Welcome to NitPixies Organic Lice Removal, further known as the "Company" or the "Salon(s)"! We are glad you have chosen to work with us and are excited to have youon our team! We look forward to your contributions toward fulfilling our mission: To create a supportive and knowledgeable team that maintains an honest service, clean, and positive culture. We hope that your employment here will be a challenging and rewarding experience.
This Team Member Policy Handbook (the "Handbook") is designed to acquaint you with some personnel policies, work rules, and benefits here at NitPixies. This Handbook contains current information about various policies established for this Business. These policies apply to all employees at each Salon. You should review this Handbookcarefully. As a team member of the salons, you will be expected to know and follow these policies. We encourage you to ask questions, make suggestions, or express concerns. We appreciate your support of these policies. Please note that these policies may be reviewed periodically and updated occasionally. NitPixies reserves the right to amend, modify, change, supplement, ordelete, as it deemsnecessary, any provision of this Handbook, in whole or part, other than the At-Will Employment policy statement that follows this section. Any changes to this Handbook will be made available as soon as possible through an updated Team Member Policy Handbook, postings on a bulletin board in the salons, and/or an email sent by the Owner or a Director. We will try to keep the Handbook current, but there may be times when policies will change before this Handbook can be revised. This Handbook replaces all prior published or unpublished policies regarding the subject matters in these materials. This Handbook cannot anticipate every situation or answer every question about your employment. We must administer the policies and procedures in this Handbook with flexibility when it deems such action necessary. Our interpretations of these policies and procedures are final and binding.
At-Will Employment
Your employment at NitPixies is at will, which means that either you or we may terminate your employment at anytime, with or without notice or cause, for any reason not prohibited by law. Please understand that nothing in this Handbook or any other team member or human resources policy document is to be construed as an agreement between you and the Company regarding the duration of your employment or the circumstances under which your employment may be terminated. Additionally, nothing in this Handbook or any other team member or human resources policy document or statement (written or unwritten) creates or is intended to create an express or implied contract, covenant, or representation of continued employment. Nothing in this Handbook or in any other written or unwritten policy, document, or statement shall alter or limit your employment's "at-will" nature.
Upon employment, all team members must complete the Employee Profile Form.
NitPixies Background
We were founded by two mothers dealing with head lice infestation (head lice are common for school children). At that time, there weren'tany professional lice treatment salons. So, as mothers do, they buckle down to deal with the head lice problem. There were many trials and errors and times of stressful defeat.
Finally, they developed proven methods that worked and were safe for others. So it happened: NixPixies began serving Bay Area families in 2007.
In 2020, under the new ownership, Knigi Glee led fundamental changes for improvement in the Company's brand, techniques, operations, and products.
We stand by our services and are proud of the reputation our trusted name brings. The NitPixies Team works to educate our customers on best practices to be lice-free. We will continue to provide our customers with outstanding, honest services in head lice eradication and prevention with safe and effective methods.
NitPixies' Mission:
We are proud to create a welcoming and supportive atmosphere while focusing on the health and care of our guests using natural products.
NitPixies Company Purpose:
• To positively influence ALL who come incontact with NitPixies about Healthy Head Lice Removal.
NitPixies Core Values
• We are Here toHelp.
• We Work Better Together.
• We are Driven withHonesty.
• We Pursue What's Healthiest.
NitPixies Shared Vision: Be the World's Most Helpful Company
• Genuine Support
o Commit to being Welcoming & Engage to be helpful
• Clean & Safe Environment
o Practice Keep Spaces Safe
• Honest NitPicking
o Provide Reliable Service & Ensure Quality
• Efficient & Effective Service
o Serve with Accuracy & Nitpick Successfully
Equal Employment Opportunity
NitPixies is an equal-opportunity employer and makes employment decisions on a nondiscriminatory basis. Under this policy, the Business does not discriminate in employment decisions based on sex, race, color, religion, national origin, ancestry, citizenship, pregnancy, age, physical and mental disability, genetic information, marital status, medical condition, sexual orientation, gender, gender identity, gender expression, military and veteran status, and/or any other status, classification, or factor protected by federal, state, or local law. NitPixies complies with applicable state and local laws governing nondiscrimination. This policy applies to all aspects of the employment process, including hiring, assignment, promotion, evaluation, and compensation decisions. All individuals are expected to avoid any behavior, action, or decision inconsistent with this policy.
NitPixies' policy ensures that all individuals are provided equal employment opportunities without regard to disability. This policy also provides "reasonable accommodation" of disabilities on a case-by-case basis following applicable law. Accordingly, reasonable accommodations may be made for the physical and/or mental limitation(s) of an otherwise qualified individual with a disability unless undue hardship would result.
Reasonable Accommodation
If an individual believes they need a reasonable accommodation due to a disability, they must inform the Owner or supervisor and request a reasonable accommodation. Requests for accommodation and otherinquiries will be maintained confidential. Upon notification that a disability may exist, NitPixies will interact with the individual to determine whether a reasonable accommodation can be made without resulting in undue hardship. The Business may need information from an employee's physician(s) or other health care provider(s) to determine whether an appropriate accommodation can be implemented.
