing social networking sites for non-company business on company time with a company computer or device.
o Reading email alerts regarding personal social networking account activity or using Allure Intimate Apparels email to correspond with personal social networking contacts.
o Updating information, uploading photos or otherwise engaging with one’s personal social networking profile for non-business purposes with a company computer or device.
o Micro-blogging for a non-business purpose on a social networking site throughout the day, whether it is on a company-provided computer or a personal smart phone device.
Prohibited Conduct
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Having your own individual social networking account and using it on your own time is certainly permissible. However, keep in mind that some actions on your personal site are visible for the entire social networking community and may no longer be considered private matters. Allure Intimate Apparel has put in place a set of conduct guidelines to protect its brand and prevent the unwanted disclosure of confidential information. Please follow these guidelines:
o Do not use microblogging features to disclose trade secrets, publish internal reports, provide tips based on inside information or participate in other activities that may be considered insider trading.
o We urge you to consider resolving workplace grievances internally. If you choose to address a grievance using social media, we recommend you refrain from posting comments and materials that could be viewed as malicious, obscene, threatening, intimidating or that could create a hostile environment on the basis of race, sex, disability, religion or any other status protected by law.
o We also recommend you refrain from posting any opprobrious, reckless or maliciously untrue comments. These communications may not be protected by law.
o Do not impersonate Allure Intimate Apparel or its employees, make statements on behalf of Allure Intimate Apparel without authorization, or make statements that can be construed as establishing Allure Intimate Apparels official position or policy on any particular issue.
As stated above, the purpose of this policy is to protect Allure Intimate Apparels brand and prevent the disclosure of confidential information. It is not Allure Intimate Apparels intent to interfere with its employees’ legal rights. Whenever state or federal law govern an area of social media participation, Allure Intimate Apparels policies should be interpreted as to comply with them.
ETHICS
Conduct and performance are based on an unwritten code of honesty and integrity. All employees of Allure intimate Apparel are expected to conduct themselves in a responsible, professional and friendly manner with the utmost attention being given to an accommodating, respectful and thoughtful person to both customers and employees alike. All employees start work on a 90-day training period.
Allure employees are expected to act in a manner in line with the company’s mission, vision, and values. This includes, but is not limited to speech, actions, and communications in person, via email, other company appointed communication, ie. Google Chat and on social media.
Set Tone at the Top Management has the added responsibility for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the
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product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters.
To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges to their authority, but rather as another encouraged form of business communication. At Allure, we want the ethics dialogue to become a natural part of daily work.
Conflict of interest
When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example, owning stocks of one of our competitors is a conflict of interest.
In other cases, you may be faced with an ethical issue. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behavior, you will lose your job and may face legal trouble.
For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it.
Create a Culture of Open and Honest Communication
At Allure everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.
Allure will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith.
RESOLVE IT POLICY
It is the policy of Allure Intimate Apparel to communicate directly with employees on a one-on-one basis, giving employees the opportunity to discuss problems with any level of management through open lines of communication.
Allure Intimate Apparel suggests the following procedure for complaints concerning matters not dealing with a violation of the policy against harassment or discrimination. For harassment issues, please consult the Allure Intimate Apparel harassment policy.
1. Employees who have a problem, suggestion or complaint should first discuss it with the person they are having the issue with. Most conflicts or
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disagreements can be resolved through professional one on one communication.
2. If the employee is not satisfied, or would like to discuss the problem further, he or she should talk to the next level supervisor.
3. If the employee feels the problem has not been adequately addressed, he or should then talk to Human Resources, Area Director or VP.
HARASSMENT AND OFFENSIVE BEHAVIOR POLICY
PURPOSE
To explain that Allure Intimate Apparel prohibits harassment and offensive behavior and provide the procedure for reporting such conduct.
