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JUNGLE FEVER How the right attitude can get

you ahead in your salon



A Mad Men-era salon with some equipment to match


Our top beauty gifts for the holidays

to keep in mind when switching salons


Further your career with shows, competitions and higher education

For those who want more... out of their career!

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i n e s Fo r e l l e n s E xc







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sumers’ Cho on Award ic




sumers’ Cho on Award ic ™



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| 18 well established MB locations | best product commission in the industry | busy salons with loyal clientele base | full service hair care facilities | leading professional brands OSIS . SCHWARZKOPF . BONACURE PAUL MITCHELL . D:FI . BIOLAGE AMERICAN CREW . URBAN RITUALS L’ANZA . MATRIX

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| excellent earning potential | flexible hours | group RRSPs | opportunity for advancement | excellent working environment | and much more Images provided by Schwarzkopf Professional

C LI PP I NGS WINTER 2016 Cover Photo by Teri Hofford Photography Hair by Kelly O’Leary Makeup by Lilli Czuk Model Raissa Watson This page: Photo by Teri Hofford Photography Hair by Kelly O’Leary Model and makeup by Amanda Legris


Published by: DEL Communications Inc. Suite 300, 6 Roslyn Road Winnipeg, MB R3L 0G5 President & CEO David Langstaff Publisher Jason Stefanik Editor Shayna Wiwierski Contributing writers L. Lagman Tammy Schuster Sales manager Dayna Oulion Advertising sales Cheryl Ezinicki Art director and layout Samuel Neil Advertising art S.G. Bennett Marketing

© Copyright 2017 DEL Communications Inc. All rights reserved. The contents of this publication may not be reproduced by any means, in whole or in part, without prior written consent of the publisher.

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While every effort has been made to ensure the accuracy of the information contained in and the reliability of the source, the publisher in no way guarantees nor warrants the information and is not responsible for errors, omissions, or statements made by advertisers. Opinions and recommendations made by contributors or advertisers are not necessarily those of the publisher, its directors, officers or employees.



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Editor’s Message Now What? How to heighten your career after hair school The end of an era: The dwindling of Canadian hair shows and what the future holds Cutting-edge salon style: Sapphire Hair Lounge Employee expectations Salon Poaching/HR Employee contracts Stuff we’re dye-ing over Antique hairstyling equipment Noir Cosmetics

Publication mail agreement #40934510 Return undeliverable Canadian addresses to: DEL Communications Inc. Suite 300, 6 Roslyn Road Winnipeg, Manitoba, R3L 0G5 Canada Email: PRINTED IN CANADA 12/2016





few months ago, the Clippings team was invited to sit in on a meeting with salon owners. Newly estabished and not formerly a group, these amazing stylists and business peeps chatted about the issues they have in their salons and how to fix them. It was pretty obvious that there are some shared concerns that happen everywhere. Salon poaching, workplace expectations, and departing stylists that were assets to the business don’t just happen at one salon. These were universal issues that were happening everywhere. As we chatted over wine and cheese, something was obvious to me. Running a salon just isn’t about the products and transformations that are within. A salon is just like any other business. They care about their employees and making them happy. They have issues when a stylist wants to leave before finishing a client (even if it’s 6 p.m. and they technically were off the clock at 5:30). Because of this, we wanted to do the handiwork for you and we reached out to industry experts for the do’s and don’ts of workplace management. Now, this issue of Clippings just isn’t about business. We take a look into a new salon on Academy Road that will transport you back to the ‘50s, as well as some equipment that was commonly used in and before that era. Since the holidays are fast approaching, we share some of our favourite items that we hope will be under our trees and menorahs this season. I hope you enjoy this issue of Clippings magazine, and as always, if you have any questions, comments, or story ideas, feel free to pass them my way!

Shayna Wiwierski @DELCommInc 4


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What’s in your salon?



Pictured: One of Angie Hunt’s finalist photos in the Contessa 2017 Hair Extensions Artist of the Year category.