Employment Eligibility Verification
As the law requires, NitPixies verifies all employees' identity and work authorization. As a condition of employment, each new employee must complete an employment background check, Form I-9, and Employment Eligibility Verification form and present valid documentation sufficient to satisfy the Form I-9 requirements. Any employee unable to fulfill the Form I-9 requirements within the time permitted by law will be subject to disciplinary action, up to and including immediate termination.
Compensation
Your pay rate will be explained to you when you start work. If your pay rate changes during your employment (for example, if you are awarded a raise or your pay rate should be decreased forsome reason), the change will generally be communicated to you by the Owner or a Manager. Pay rates for team members may be different based on the individual, including but not limited to experience, job performance, attitude, and other factors. Pay raises are based on business factors including, but not limited to, job performance, merit, attendance, and attitude.
NitPixies' policy and intent is to comply with all applicable laws regarding the payment of minimum wage and overtime premium pay for employees who are not exempt from such requirements. Employees are expected to report accurately all time worked and are prohibited from performing any work "off the clock" or without reporting all time worked.
Sign-on and Retention Bonuses
If included in your offer letter, you will receive your bonus under the following guidelines:
• 90 days after you pass the certification test as a Technician (after first 90 days for other roles)
• Exceptional Attendance is Met, including Punctuality (no-call outs and fewer than 3 late arrivals in 90 days)
• Satisfactory Job Perfomance
• Satisfactory Peer-to-Peer Feedback
• Must not be at the "Written Warning" level of the Disciplinary Process within 90 days of receipt of your bonus
Pay Periods & Payments
The pay period for NitPixies ends bi-weekly on Sunday. Team members will receive a paycheckonce every two weeks on a Friday. Your first payment after training will be a paper paycheck.After that, all other paychecks received are via direct deposit. You cannot receive your paycheck before the end of the pay period. In case of a clock-in/out error, you must complete the Timesheet Correction Request form, and the Owner or Director can edit time punches to reflect the correct time worked.
Overtime Premium Pay
Employees will be paid 1.5 times their regular hourly rate for any time worked over 40 hours in one work week. To calculate overtime premium pay under this policy, the work week at the salons begins on Mondayat midnight and ends on Sunday at 11:59 p.m. You are not directed to work overtime unless the Owner and/or supervisor approves it.
Employment Status
NitPixies offers the following levels of employment:
• Full-Time Team Member
o Minimum of 35 weekly scheduled hours
• Part-Time Team Member
o Minimum of 20 weekly scheduled hours
• Seasonal Team Member (only available to college students attending school)
o Must meet minimum requirements of a Part-Time Team Member during Summer and Winter Breaks. Required to be available to work on holidays while school is not in session.
Scheduling
The "Work Schedule" for each Salon will generally be posted in the Team Member Folder folder one month in advance on the last Monday of the month. You are responsible for working your scheduled hours. If there is an emergency or if, for any other reason, you cannot work your scheduled shift, you are responsible for finding a replacement. You should never change the schedule without the Owner's or a Manager's approval. Disciplinary action may occur if any scheduled or picked-up shifts are not fulfilled.
Hours of work will be assigned based on several business factors considered by management at our salons, including, but not necessarily limited to, skills, availability, productivity, performance, attitude, and punctuality.
Time Off Requests
• Please submit any requests for time off via the Time Off Request form on or before the Friday of the preceding month. In other words, it is the Friday before the Mondayon which the following month's schedule is posted). If possible, we will attempt to accommodate reasonable scheduling requests consistent with the need to staff the salons appropriately to meet business and customer needs.
• Unless you are using accumulated "earned sick time" as defined in the California Paid Sick Leave Law for one of the reasons outlined in that Act, if you need time off after the schedule has been posted, it is your responsibility to make arrangements with another appropriate team member to work the scheduled shift.
• If you are using earned sick time under the California Paid Sick Leave Law, you are not required to make coverage arrangements for a scheduled shift, but your doing so will be greatly appreciated.
• New Team Members are not permitted to request vacation or time off requests during their first 60 days of employment.
• Requests for time off for longer than three days should be submitted at least one month in advance but no later than the Wednesday two weeks before the posted schedule.
• Requests for time off not made following this policy may be denied unless the time off is for leave mandated by federal, state, or local law and you are both qualified and have complied with all procedural requirements in requesting the leave.
Team Member Breaks
You may be entitled to various breaks depending on your work hours on a given day. Your Manager or the Owner will coordinate all breaks to ensure the Salon is adequately staffed.
Team members who work at least five hours during a single day are permitted to take one unpaid meal break for thirty minutes. In addition, team members who work more than 12 hours during a single day can take a second unpaid meal break for thirty minutes. Team members have a paid 10-minute rest period for every four hours worked.
Team members should take their break only at a time approved by the Manager on duty. Additional procedures you will need to follow with regard to your breaks will be explained.
A team member may be called back to work from a break if a sudden rush occurs. If this happens, they may be permitted to finish their break after the rush subsides. They will be allowed to complete their break in one interval whenever possible.