POLICY
Unwelcome verbal or physical conduct which has the purpose or effect of unreasonably interfering with an individual’s work performance or which creates an intimidating, offensive or hostile work environment is not tolerated by Allure Intimate Apparel. Harassment, which is based on race, color, creed, religion, national origin, sex, disability, age, marital status, sexual orientation, or status with regard to public assistance is expressly prohibited. Any individual engaging in such conduct will be subject to appropriate action.
SCOPE
This policy applies to all Allure Intimate Apparel’ employees.
HARASSMENT AND OFFENSIVE BEHAVIOR COMPLAINTS
An employee who believes he or she has been subject to prohibited harassment or offensive behavior should make his or her concerns known by:
Telling the person engaging in harassing conduct or communications that the conduct or communication is offensive, against this policy, and must stop; or advising the employee’s supervisor. This option should be used if an individual does not wish to communicate directly with the person whose conduct or communication is offensive, or if direct communication has been unsuccessful. If the individual engaging in the offensive conduct or communication is an employee’s supervisor, the employee should contact the supervisor’s superior or the President. In all cases, the
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individual who receives notice of the behavior will inform the President immediately; and Putting the facts surrounding the harassing conduct or communication in writing here: https://www.allurefits.com/category_s/2007.htm. Complaints of prohibited harassment are investigated impartially. The investigation may include interviews with the individual making the charges, the accused individual, and appropriate witnesses.
RETALIATION
No retaliation will occur because an employee has in good faith reported an incident or suspected harassment. Allure Intimate Apparel, however, recognizes that false accusations of harassment can have a serious impact and asks that such reports not be made lightly or in circumstances which do not demonstrate good faith.
QUESTIONS:
Any questions regarding your obligations and those of others under this Policy should be directed to your supervisor or the President.
WHISTLEBLOWING
Allure Intimate Apparel will protect employees who report, in good faith, what they reasonably believe to be a violation of State or Federal law or conditions or practices that would put the health or safety of employees at risk.
Allure Intimate Apparel asks that employees first report the alleged violation, condition or practice to a person with supervisor authority over the employee and give Allure Intimate Apparel time to remedy the situation. No employees will be discharged, threatened or discriminated against in any manner for reporting what they perceive to be a violation of State or Federal law or conditions or practices that would put the health or safety of employees at risk.
Harassment or any form of retaliation of any employee described within this section shall not be tolerated. If any employee feels they are being harassed or retaliated against because of their involvement in the reporting should immediately report such conduct to their supervisor or the President.
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CONFIDENTIALITY
As the result of your employment at Allure Intimate Apparel, you may acquire and have access to confidential information belonging to the company of a special and unique nature and value, relating to such matters as the following: personnel and compensation information of the company, accounts, trade secrets, procedures, manuals, financial cost and sales data, supply sources and resources, contracts, price lists, accounting and bookkeeping practices, office policies and practices, financial information, data, records, reports, sales data, expense information, business plans (general and specific), prospect names and lists, existing and potential business opportunities, confidential reports, customer lists, contracts, litigation and other legal matters, as well as information specific to the company’s products.
As a condition of employment, you must agree that all such information is the exclusive property of the company, and that you will not at any time divulge, disclose, or use such information for your personal gain, economic or otherwise, or to benefit a third-party, except in the responsible exercise of your job, and such information, whether or not it has been designated specifically as “confidential”. The release or use of this information is strictly forbidden, except as provided above, during and after your term of employment. Any violation of this section will result in immediate disciplinary action, including possible termination, and may subject such person to legal action.
DRESS REQUIREMENTS
Allure Intimate Apparel expects all employees to project a professional image, through business casual to business professional dress. Inappropriate attire includes, but is not limited to:
-More than an inch of cleavage visible.
-Lower back visibility.
-Stomach visibility.
-Panty visibility.
-Torn, dirty, or frayed clothing.
Jeans: Dress Denim (darker shades) will be allowed on Saturdays & Sundays only. No light jeans or jeans with shreds, tears or holes.