Hair: Angie Hunt Photographer: Rahim The Photographer Makeup: Alex Ganczar Wardrobe: Scott Gilroyed Model: Chelsey Rae Topolnitsky



By Shayna Wiwierski

ou’ve gotten through hair school, you killed it at your apprenticeship, and now you’re working full time in a trendy salon. Now what? Just because stylists have finished their initial training, it’s always important to keep learning. Whether that’s taking advanced training, participating in competitions, or having a killer professional portfolio for the whole world to see. Many stylists are looking into enrolling at a hair academy to further their education. Depending on what kind of stream a stylist wants to go into, whether it’s cutting, barbering, colouring, etc., there are many academies across Canada and the world that provide further education to help you master more refined skills. “Trends are always changing. There are always new ideas, new styles, new techniques, and as an artist, you never want to become stagnant. Furthering your training can be a great boost, a way to refresh your skills,” says Wesley Hanlon, creative director for the Sassoon Salon Academy in Toronto. The Canadian Sassoon Academy offers a variety of short- and long-term courses, including Advanced Barbering, Cutting the Sassoon Way, Creative Cut and Colour, and more. They are open to a variety of levels and Hanlon mentions that he finds many of their students come with a year or so of experience on the

From continuing education to competing, how to go the extra mile for your career



Hair shows are a great way to further your career as a stylist. There are tons of shows and workshops available across Canada and the U.S., including the ABAs, held in Montreal and Toronto.

Angie Hunt highly recommends competing to up your game as a stylist. She also takes classes at various distributors on her days off from the salon.

floor. Students leave the academy with refined skills. The Sassoon Salon Academy isn’t the only school to offer continuing education programs. The Aveda Institute used to offer their academy program here in Winnipeg, however, now it’s only being offered in Toronto and Vancouver (it’s also available in select cities in the U.S.). The Advanced Certificate Program requires stylists to have a diploma or license and it’s targeted towards intermediate-level stylists who want to further refine their hairdressing skills. In addition to academies, distributors often host workshops, usually held over one or multiple days, to help hone stylists’ craft. For example, ESP Salon Sales already has a sold-out two-day comprehensive program on barbering basics here in Winnipeg happening in February 2017. They also offer many other events throughout Canada, often run by different brands that the distributor represents. In addition to one- or two-day workshops, Salon Centre recently held Innovate 2016 this past May at the Metropolitan Entertainment Centre here in Winnipeg and featured award-winning stylists and educators. Hair shows are another great way to further your career as a stylist as having an award under your belt or

submitting your work to hair competitions can help add value to your professional portfolio. Angie Hunt, an elite stylist at Chatters Salon on Empress, recently returned from the Contessa Awards in Toronto this past November, where she was a finalist for Hair Extensions Artist of the Year. Although Hunt didn’t take home the trophy, she’s won many awards throughout her career, including one where she got to work Toronto Fashion Week as part of their Redken’s backstage elite team. Aside from competing she also highly recommends taking classes, something she does on her days off. “Monday is my day to take classes as they tend to be Sundays and Mondays at the distributors. I’ll take a Redken balayage or Wella updo class; it’s all relevant,” says Hunt who recently won Chatters Salons’ National Cover Competition. Her prize includes a trip to Montreal to shoot a cover of Canadian Hairdresser magazine. “They say that 20 per cent of hairstylists make 80 per cent of the money. It’s what you do after your nine-tofive that makes your nine-to-five. Competing will set you apart, it’s something I’m passionate about and it’s selfmotivating. Education keeps me going, which is what you need as a hairdresser. What if someone comes in with something I’ve never heard of or if I don’t know how to do it.” Hunt highly recommends going the extra mile when it comes to furthering your career. She says it’s important to build connections in the industry by networking and volunteering, whether that’s being a hair model for a company doing a workshop or styling hair for a fashion show. Every little bit counts and will help build up confidence. Above all though, she recommends to never stop learning. “My favourite quote is from Kris Sorbie, Redken education artistic director, ‘Arm yourself with education because you can’t have enough tips and tricks. If you’ve never made a mistake, then it means you’ve never tried anything new.’” CLIPPINGS WINTER 2016