Please note that if your meal break time exceeds permitted, your time will be adjusted accordingly. Moreover, you may be subject to disciplinary action if your meal break time exceeds the time allotted and permitted.
Please note that salons do not provide additional breaks throughout the shift, often called a "smoke break" or "phone break."
Product Gifts and Discounts
Team members receive the following product gifts:
o One Lice Prevention bundle within their first 60 days.
o Complimentary refills to gifted product bottles.
o If a new or replacement product is needed, team members will pay $4.99 for new nit combs, $9.99 for individual-size products, and $19.99 for family-size products.
The following rules and conditions apply to the Employee Products Gifts and Discounts:
o When team members receive product gifts and discounts, the product will be approved bya leader or the Owner. A receipt must be given to the Leader and placed in the appropriate location for verification and tracking purposes.
o Products taken without consent may be grounds for disciplinary action, including termination.
Employee Referral Program
This referral program is designed to provide current teammembers with a reward to refer people they know who would be a good fit for our team.
The following reward will be paid to the referring team member after the referred and hired full-time employee has completed 90 and 180 days of employment. The referred full-time employee must also not be at the "Written Warning" level of the Disciplinary Process during their first 90 and 180 days of employment.
o You will receive a $100 bonus on their 90-day anniversary.
o You will receive a $150 bonus on their 180-day anniversary.
The referring Team member needs to be employed at NitPixies and in good standing at each milestone to receive the referral bonus.
Attendance & Punctuality
Team members are expected to report to work as scheduled, on time, and prepared to start work. Late arrival, early departure, or other deviations from scheduled hours are disruptive and must be avoided. If you plan to arrive after your scheduled time, notify Leadership or the Owner immediately via phone. Text messages are not acceptable. Team members are also expected to remain at work for their entire work schedule unless released early by the Leader on duty or the Owner.
If, for any reason, you will be late or unable to fulfill your scheduled shift, you must CALL your work scheduled Salon:
o El Cerrito (510) 372-0024
o Oakland (510) 530-4247
o San Rafael (415) 454-4247
Advise the team lead or Manager on duty for at least two hours, or as soon as possible, before the scheduled start time, and provide management with a valid reason or explanation. Texting the Salon, a leader, or the Owner's cell phone is not an approved method of communication.
If you are unable to finish your scheduled shift for any reason, you must obtain permission from the Owner or Manager on duty.
Failure to notify the Owner or the Manager on duty of any anticipated or unanticipated absence, tardiness, or need to leave early may be grounds for disciplinary action, up to and including termination, exceptas may be provided by applicable law.
Excessive absenteeism or tardiness may result in disciplinary action, including termination.
If you do not fulfill your scheduled shift, do not arrange acceptable coverage, and fail to notify the Salon using the required method, youwill be classified as a "No Call No Show." You will be viewed as a voluntary resignation of employment. After a "No Call No Show," you must schedule a meeting with the
Owner before returning to work to discuss employment status. On a case-bycase basis, the Owner reserves the right of discretion to allow your employment to continue or to accept the voluntary resignation of employment based on the circumstances. If employment is allowed to continue, additional disciplinary action may follow at the Owner's discretion. If the Owner does notreceive contact from you after the "No Call No Show," the voluntary resignation will be accepted, and your employment will be terminated.
Suppose you want to use accumulated "earned sick time" as defined in the Califonia Paid Sick Leave Law for one of the reasons outlined in that Act. In that case, you are required to comply with the following guidelines in advising the Owner or Leadership:
● If the use of earned sick leave is foreseeable, you must provide notice seven calendar days in advance to the Leader on duty or the Owner.
● If the use of earned sick leave is unforeseeable, you must notify the Owner or Leadership as soon as possible.
● Notice in both cases must be provided by completing the Time Off Request form.
● In both instances, you must inform the Leader on duty or the Owner when you will begin your sick leave and the amount of sick leave you intend to take. Please review the section below regarding details of the California Paid Sick Leave Law
Late Policy and Job Abandonment Policy
Team Members and Leaders are expected to arrive and be ready for work at their scheduled shift. You will receive coaching via a performance management form if you clock in after seven minutes. Excessive absenteeism or tardiness will result in disciplinary action, up to and including termination of employment. Suppose you fail to report to work without any notification to the Leader on dutyor the Owner, and your absence continues for a period of two consecutive days. In that case, we will consider that you have abandoned
and voluntarily terminated your employment. Three (3) no-call/no-shows in 6 months will result in termination. Suppose a Team Member walks off their shift before their assigned time without notifying their Leader and receiving approval. In that case, it will be considered job abandonment, resulting in disciplinary action, including termination.
Time Recording
Please adhere to the following procedures concerning recording your work time:
• You must clock in on the cash register timekeeping system at the beginning of your shift, no sooner than 5 minutes before your scheduled shift unless you ' re asked by the Manager on duty or the Owner.
• You must clock out on the cash register timekeeping system at the end of your shift.