Shoes: No athletic shoes/tennis shoes. Dress sandals only.
Leggings: Can be worn as hosiery but not as pants.
If any of the above is visible when ‘bending’ over or dipping low, the employee will be asked to leave, change, and come back, unpaid
One shoulder, strapless, and halter-tops are not acceptable, except if covered by a cardigan sweater or suit jacket. In that case, the top is not to be removed at work. Inappropriate pants include non-dressy jeans with holes, sweatpants, shorts of any kind, bib overalls, and any spandex or other form fitting pants that show panty lines.
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Dress and skirt length should be at a length in which you can sit comfortably in public. Short, tight skirts are inappropriate for work. Mini-skirts, sun dresses, beach dresses, and spaghetti-strap dresses are inappropriate.
Shoes are never to be removed in the presence of clients.
Visible body piercings should be professional and are not to exceed 3 in addition to ear piercings. Visible tattoos should be professional, inoffensive and are at the manager’s discretion.
Lastly, when in doubt…don’t wear the item!
*The above dress code is a guideline that was created to further promote the professional nature of Allure Intimate Apparel. By signing below, the associate understands that her choice of attire, whether mentioned in this document or not, is left strictly to the discretion of the manager.
KEY ISSUANCE POLICY
Allure Intimate Apparel may issue employees an entrance key to the stores. All store keys will remain property of Allure Intimate Apparel and duplication by employees is prohibited.
Employees must ensure store keys are always secure. Upon resignation or termination of employment with Allure Intimate Apparel, all store keys issued to employees must be immediately returned to management of Allure Intimate Apparel in a manner which ensures the security of the keys and stores. Keys issued with numbers must identically match returned keys.
EMPLOYEE EMPOWERMENT
All employees are encouraged to make on the spot, client decisions that they feel will create the best outcome possible for our customers. While we ask that all associates adhere to company policies, we recognize that unforeseen situations can and do arise. We ask that all decisions, including returns and exchanges, be communicated to the immediate supervisor for review and discussion. This is done in attempt to provide excellent and proficient customer service.
CUSTOMER SERVICE
Customer service is critically important to Allure Intimate Apparel. As such, every employee should endeavor to meet the following minimum requirements:
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Accept all clients until closing time and provide the time and services necessary to satisfy customer needs as long as you feel safe and comfortable. Turning customers away during business hours is not acceptable. Encouraging customers to return to the store on an alternate day is highly discouraged unless it is the customer’s preference.
If an employee is working late and a customer arrives after hours, it is up to the individual employee to exercise discretion as to whether to assist the customer. If possible, we encourage our team to assist the customer. If not possible, it is expected that the employee will acknowledge the customer and politely inform the customer that the store is closed.
If an employee stays late to assist a customer, please advise the VP of Sales. Allure Intimate Apparel wants to acknowledge individual commitments to customer service.
If an employee cannot timely assist a customer due to time constraints, promptly notify the Director of Operations so that we can send that customer a gift card or thank you letter letting them know that we appreciate their business.
EMPLOYEE DISCOUNT
A Store discount of 50% off Allure’s retail prices will be provided after the 90 day training period. All employees must use another employee to check out when purchasing merchandise and garments cannot leave the premises until the transaction has been completed. House accounts are not permitted and new merchandise cannot be taken off the floor for 30 days with the exception of associate, pre-approved special orders. Purchasing gifts and merchandise for the family must also be approved. Respect this privilege.
SECURITY
All Allure Intimate Apparel employees must be conscious of the security of the buildings and offices and are responsible to become familiar with the security procedures as developed for individual locations.
In the event of theft, suspicious activity, or a dangerous incident, employees should report the situation to their supervisor. The supervisor will assess the situation and, if appropriate, contact the local authorities. Allure Intimate Apparel reserves the right to inspect bags, parcels or containers being removed from the premises. Further, in the interest of health and safety, Allure Intimate Apparel reserves the right to inspect the workplace, including desks, files, and any additional property owned by the company, including any personal property on company property; cars, lockers, etc as well as the parking lot.