or stylists attending a hair show, it’s an opportunity to learn new techniques, hear about new products, get a sneak peek at emerging trends, and network with other like-minded hair magicians and professionals. The popularity of the hair show experience is still growing, plus the look and feel is changing due to a super-hot style development. “With the addition of barber shops, and men’s hair and beard lines, popularity is definitely still increasing,” says Samantha Sage, marketing and communications, Allied Beauty Association (ABA). “It’s expanding from the traditional hair show setting and bringing an entirely new crowd that’s changing the dynamic of the shows. It’s going in a new direction.” The ABA represents more than 90 per cent of the Canadian professional beauty supply industry and hosts shows and competitions across Canada. Their events and competitions bring in approximately

20,000 attendees each year. Sage says the ABA began holding battle-of-the-barber competitions two years ago shortly after the oldschool craft coiffing became the thing for men. They now hold three barbering competitions per show and they are as popular as the oldtimey stylings themselves. “The barbering competitions sell out in every city where we host them,” she says. “It works for our manufacturers of barbering tools and products and, as a result, we are growing our membership base because we can cater to a new market.” The ABA is also reworking their program to be more educationfocused. While many people come to the shows to see products and shop, Sage says their main focus is educating and providing value to the stylists. “Toronto’s show has been packed with look-andlearns, tutorials, and we are looking into holding a job fair.” She says they have recognized a need in



Photos provided by the ABAs

By Tammy Schuster


the industry to match salons with stylists, as well as students coming out of school looking for their first job. Despite the expanding interest in hair shows, readers may have noticed an absence in ABA shows in Manitoba, but Sage says the ABA is looking into reentering the Winnipeg market in 2017. The reason wasn’t for lack of interest though, she says they originally scaled back from the Winnipeg market mainly because manufacturers and distributors decided to take a different direction and focus on building their individual brands. “We are working on a more competition-focused event for Winnipeg with education components and a few manufacturers for shopping,” she says. “We are definitely looking to re-enter that market in the very near future.” For salon owners it may be harder to make the time commitment to leave the city and their business to attend a hair show, so having the ABA show return would be valuable, convenient, and fun. Tina Johnson, local stylist and owner of Metric Hair Salon in Winnipeg, says she has attended many hair shows throughout her career and would welcome the return of the ABA. “Hair shows are essential for keeping on the pulse of what is new and current in products and hair trends,” she says. “It’s also important for networking with your peers in the hair community.” While Winnipeg dates are not yet confirmed, the ABA is working on bringing its show — along with beards, barbers, balm, and buzz art — back into the province again soon.



Rockin’ retro vibes at Sapphire Hair Lounge on Academy Road


alking into Sapphire Hair Lounge is like walking into Winnipeg’s famed restaurant Rae & Jerry’s Steakhouse. They both have this timeless ambience of a different era, when Elvis was ruling the airwaves and microwaves were a thing of the future. The quaint 1,200-square-foot salon, located on Academy Road, blends vintage with colour, not just in décor, but in their services as well. A quick glance at @sapphirehairlounge on Instagram, you’ll see why they have over 3,000 followers. Known as much for their pin-up styles as their rainbow hair, they are soon becoming the place to get pastel and vividly coloured locks hair. Pretty good considering the salon officially opened on March 1, 2016. The space, located at 562 Academy Road, was home to Stano’s Coiffures, one of the longest-run businesses on the iconic River Heights street. After being in business for 53 years, they shut their doors and tried to sell off the space, but when it wouldn’t sell, the owners decided to put a yoga studio in it. That is until Kelly O’Leary and April Carriere walked in the door. Hairstylists O’Leary and Carriere had never worked together before, however, their paths crossed many times throughout their careers. Carriere took over O’Leary’s position when she left her first salon and she soon found out that business-wise, they both had a lot in common. “[Carriere] reached out to me one day and said if you’re looking for a business partner [to open a salon] we should do this,” says O’Leary, who started working in salons as a stylist at the age of 18. “It was in my four-year plan to open a salon and then I got pregnant. When I was eight months pregnant she texted me saying there was this salon going out of business on Academy, so we went there and it was like a dusty museum and I was like oh my god, we need this, let’s take it.”