• You must clock out on the cash register timekeeping system for authorized breaks. You should record breaks on the timekeeping system using the "clock in" and "clock out" functions in Vagaro. When working five or more hours, you must take a complete 30-minute break.
• Your timecard must show the hours that you worked. This means that team members may not perform any work when you are not clocked in. Do not work "off the clock."
• You must record your hours. Do not clock in or out for another team member. If this happens, it will be grounds for immediate termination.
• If you believe that you need to begin work early (before the start of your scheduled shift) or stay late (after your shift ends), you must obtain approval from the Manager on duty or the Owner. You must obtain this approval before performing any work when you are not scheduled to work.
• Notify your Manager or the Owner immediately of any timekeeping error, any error on our timekeeping system, or any error on your paycheck by completing the Correction Request form so that we can look into the matter and make any necessary corrections promptly.
• If you fail to clock in/out during your shift, complete the Timesheet Correction Request form as soon as possible.
Job Duties and Responsibilities
Although many team members are assigned the position of Head Lice Technician, ALL team members will be required to perform various jobs or tasks in the salons daily. You will be provided with training on all the functions of your job at your Salon.
o Guest Services:
Your primary responsibility as a team member is to help provide our customers with efficient, courteous service, knowledgeablequality nitpicking, and a clean, pleasant environment while receiving service. Accordingly, the following are required of all team members:
NitPixies Core At all times:
1. Create Eye Contact
2. Share a Smile
3. Speak Knowledgbly with a Caring Tone
4. Stay Connected
• Please remember toalways smile at the customer and be friendly.
• Please treat every guest, vendor, visitor, and coworker with honor, dignity, and respect.
• Provide our guests with quick service, but never rushed.
Use the HEARD model and be empowered when handling guest complaints:
o Hear – Clarify, Listen, & Focus on the Guest
o Empathize – Caring body language, Validate complaints, Feel their concern
o Apologize – Communicate that you will resolve, Focus on the main issue, Apologize for the situation
o Resolve – Thank the Guest, Solve the problem, Own the issue
o Delight – Genuine, Proactive, Personal
Please do not argue with a customer. If you have a situation with a customer that you cannot handle or that the customer feels has not been handled adequately, then notify a Manager or the Owner immediately.
Other General Responsibilities. The following responsibilities are also a part of everyone's job at the salons. They are vital to providing our customers with the best possible experience every time they visit the Salon:
When working as a cashier or providing product orders to customers, always double-check the prices of the services and products they receive.
Every team member is responsible for safeguarding their salon key(s). If lost or stolen, you are responsible for the cost of replacement and rekeying if deemed necessary.
When working as a cashier, never leave a cash register drawer open.
Everyone is responsible for helping to ensure that stock is adequately rotated and replenished.
Everyone is responsible for helping to ensure that the Salon and tools are as clean as possible.
Remember, if there is time to lean, there is time to clean!
Avoid wasting head lice elimination and prevent products, paper products, cleaning supplies, etc.
These lists are not all-inclusive or exhaustive. Other responsibilities apply to every job at the Salon. The Owner, your Manager, and/or Team Leader will familiarize you with your responsibilities during training.
Standards of Conduct & Disciplinary Actions
NitPixies does not believe it is necessary to list exhaustively every work rule or standard of conduct for team members in our salons. All team members are expected to perform their jobs well, professionally conduct themselves, and treat others with honor, dignity, and respect. Additionally, all team members are expected to comply with any rules applicable to employment in the salons (including, but not limited to, the rules outlined in this Handbook).
Progressive disciplinary action may be appropriate in some instances of rule violations, improper conduct, or unsatisfactory job performance. Severe instances of rule violations, improper conduct, or unsatisfactory job performance, as determined by the Owner or the Salon Managers, may result in severe forms of disciplinary action, up to and including immediate termination of employment, without prior progressive disciplinary action. The following are some common examples of conduct that may result in severe disciplinary action, including immediate dismissal:
o Violation of the Company's Civility, Equal Employment Opportunity & Non-Harassment Policy;
o Violation of the Company's policy prohibiting violence in the workplace;
o Violation of the Company's Employment Eligibility Verification policy;
o Clocking another team member in or out or recording break time for another employee;
o Clocking in or out for a team member who did not work, breaking in or out for a team member who did not go on a break or return from a break as recorded, or otherwise submitting to be paid for time not worked;
o Reporting to work under the influence of alcohol or illegal drugs; recreational or prescribed use of marijuana is not permitted while working.
o Insubordination or disrespect to the Owner, Management, or Team Leaders;
o Misuse of the salons and workplace includes but is not limited to being in the Salon outside of work and operating hours and unauthorized salon key(s) distribution and copying.