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Termination at-will means that Allure Intimate Apparel and its employees recognize that their employment relationship can be terminated, with or without cause, at any time, either at Allure Intimate Apparel’ or the employees’ option. It is essential to Allure Intimate Apparel and its employees that termination procedures are followed in order to facilitate replacement, to complete employment records, and to protect employee rights.
Allure Intimate Apparel encourages all personnel to give advance written notice of at least two weeks. Taking accrued vacation is not considered part of the resignation notice, unless approved by the employee’s supervisor. Any unused paid time off is lost.
All employees are required to return keys, supplies or any other Allure Intimate Apparel’ property prior to separation of employment.
SAFETY
Safety and health protection is a quality of work\life issue which has a high priority in all of our business activities. Our goal is to minimize human injury or illness and property loss or business interruption caused by accidents, fire or other hazards. Allure Intimate Apparel believes this will be achieved to the degree that all Allure Intimate Apparel members accept and fulfill the safety and health responsibilities inherent in each job. Individually, we must recognize hazards, anticipate possible exposures and risks, then act to eliminate or control them. In addition, the Occupational Safety and Health Act (OSHA), 29 USC §655 authorizes the promulgation of regulation designed to create a work environment free from hazards likely to cause death or injury. OSHA requires each employee to comply with safety and health standards, rules and regulations that are applicable to the employee’s actions and conduct. Employees must report any unsafe conditions to their immediate supervisor and Director of Operations. Employees must also become familiar with all procedures, equipment and issues relating to fire safety. The employee’s supervisor will conduct initial instruction and periodic review of fire and general safety information and action plan.
All on-the-job accidents must be reported immediately to a supervisor and Director of Operations a report shall be completed.
EQUAL EMPLOYMENT OPPORTUNITY
In compliance with applicable federal, state and local laws, Allure Intimate Apparel does not discriminate against any employee or applicant for employment on the basis of race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, membership or activity in local commission, disability, sexual or affection orientation, age or military status, otherwise known as “protected classes”.
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Except when based on a bona fide occupational qualification, Allure Intimate Apparel will treat women affected by pregnancy, childbirth or disabilities related to pregnancy or childbirth, the same as other persons who are not affected but who are similar in their ability or inability to work, including a reasonable accommodation.
Allure Intimate Apparel will make a “reasonable accommodation” to the known disability of a qualified disabled person or job applicant unless providing such an accommodation would impose an undue hardship upon Allure Intimate Apparel.
This employment policy includes, but is not limited to: hiring, terms, conditions, facilities, placement, upgrading, transfer, demotion, recruitment, advertising or solicitation for employment, training during employment, rates of pay or other forms of compensation, privileges of employment, selection for training, layoff or termination.
EMPLOYEE ACKNOWLEDGEMENT
By signing below, I am verifying that I have received and read the Allure Intimate Apparel Employee Handbook.
Except for any specific employment contract or agreement, I understand that this handbook supersedes all prior policies, practices, and benefits as well as oral representations. I understand that the purpose of the employee handbook is to give me a general understanding of Allure Intimate Apparel’ operations and procedures, which it may freely alter or terminate at any time, and that the handbook does not create a contract between me and Allure Intimate Apparel. I also understand that the handbook is not all inclusive and that there may be rules and procedures which apply to me but are not contained in it. Finally, I understand that Allure Intimate Apparel may take actions which vary from those described in the handbook if, in its opinion, the circumstances warrant.
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Either I or Allure Intimate Apparel can terminate my employment at any time, without prior notice, and for any reason. I understand that any representation to the contrary is not binding on Allure Intimate Apparel unless provided in writing and signed by its President.
Employee Name (Type or Print)
Date:
Employee Signature
Manager Signature
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