By Shayna Wiwierski 10


O’Leary’s baby was three months old when they took over the space, and after major some dusting and shining, they opened up Sapphire Hair Lounge at the beginning of this year. Since the previous salon was so retro they stuck with that theme and didn’t do much in terms of construction other than paint the walls and redo the floors. Also, since both ladies specialize in pin-up hair and retro design, they brought in items they had at home to add to the look and feel. The real gems though are some of the items that have made the salon space their home for over 50 years. “We have these retro hood dryers that all still work. It’s an old building and old electrical, so we don’t want to push our luck and blow the fuses. We left the three-way stations as they are bolted to the ground, but they are the originals. The dryers are Schwarzkopf dryers and you can’t even buy those anymore.” The salon, although known for its incredibly retro vibe is also known for its talent as well. They offer a suite of hair services, but they have quickly become known for their pastel hair technique. Clients can get a rainbow of different colours, of which they use Pravana colour (they also use Schwarzkopf for permanent colour and Redken for toners). Colourful

hair – or mermaid or unicorn hair, as it’s known in the online community – is a trend that’s been around for awhile. Although it could soon be sailing out of season, O’Leary doesn’t think it’s going anywhere too soon. “I heard somewhere once that hair trends go through five years and I feel like we are at the peak of it. So many people that you wouldn’t think of are asking about it all the time; all kinds of ages. It’s pretty neat, this morning alone I got three messages in our salon Facebook page for silver hair.” To keep up with the busy demand, Carierre and O’Leary also have on staff one apprentice and three stylists. Although they will soon be tearing down a wall, giving them some sunshine and about 800 more square feet, O’Leary says she wants to keep the salon infrastructure tight knit, something that’s the opposite of where she’s worked previously. “It was never my dream to have a huge salon with 30 stylists. While the place I came from was amazing, that’s not what I wanted. I wanted a little family to do really cool things and keep evolving with us. Right now we don’t have a front-end girl, and it’s our ultimate goal to have one more stylist. I keep envisioning a little family with a silver Christmas tree. For some reason that is really important to me.”


Take a closer look at Sapphire Hair Lounge by scanning the QR code with your smartphone or tablet.

“When I was eight months pregnant [Carriere] texted me saying there was this salon going out of business on Academy, so we went there and it was like a dusty museum and I was like oh my god, we need this, let’s take it,” says O’Leary.



THE WORK PLACE JUNGLE Does this sound familiar? n




I sometimes don’t know what is expected of me by my supervisor or my co-workers. I struggle to have my staff understand what is expected of them. I sometimes get into trouble for things I didn’t know were expected. Sometimes my co-workers are annoyed with me for something I didn’t even know about.

If this sounds familiar, this book can help explain workplace expectations.

Understanding workplace expectations.

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Richard Brodeur – Wade Miller

Expectations for salons and how

Understanding workplace expectations.


You don’t have to learn the hard way.

he wildebeest, the crocodile, and the zebra. Sounds like the beginning of a children’s book, but they’re actually common characters you come across every day. The three animals are identities commonly found in every workplace. The concept is from the book You Want Me To Do What?! Understanding Workplace Expectations by Richard Brodeur and Wade Miller, which was released last year and is targeted towards workplace employees and employers. “The reason we wrote the book is because we kept seeing a gap in what we were expecting in people and what they were actually delivering,” says Richard Brodeur, a life-long entrepreneur who has a solid track record for fostering successful businesses. “That gap had little to do with their technical abilities, whatever their skill or trade was, and more to do with other things that were needed. What