o Excessive unexcused tardiness or absence, or failure to notify the Company of tardiness or absences promptly;
o Dishonesty or falsification of Company records or documents, including but not limited to the employment application, Form I-9 documentation, and time punches or other payroll-related records;
o Use of inappropriate language or otherinappropriate behavior including, but not limited to, using profanity, obscenity, cursing, or other
foul or offensive language or gestures in the salons and/or loud or disruptive language, fighting, or conduct;
o Failure to follow established procedures on cash and discount accountability
o Cash theft, which includes but is not limited to:
o Taking money from registers, which a cash shortage may reveal
o Failing to ring up all or part of a sale
o Purposely giving excess change
o Product theft, whichincludes but is not limited to:
o Giving away product over the counter without receipt of the appropriate payment in exchange, whether it be to a guest, friend, family, or coworker
o Intentionally over-distributing products
o Taking products home without approval and/or payment
Where progressive discipline is appropriate, the following types of disciplinary action may be taken, in no particular order:
o Verbal warning(s)
o Written warning(s)
o Suspension without pay
o Termination
Disciplinary actions will be approached on a case-by-casebasis, considering all the relevant facts and factors of the situation. Therefore, the Business retains the right to skip these progressive discipline steps if necessary. The Business also reserves the right to discipline any team member for inappropriate conduct or behavior, whether or not such conduct is referenced or mentioned in the Handbook.
The Business's progressive disciplinary actions are implemented on a pointbased matrix. Various disciplinary actions have weighted point values. Points accumulate and combine over time. One point is removed Every two months without additional disciplinary action. If a team member accumulates 5 points or more but is less than 10 points, their pay rate will be reduced by $1 for two months.
If a team member accumulates 10 points or more, they will be suspended indefinitely until they schedule a meeting with the Owner to discuss their employment status. During the meeting with the Owner, it will be determined if employment will continue or be terminated. If employment is retained, the Owner will also decide what additional actions may or may not. Additional actions may include, but are not limited to, reduced hours, probationary period, or additional unpaid suspension.
Appearance Standards
NitPixies has high standards concerning uniforms and personal appearance, which is crucial to providing outstanding service and instilling confidence in our customers. A professional uniform and overall appearance will tell customers that the Salon cares about customer service, quality, and cleanliness.
Uniforms:
• Team members averaging 30 or more hours will receive:
o 3 uniform shirts
• Team members averaging less than 30 hours will receive:
o 2 uniform shirts
• All team members are required to purchase the following items at their own expense:
o Shoes must be constructed of leather or cloth, synthetic uppers with slip-resistant rubber soles, and closed heels and toes. 'Crocs' styled shoes are acceptable.
o Socks: of any color
• All garments should fit properly and be clean, pressed (as applicable), and in good condition (i.e., no holes, fraying, stains, discoloration, etc.).
• All team members must wear proper undergarments.
• Team members must present a professional appearance (neat, clean, and well-groomed).
• All buttons must be fastened on short-sleeved woven and long-sleeved shirts. The top button may only be unfastened.
• Men must wear solid white T-shirts (no printing or graphics) under all shirts. T-shirts are optional for women. All T-shirts must be in good condition (with no holes, fraying, discoloration, etc.). The length of the T-shirt sleeve should not extend below the bottom edge of the NiPixies uniform shirt sleeve.
• Pants must fit properly and must be hemmed to fall no lower than the midpoint of the heel. Cuffed and/or pegged pants are not allowed. Scrub pants are acceptable to wear.
• Shoes must fit appropriately with laces tied unless wearing 'Crocs' styled or limited by temporary medical conditions requiring corrective orthopedic devices(due to broken bones, surgeries, etc.).
Jewelry:
• Jewelry (including medical alert jewelry) must be modest in size to help prevent the cross-contamination of product usage. Any necklace worn should be tucked inside clothing to avoid a safety hazard. Rings must be limited to a wedding band or set (none on thumbs). While performing service, rings must be worn with gloved hands to avoid contamination of product usage or catching on tools and equipment. Medical alert bracelets must be conservative in size and appearance; they should not have gemstones that could come loose. Other bracelets, watches, or wristbands (e.g., rubber or string etc.) may be worn; however, they should not interfere with your service performance.
• Earrings are permissible.
• Nose piercings may be permitted at the Owner's discretion; however, if deemed inappropriate, they may be asked to be removed or worn with a disposable face mask.
Grooming:
Good personal hygiene is expected of team members when they report for work (e.g., cleanshaven, bathing, and with appropriate application of body deodorant). Nails must be clean and neat.
Hair must be clean and worn in good taste to not distract your vision while performing a service. Hair that falls around the face must be tied back using a simple hair band or barrette with no loose or dangling parts. Hair restraints include hair ties, headbands, bonnets, or approved hair caps.
Cleanly shaven facial hair is permitted at All Salons. The following facial hair styles are acceptable:
• Short, neatly groomed beards with defined cheeks and necklines.
• Short is defined as hair up to 1/2" in length (#4 standard trimmer guard)
• Neatly trimmed means there is a defined line where the hair ends.
Makeup, fingernail polish, and false fingernails are permissible.
Visible tattoos are allowed except for those located on the face and neck. Any tattoo considered violent, vulgar, or offensive to any group is not permitted. Determining what may be considered an appropriate tattoo is left to the Owner's discretion. Tattoos acquired by Team Members after being employed by NitPixies must also adhere to this policy.
Perfume or cologne must be subdued in fragrance and notbe distracting to customers or fellow team members.