we found is that people generally didn’t understand what was really expected of them in their workplace, usually because these expectations are often unspoken, rather mistakenly assumed to be commonsense behaviours. Some understood some, but not everyone understood all of them and that created a gap between what we needed and what their coworker expected of them in the workplace.” The book is aimed at making employees and employers’ life better. Brodeur and Miller categorize character traits into analogies of animals. The wildebeest is the weakest link in the organization, they are the type of person who likes to coast through the job, put in minimal effort, socialize a lot at work, and depend on others. They are a strain on coworkers, on teams, and on the company as a whole. The crocodile is smart and adaptable, they get the job done, and they usually win whatever they go after. However, they aren’t team



Richard Brodeur – Wade Miller

players, they are often aggressive or toxic, they have bad interpersonal skills, and other employees are typically intimidated or scared of crocs. As a result, no one will want to work with a crocodile. Zebras are adaptable, dependable and loyal. They can work well with tough personalities, and they often end up carrying the workload of their wildebeest-type colleagues. They understand the vision and strategy of the company and what it takes to create loyal customers and vendors. Brodeur and Miller say that employers should be looking for zebra-type characters when hiring as they are more productive, valuable and fulfilled at work. They came up with the concept of categorizing individuals by animals because it’s a safer way to talk. “We were struggling with the way to describe the three types of characters in the workplace and fell into that concept. Instead of saying you’re the aggressor, you’re the lazy one, it’s a safe way to describe

personality types and behaviours in the workplace. It’s much easier to tell someone that you have wildebeest behaviours and you need to be more of a zebra, as opposed to telling them they’re lazy,” says Brodeur. Employees should recognize the different characteristics in their employees, because at the end of the day, whether it’s management or employees, everyone has expectations in the workplace. For stylists who rent their own chair, they are still required to help out to maintain the needs of the salon. The success of the organization will impact their individual success. In helping out and doing other things, such as greeting customers that walk in, or helping clean towels, it’s in their best interest for the organization to be successful. Brodeur says that as hairstylists, one of the biggest things employees can do is to add value. “Their job and their role is to look after the customer in most cases, but you can find other things to add value that supports your customer base, your coworkers, or your organization. Anytime you add value to your organization as a whole, that will be noticed by your current customers, which will ultimately help attract new ones to your chair.” Adding value can mean a lot of things, but one of them is knowing how to time manage. Management needs to make it clear that their shift may not end at


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five. If a stylist is working on a client, then regardless of whether their shift is over, the agreed-to services for that client need to be finished and the client needs to be satisfied before the stylist leaves at the end of the day. Since stylists are paid and tipped based on their services, they should be motivated to stay and finish the service they started. Brodeur says that the person who wants to leave early and who doesn’t want to stay when something needs to be done, is the wrong animal for the workplace. However, having those conversations with employees about expectations can be uncomfortable for employers. That’s where the book comes in. “Part of the reason we wrote the book is there are certain conversations you can have with your staff and there are other conversations that are very difficult to have. Sometimes unpleasant, or may feel like you’re attacking them. The book can be used as a neutral third-party that shares those ideas, as opposed to the boss or coworker or supervisor asking why did you do this and why didn’t you do that, or worse yet, not saying anything at all and the issues fester; it creates a safer way to communicate those touchy conversations.”

By Shannon Fontaine 14



ou’ve learned the lessons well in beauty school. You’ve implemented the lessons on how to attract and retain a solid clientele and therefore have become successful in your business. It has become second nature to remember special events in your clients’ lives; to let them know when you have a promotion that will suit them perfectly. You’ve been with them through some of their greatest and toughest points of their lives. You’ve worked to solve a colour that went sideways. You’ve listened while they talked about seeing another stylist. Two of the longest-running studies into workforce satisfaction, conducted over two decades, confirm that the way you interact with your staff affects how long your staff will stay at your organization. The Gallup Organization interviewed 80,000 managers, asking them to explain why they stayed. The Saratoga Institute conducted 70,000 exit interviews to employees, asking them why they left. The most important elements in a workplace are not the tasks that must be performed, but the interaction between employee and coworkers, particularly between the employee and the direct supervisor. It is the direct supervisor who makes employees feel valued or unwelcome. “Employees quit their supervisor,

not the company,” states Jac Fitz-ens, author of The Return on Investment (ROI) of Human Capital. While you live and breathe in the world of creativity, you may want to revisit inside the lines to ensure that you are recruiting and retaining the right staff for your business. MTEC, the Manitoba Tourism Education Council can help! We help to ensure the financial success of retail businesses, as well as hospitality and tourism businesses, by offering relevant training and human resource development. Training is available to suit both management and frontline staff. MTEC can help you with some of the many management sessions – the Staff Retention workshop specifically discusses where to look for good people, and once you have them, how to create an environment that makes them want to stay. Motivating and Giving Effective Feedback (Goal Setting) is a threehour training session that discusses tips and strategies to ensure that your employees feel valued in the workplace, which is key to high employee motivation and morale. You can improve your business operations by tapping into the selection offered by MTEC. Profits will be increased as you see:


—Increased retention of existing employees, and attraction of new employees wanting to work for you. —Motivated employees, which will mean less turnover and employees performing better in their roles and offering excellent customer service. —Greater retention of existing customers and more new customers coming to your business. —Larger professional networks where you can draw business and better communicate what your salon can offer. You know that professional development for your staff is a way to keep your business fresh and to offer the best-quality styles for your clients. Beyond technical skills, you can work to increase your retail business, as well as soft skills. Both will contribute to ensuring your salon realizes every bit of profit possible! In short; if your stylists feel valued and are happy where they work, they won’t leave when offered a position by a competitor. Employers create loyalty by doing the same things that they do to retain customers. Making them feel valued and appreciated. To read more about the training offered at MTEC, visit www.mtec. To speak with a training coordinator, please dial (204) 9577437. The MTEC offices are located at 75 Scurfield Boulevard, Unit 3, in Winnipeg, Man.



CLIPPINGS 24/7 access to Manitoba’s beauty industry. Find product reviews, announcements, tutorials, videos and more. Subscribe to our YouTube channel for more videos

Legal tips


stylists need to know




alon owners face unique challenges in operating their businesses. One such challenge is recruiting and retaining talented and productive stylists. When the stylists do well, the salon does well. However, hairstyling is also a relationship-driven profession, and clients may feel more loyalty to an individual stylist than they do to the salon itself. This reality can leave salon owners feeling vulnerable, because if stylists leave, they may take clients, or even other stylists, with them. This can be damaging or even devastating to the owner’s business. Is there anything salon owners can do from a legal perspective to make themselves less vulnerable to the fall-out from a departing stylist? The answer is, to some extent, yes, but there are a few key considerations and principles to keep in mind. 1. There is no legal way to force a stylist to stay if they have indicated an intention to stop working for you. Whether the stylist is an employee or an independent contractor (which is determined by the actual circumstances of the work they do for you, and not simply by what you label them), employment standards laws or a well-drafted contract may require that they give you advance notice of their departure. But beyond that, people are free to come and go from their work situations as they please. 2. A stylist does not have any legal duty to refrain from competing with your business by working at a competitor salon when he/she leaves, or to refrain from soliciting your clients or other stylists away from you. However, one exception is that if a stylist was a fiduciary or key worker at the salon, the stylist may have legal duties not to do these things after they leave. Whether a stylist was a key worker in your business depends very much on the facts of your case, but things to look for include whether the stylist was a known ‘face’ of the business, and how much knowledge or control the stylist had over the inner workings of the salon. If a salon can credibly say that a recently departed stylist was a fiduciary of the business, this can be a useful tool in addressing unfair competition by the stylist after they leave. 3. Salon owners can also take proactive steps to create some protection for themselves before or while the stylist is still working with the salon. The most popular option is a ‘restrictive covenant’. This is a contract between the salon and the stylist in which the stylist agrees not to compete with the salon and/or to solicit clients or other stylists from the salon should the stylist eventually leave. However, restrictive covenants