Body modifications (e.g., piercings, extended earlobes, etc.) are permissible and left to the Owner's discretion.
Any other appearance or grooming issue not covered in this section may be addressed at the discretion of the Owner or Manager on duty. The Owner may make case-by-case assessments on any other appearance-related issues and can restrict a team member's work if any issues cannot be corrected in an acceptable period.
NitPixies will, consistent with federal, state or local law requirements, consider making reasonable accommodations with respect to dress or grooming requirements that are directly related to a team member's religion and/or ethnicity. If an accommodation of this nature is required, please notify your Owner and be prepared to discuss potential reasonable accommodations.
Smoking and Use of Tobacco Products Prohibited
Smoking of any substance and the useof any tobacco or marijuana product is prohibited in all areas of the Salons, grounds, and/or in view of the customer, including outdoor areas such as the sidewalk areas surrounding the Salon, entry points, back of building or alley, parking lot, and on the premise.
Workplace Violence
NitPixies policy helps create a safe workplace consistent with our commitment to treating every individual with honor, dignity, and respect. This policy provides zero tolerance for violence (or threats of violence) in the workplace. No workplace violence or threats of violence will be tolerated. For purposes of this policy, workplace violence is defined as the deliberate and wrongful violation, damage, harm, or abuse of other persons, one's self, or property, and includes threats of violence. Prohibited conduct includes, but is not limited to:
o Fighting or any act or threat made by a team member against another person's life, body, health, well-being, family, or property, including but not limited to assault, battery, intimidation, harassment, stalking, or coercion
o Any act or threat of violence that endangers the safety of team members, customers, vendors, contractors, or the general public.
o Any act or threat of violence made directly or indirectly by words, gestures, or symbols.
o Any behavior or actions that carry a potential for violence (i.e., throwing objects, waving fists, destroying property, etc.).
o Use or possession of a firearm or any weapon by a team member on the Salon premises, including the parking areas, unless and only to the extent permitted otherwise by applicable state or local law.
All team members have a responsibility to help keep the workplace violencefree. Any acts or threats of violence must be reported to a Manager and the Owner. All team members are required to notify the Manager on duty immediately of any violent or threatening behavior, whetherengaged in by or directed toward a team member, management member, orthird party. Additionally, team members should report any comments or suggestions from anyone concerning the possibility that someone mightbe planning to harm, threaten, or intimidate another person.
Any team member found to have engaged in conduct prohibited by this policy will be subject to disciplinary action up to and including termination of employment.
Workplace Safety
The safety of team members, customers, and others who contact the Business is critical to NitPixies. Accordingly, the Company strives to maintain safe working conditions for all team members and safe conditions for customers and third parties.
Team members must perform their responsibilities in the safest possible manner. Team members should use all appropriate measures and precautions to protect themselves, customers, and coworkers. Accordingly, the following non-exhaustive list of workplace safety rules applies:
o Team members are expected to report any unsafe conditions or safety hazards to their immediate supervisor immediately.
o Team members should immediately clean up spills and report broken equipmentand/or appliances.
o Team members should know the location of the Salon's first aid kit and fire extinguishers.
o Team members are expected to reportany suspicious person(s) or activity to the Manager on duty or Owner as quickly as possible.
o Team members must immediately report any accident or incident that occurs on the job and results in an injury or the possibility of an injury – no matter how minor it may seem– to their team leader, Manager on duty, orOwner.
o Fighting or horseplay on the job is prohibited.
o All team members of NitPixies consent to video and audio recording. Video and audio recordings are the sole property of NitPixies and will be used to aid in investigating workplace safety, harassment, or theft.
Workers' Compensation
Following state law, NitPixies provides insurance coverage for employees in case of work-related injury. The workers' compensation benefits provided to injured employees may include medical care, cash benefits to replace lost wages, and/or vocational rehabilitation to help qualified injured employees return to suitable employment.
To ensure that you receive any workers' compensation benefits to which you may be entitled, you will need to:
o Immediately report any work-related injury to your Manager or the Owner.
o Seek medical treatment and follow-up care if required.
o Provide the Company with a certification from your health care provider regarding the need for workers' compensation disability leave and your ability to return to work from the leave.
In most circumstances, upon submission of a medical certification that a team member can return to work from a workers' compensation leave, the team member will be offered the same position held when the leave began or an equivalent position, if available. If the same position or its equivalent is unavailable, an employee's return to work will depend on job openings at the time of their scheduled return. A team member returning from a workers' compensation leave has no greater right to reinstatement than if the team member had beencontinuously employed rather than on leave.
The location of the facility that provides medical treatment to team members who are injured in a work-related incident at your Salon is listed on informational posters that are on display in our Salons or are otherwise available from your Manager or the Owner. All team members will be referred to the indicated location. Team members who do not pre-designate their physicians will be treated by the physician within the Medical Provider
Network. After this initial treatment, you can choose your physician within the Medical Provider Network.
The Company must notify the workers' compensation insurance company of any concerns about false or fraudulent claims. Any person who makes or causes to be made any knowingly false or fraudulent material statement or material misrepresentation to obtain or deny workers' compensation benefits or payment may be guilty of a felony.