are far from fool proof. For one thing, a stylist needs to agree to the terms of the covenant, and they need to receive something of value in exchange for their promise. The salon cannot impose the covenant on the stylist unilaterally and expect it to be enforceable. This often requires some strategic thinking about the optimal time and manner in which to introduce a restrictive covenant into the relationship. Very importantly, courts start from the proposition that restrictive covenants are unenforceable because they restrain free trade among people—they purport to stop people from working wherever and with whomever they want, and the law takes a dim view of that. Accordingly, the party seeking to rely on the covenant (i.e., the salon) must be able to prove that the covenant is reasonable in the circumstances. This means demonstrating that the covenant only restricts the stylist’s post-

salon activity as much as is actually necessary to protect the salon’s interests, and no more. —What geographic area is the stylist prevented from working in? —For what period of time? —Who is the stylist prevented from contacting, and for how long? These are critically important considerations. Protecting your salon from departing stylists isn’t easy, but it can be done well. If you’re interested in more information, Taylor McCaffrey LLP would be delighted to assist you. Please contact Elizabeth Mitchell directly at (204) 988-0405 or

Note: This article is prepared for general information purposes only. Its contents should not be viewed or relied upon as legal advice or opinion.

Outstanding in our fields.

Elizabeth Mitchell Associate 18 Labour & Employment

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id you know that Redken used to produce a machine that looked like a computer and could tell you if your clients’ hair was damaged? Or that the original curling irons were heated up using stones or flames? Since many trends are taking a cue from past generations right now (hairstyling included!), we spoke with John Unger, Winnipeg hairstyling legend and historian, who opened up his collection of antique hairstyling and barbering tools to us.

This curling iron from the late 1800s/early 1900s had to be heated on hot metal stones or flames for them to curl the hair. Since it was hard to judge how long to keep them in the fire, clients often ended up with singed, lost or damaged hair.

This straightening iron doesn’t look the ones you can find today. Since the teeth on this are metal, the base heats up and the comb straightens out the hair.

These singeing tapers were originally used in the courts in England and France where people wore wigs. There was lots of lice and lice eggs at the time, so hairdressers would go through the wigs with the singeing tapers to burn away the lice. Once people stopped wearing wigs, they used it in hair shops, where stylists would burn the ends of hair to remove the frayed, dry ends, making the rest of the hair look healthy. 20


A look at vintage hairstyling equipment

This Koch barber chair is from the 1930s and features intricate woodwork on the side with brasstipped legs. Unger says that this is one of the most luxurious chairs you could buy at the time. This particular chair features a modified foot rest that would have been added on after the fact. Koch was established in 1871 in Chicago, and if can find one today, are one of the oldest barber chairs in the U.S.

Right – “All the stylists realized that hair was in bad condition, so they sold equipment to do a hair analysis,” says Unger about these hair analysis machines. Stylists would set the machine at zero then put the hair in and then turn the scale to the point where the hair would break. Later, Redken released machines that contained a microscope that would focus on the hair to see if it was damaged. Stylists also used it as a selling tool to convince the customer that they needed a certain product. Lower centre – These manual clippers, invented between 1850 and 1890, are operated by squeezing the handles together.

The Manitoba Master Barbers Association was the original name of the Manitoba Hairstylists’ Association, which ceased operations in 2015. Clippings magazine was formerly the official publication for the group.