Team members who are ill or injured as a result of a work-related incident and who areeligible for family and medical leave under the federal Family and Medical Leave Act ("FMLA") and/or state law will be placed on FMLA leave (and/or state medical leave) during the time they are unable to work, as applicable, up to a maximum of 8 weeks in a 12-month calendar year. Leave under the FMLA and applicable state law (if any) runs concurrently.
Team Member Property & Workplace Searches
NitPixies reserves the right to conduct workplace searches when necessary. Team members should not expect privacy with respect to any aspect of the salon premises, including, but not limited to, any locker or other storage area that may be provided for the team member's use. Additionally, team members should not have any expectation of privacy for any property brought onto or received at the Salon's premises.
Examples of situations where searches might be conducted include, for example, but are not limited to, situations in which management reasonably believes that a search may be necessary or helpful in preventing or identifying incidents of theft or preventing employees from bringing prohibited items (such as weapons or illegal drugs) to work.
Any personal items brought onto Company property by a team member may be subject to search by management, security, or law enforcement. Although certain situations may arise in which searches of team member property may not be made without the team member's consent, failure to provide such consent may be considered cause for disciplinary action up to and including discharge.
Any property not owned by the team member may be searched at any time with or without the team member's consent. Team members may be held accountable for any illegal or prohibited items found in areas designated to them or areas that are considered to be within their primary control.
Use of Company-Owned Telephone and Electronic Devices
This policy addresses using NitPixies telephones, communications equipment, and other electronic resources. The telephone in the Salons (including any voice mail or voice messaging system) is the property of NitPixies. Accordingly, any communications through our telephone and voice mail systems at the Salon should generally involve the Salon's business and business-related activities. Occasional personal use may be allowed, but personal calls must be kept to a minimum and should be kept brief. Similarly, the computer(s) or computer system(s) in the Salon are the property of NitPixies and should be used only for business purposes. The Company may access or monitor its electronic communications (including but not limited to the email and internet systems in the Salons). Without users ' notice, it may obtain the communications and information contained within those systems.
Team members should understand that there should be no expectation of privacy by any team member regarding their usage of the Salon's telephone, voice mail, computer, email, internet, or other electronic resource, device, system, or mechanism.
Use of Personal Cellular Telephone and Other Electronic Resources While on Duty
Personal calls during work hours, regardless of the telephone used, can interfere with team member productivity and be distracting to others. A team member's cellular telephone and/or other electronic resources including, but not limited to, smartphones, computers, and other personal communications devices (collectively referred to in this policy as "cell phone"), generally may not be used, worn or kept on the team member's person while the team member is on duty at the Salon, without specific permission from the Manager or Owner and subject to any limitations set out by the Manager or
Owner. Permission to use, wear, or carry a personal cell phone during work time will be determined on a case-by-case basis. Suppose a team member has a specific need to use, wear, or carry a personal cell phone during work time. In that case, the team member is responsible for requesting permission from the Manager or Owner before using, wearing, or carrying the cell phone and explaining to the Manager or Owner the reason for the request and anticipated duration for the exception to this policy.
Team members may use personal cell phones during breaks and are asked to communicate, if necessary, about personal issues. The Company will not be liable for the loss of or damage to personal cell phones brought into the workplace.
Team members responsible for driving are strictly prohibited from using cell phones while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, driving employees are instructed to pull off to the side of the road and safely stop the vehicle before placing or accepting a call and/or reading or sending a text or email message.
When an employee drives for work and uses a cell phone for work purposes, state or local law may restrict the employee's ability to use a cell phone while operating a motor vehicle. Under no circumstances should employees place themselves at risk to fulfill business needs. Employees charged with traffic violations resulting from using their cellular telephones or other electronic devices while driving will be solely responsible for all liabilities resulting from such actions.
Violations of this policy may result in disciplinary action, up to and including termination of employment.
Similarly, the computer(s) or computer system(s) in the Salon are the property of NitPixies and should be used only for business purposes. The Company may access or monitor its electronic communications (including but not limited to the email and internet systems in the Salons). Without users
' notice, it may obtain the communications and information contained within those systems.
Team members should understand that there should be no expectation of privacy by any team member regarding their usage of the Salon's telephone, voice mail, computer, email, internet, or other electronic resource, device, system, or mechanism.
Cash and Discount Accountability
Many team members will function as cashiers on a regular, periodic, or temporary basis, depending on the needs of the Salon at any given time. The role of the cashier is significant. Because you will be handling cash and coupons, you mustunderstand what is expected of you in this aspect of your job.
Some of the key rules and guidelines that apply to cashier functions in your Salon are as follows:
1. You should verify the beginning cash total in the cash drawer at the beginning of your shift.
If you fail to count the drawer, it will be assumed that you agree with the beginning total determined by the team shift leader or Manager.
2. Should it be necessary to obtain change during your shift, contact a team or shift leader or the Manager or Owner to make a change. Cashiers should not make change with their money.