OH MY! Noir Cosmetics leads the way, one look at a time By L. Lagman



Photography Luxe Images by Jill Makeup artists Sandy Landsborough Donna Lacdao Charity White


oir Cosmetics Studio, est. 2016, is Winnipeg’s premier new-wave makeup studio lead by professional makeup artist and director Vanessa Yang. Located in the heart of St. Boniface, Noir Studios is home to both Noir Cosmetics and Ink Noir Tattoo all under one roof. Blending innovative makeup techniques with traditional, unique, edgy, and avant-garde looks, the studio prides itself in offering clients a variety of services, including makeup application, classes in makeup artistry, and various professional certification courses. From bridal makeup to theatrical makeup and beyond, the studio has quickly become a leader in makeup artistry, education, and services in the industry. In addition to private & VIP group lessons, Noir Cosmetics Studio offers an expert seven-week indepth makeup artistry course. Unprecedented, course fees include a fully stocked professional makeup kit (valued over $1,000), professional portfolio photo shoot with renowned photographer, Luxe Images by Jill, exclusive photography and hairstyling workshops tailored to makeup artists taught by leading industry professionals, a marketing strategy class that prepares students for success after graduation with a focus on brand building, and on top of it all, a prodiscount program. Small class sizes, with hands-on instruction, focus on quality education and innovative techniques. This gives grads an edge in the competitive and quickly evolving industry. Additional certification courses include Classic Lash Extensions, Volume Lash Extensions, 3D

Brow Building, and a combined Lash Lift, Tint, & Semi Permanent Mascara course. All certifications course fees include professional kits stocked with supplies needed to complete the courses and get grads started booking clients. In addition to appointments, classes, kits, and certification, the studio offers its own cosmetics line. Noir Cosmetics is a highly pigmented, long-wearing, professional line that’s safe for sensitive skin, as well as vegan and never tested on animals. Developed with a variety of exclusive tints, shades, and colours, Noir Cosmetics proudly serves its exquisitely diverse cliental. Whether you’re a bride looking to capture your inner beauty outwards on your big day, someone looking to expand his or her personal cosmetic repertoire, interested in breaking into the exciting world of professional makeup artistry, or an industry professional looking to freshen up your skills, Noir Cosmetics Studio is here to help. The studio profiles upcoming course dates, before and after looks, works in progress, contests, additions to the Noir Cosmetics line, and students’ success on Facebook and Instagram (@noir_studios). To book an appointment, purchase a gift certificate, view and/or register for upcoming courses, or simply to get more information check out the studio online at

Receive $100 off course registration with this ad

Certification courses available: O Makeup Artistr y O 3D Brow Building O Classic Lash Extensions O Volume Lash Extensions O Lash Lift, Semi Permanent Mascara and Tint Noir Cosmetic Studio of fers a full line of high qualit y cosmetics for makeup enthusiasts and ar tists, salons, spas and others in the beaut y y. Contact us to discuss our pro discount and wholesale discount programs available!

Unit 4 -276 Marion Street 23 204.231.1711 O



THE MITT HAIRSTYLING PROGRAM gives you the edge you need to succeed. Studying in our full service salon, you will have the opportunity to practice and perform all types of top styling techniques, such as advanced colouring, chemical textures and the latest cuts for both men and women. The hairstyling program is accredited by Apprenticeship Manitoba and is designed in consultation with industry to ensure that our training meets the needs of employers. We offer both day and evening programs to give you more freedom and flexibility, and our affordable tuition means graduating with lower debt! MITT HIGH SCHOOL Learn how you can attend MITT as a high school student and simultaneously complete our hairstyling program tuition-free, making you work-ready by graduation! Visit for more info. Call today or visit us online to find how to register for February 2017. UPCOMING EVENTS: STOP IN FOR A HAIRCUT OR NEW STYLE AND HELP US SUPPORT THESE GREAT ORGANIZATIONS. Fall 2016: Christmas Cheer Board fundraiser Spring 2017: CancerCare Fundraiser Call 204.989.6535 for an appointment.

204.989.6500 I

Clippings Winter 2016  

The winter 2016 issue of Clippings magazine contains stories on antique barbering and hairstyling equipment, business features, and much mor...

Clippings Winter 2016  

The winter 2016 issue of Clippings magazine contains stories on antique barbering and hairstyling equipment, business features, and much mor...