3. Should it be necessary to skim your drawer, both the cashier and team leader (or Manager) should verify and record the amount in the POS system.
4. It is against our policy to undercharge a customer, ring up an unauthorized discount, or give productacross the counter without payment. Any such incident may result in severe disciplinary action, including but not limited to immediate termination of employment and possible prosecution.
5. Team members should never store or place cash in their pockets or otherwise on their persons.
You are responsible for the cash, coupons, and discounts you process during your shift. Our Business must take this Cash and Coupon Accountability Policy exceptionally seriously. Any action by a team member contrary to this policy will result in disciplinary action, including termination of employment. Negligent or purposeful losses may result in forfeiture of pay to the extent allowed by applicable law. Additionally, you should understand that NitPixies may investigate all losses for possible prosecution. As a condition of employment, all team members are required to cooperate with any investigation conducted by the Manager or Owner, another authorized representative of NitPixies, or any authorized law enforcement agency.
Leave of Absence
NitPixies will comply with all federal, state, and local laws about employee leaves of absence and/or time off. Those leaves of absence include but are not limited to, those explained below.
California Paid Sick Leave Law
NitPixies complies in all respects with the California Paid Sick Leave Law (the "PSL" or "Act").
• An employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning ofemployment is entitled to paid sick leave.
• Paid sick leave accrues one hour per every 30 hours worked, paid at the employee's regular wage rate. Accrualshall begin on the first day of employment, July 1, 2015, or later. Accrued paid sick leave shall carry over to the following year of employment and may be capped at80 hours or 10 days.
• An employer can also provide 5 days or 40 hours, whichever is greater, of paid sick leave "up-front" at the beginning of 12 months. No accrual or carryover is required.
• Other accrual plans that meet specified conditions, including PTO plans, may also satisfy the requirements.
Usage:
• An employee mayuse paid sick days beginning on the 90th day of employment.
• An employer shall provide paid sick days upon the verbal or written request via the Time Off Request Form of an employee for themselves or a family member for the diagnosis, care, or treatment of an existing health condition or preventive care, or specified purposes for an employee who is a victim of domestic violence, sexual assault, or stalking.
• An employer may limit paid sick days to 40 hours or five days, whichever is greater, in each year of employment.
You Must Notify the Owner
If you want to use accumulated "earned sick time" as defined in the Act for one of the reasons outlined in that Act, you are required to comply with the following guidelines in advising the Owner or Leadership:
● If the use of earned sick leave is foreseeable, youmust provide notice seven calendar days advance notice to the Operator or Leadership.
● If earned sick leave is unforeseeable, you must notify the Leader on duty or the Owner as soon as possible.
● In both instances, you must inform the Leader on duty or the Owner when you will begin your sick leave and the amount of sick leave you intend to take. Please review the section below for details on the California Paid Sick Leave Law.
Employees must provide sufficient information for the Owner to determine if the leave qualifies under the Act.
Documentation
An employer may not deny an employee paid sick leave based solely on a lack of certification from a health care provider. An employee can take paid sick leave immediately upon the covered employee's oral or written request. The leave is not conditioned on medical certification. This law requirement applies to employees covered by a collective bargaining agreement.
Although an employer cannot deny paid sick leave solely for lack of a medical certification, it may be reasonable to ask for documentation before paying the sick leave whenthe employer has information indicating that the employee is not requesting paid sick leave for a valid purpose. In any such instance, the reasonableness of the parties' actions will inform the outcome of the claim.
Compensation
The paid sick leave law requires that an employer provide payment for sick leave taken by an employee no later than the payday for the next regular payroll period after the sick leave was taken. This does not prevent an employer from making the adjustment in the pay for the same payroll period in which the leave was taken, but it permits an employer to delay the adjustment until the next payroll.
Non-exempt employees will be paid your regular non-overtime hourly rate for the amount of time that you took as paid sick leave.
Resignation
When an employee resigns, it may be customary to provide at least two weeks advance notice of resignation where possible. Some employees may give a more extended notice to allow their employer to plan accordingly before the resigning employee departs. If you choose to resign from your employment at NitPixies, we would appreciate your providing us with as much
advance notice as possible although you are not required to provide any length of advance notice at all. Please remember that whatever notice you can provide, your employment remains at will, which means you can resign your employment at any time you choose.
Upon receipt of notice of a team member's resignation, the Company reserves the right to choose to release the team member immediately or at some date before the team member's requested or designated last day of work rather than allowing the team member to work through the end of the notice period.
Termination of Employment
Consistent with the Company's at-will employment policy, NitPixies reserves the right to terminate any team member's employment on an at-will basis at any time, with or without notice or cause, for any reason not prohibited by law. In the event of termination, team members will receive their final paycheck following applicable law.
Return of Company Property
Upon termination of employment (whether by voluntary resignation or involuntary discharge or otherwise), team members must immediately return any Company property in the team member's possession, custody, or control, including but not limited to all Company keys, name badges, uniforms, documents and anyproprietary and/or confidential documents or information of NitPixies to receive their final paycheck. Uniforms should be returned in clean condition.
