EMPLOYEE HANDBOOK

AN EQUAL EMPLOYMENT OPPROTUNITY

We provide an environment for our employees and guests free from all forms of discrimination. We will comply with all federal, state and local laws and regulations governing equal employment opportunity. We will not discriminate in any of our employment and personnel practices on the basis of race, color, creed, religion, sex, national origin, marital status, age, affection preference, disability, public assistance status, persons making child support or spousal maintenance payments, or any other basis protected by law.

EMPLOYEE CLASSIFICATIONS

Four employee classifications are recognized in order to make distinctions in benefits and scheduling of hours. They are:

• Regular Full-Time

  • You are generally scheduled to work a minimum average of 35 hours per week for an unspecified period of time. Hours may include evenings and weekends. You are eligible for the employee discount on services and products.

• Regular Part-Time

  • You are generally scheduled to work an average of 20-34 hours per week for an unspecified period of time. Hours may include evenings and weekends. You are eligible for the employee discount on services and products. 

• Part-Time—Benefits Non-Eligible

  • You are generally scheduled to work an average of less than 20 hours per week over a 12-month period. You are eligible for the employee discount on services and products. 

• Temporary

  • You are generally scheduled to work a specific period of time during the year. You are hourly paid and average weekly hours usually do not exceed 19 hours per week over a 12-month period.

There is no guarantee that you will remain in any of these categories for any specified period of employment. Based on business needs, you may be reclassified. Please make sure you understand what classification you are in by checking with your manager.

EMPLOYEE RECRUITMENT AND SELECTION

Our employee recruitment and selection program is established to facilitate our commitment to equal opportunity employment by hiring the best suited candidate for available positions and to make the best use of their abilities. Once employed, we desire to provide additional opportunities for our internal employees whenever possible. To become an employee, several things must occur:

• You must sign an employment agreement that describes the rights and obligations required of you and the Company regarding “intellectual” property issues, i.e. privacy of financial information, formulas, not revealing trade secrets, and the Company’s right to job related inventions, etc.

• You must receive satisfactory reference checks.

• You must complete the INS Employment Eligibility Verification I-9 Form and provide documentation validating your right to work in the U.S. If validating documentation is not provided within 3 days following the date of hire, your employment will be suspended upon review.

• As an employee, you may be considered for open positions based on your job qualifications, performance record and overall capability to perform the duties. Outside recruiting may occur simultaneously. The final selection will be based on filling open positions with the best qualified candidates meeting the job requirements. If you are interested in a position, inform your manager.

NEW EMPLOYEE ORIENTATION

The first week of any new job is always a difficult time. There seems to be so much to learn and so many people to get to know. To make it easier for you during this time, an orientation program will be held to familiarize you with the company rules and policies, your job description, and the general work environment. Your manager will review this program with you during your first week of employment; you are encouraged to ask as many questions as necessary for you to feel competent in your new position with The Glam House.

EMPLOYEE INTRODUCTORY PERIOD

The introductory period provided to you as a new employee is considered an extension of the employee selection process during which you are considered in training for learning the new job. You are under evaluation and observation by your training advisor and/or other assigned “training” employees. This time allows you and your training advisor to explore whether the overall employment arrangement is progressing positively. The length of the introductory period will vary with the position. In some positions, a more defined training program has been developed and must be successfully completed to move into the qualifying position. Your particular introductory period will be discussed during your orientation. Introductory periods apply to all new, rehired, promoted or transferred employees. During this time, and throughout one’s employment with the company, an employee’s performance is being reviewed continuously. The employee or employer is free to terminate the employment relationship at any time without notice or cause.

TARDINESS AND ABSENTEEISM

You are encouraged to arrive at your workstation 15 minutes prior to your scheduled start time to ensure that you are prepared to begin your workday. On occasions tardiness may be unavoidable and your manager will allow the time to be made up or excuse it. However, if tardiness becomes a regular issue and the manager feels that the reasons are unacceptable, the time will be deducted from your scheduled work hours and disciplinary actions, up to termination, may be taken. Also, you are expected to be at work on the scheduled days. If absences are necessary for sickness or other personal reasons, contact your manager as soon as possible the day before or on the day of absence. Your manager will determine if the absence is approved as paid or unpaid time off and whether the reason is acceptable. Unreported absences will be considered unexcused absences. An unreported absence of two consecutive days will be considered a voluntary resignation and employment termination will be initiated. To maintain our commitment to our clients in providing superior client services, it is essential that you be responsible for maintaining your assigned schedule. Repeated absenteeism and tardiness will be grounds for disciplinary action.

DISCIPLINARY PROCESS

Rules and regulations are the cornerstone on which we build our success and are essential to efficient operation of our company. You are expected to perform your job duties satisfactorily and conduct yourself on the job in an appropriate manner. This guide for disciplinary action has been established for the common good of all of us at The Glam House. Company management will determine what is satisfactory performance and appropriate behavior and the disciplinary action that is judged necessary. Occasionally, management will find it necessary to take disciplinary action regarding your job performance and/or behavior. Disciplinary action may consist of the following, depending on the circumstances:

• Termination: You may be terminated from employment as a first or last disciplinary step.

• Warning Notice: If termination is not the first step, you may receive either a verbal or written warning. If improvement does not occur within the specified time period or performance continues to deteriorate during this time, further disciplinary action will be taken, which may include immediate termination. The initial time period for improvement may be extended at the manager’s discretion.

• Suspension: An employee may be suspended by the manager in situations when it appears necessary to remove the employee from the premises. The facts of the situation will be reviewed to determine if disciplinary action is required. Depending on the circumstances, time out or suspension may or may not be with pay. The manager or owner will make this determination after review of the circumstances.

Should you have any challenges or questions regarding a disciplinary action that may be issued to you, contact your manager or an appropriate member of the management team. We encourage our management team members to work together in improving work performance and/or behavioral issues. However, it is important to recognize that in some instances a continuing working relationship may not be an appropriate resolution.

EMPLOYMENT TERMINATION

All employees of The Glam House are employed at-will. This means there is no guarantee of employment for any specific length of time, nor are the guidelines in this employee handbook intended to create any expressed or implied contract rights. Employees are free to leave their employment with the company at any time and for any reason. Similarly, the company reserves the right to ask any employee to leave its employment at any time with or without notice or cause. Employment with the company may be terminated through voluntary resignation by the employee or by the company initiating the termination of the employee. Several steps will occur when one of these actions is requested. If an employee is terminated or chooses to leave their employment they will be required to return any TGH owned items and/or pick up any of their personal items at the office within 48 business hours of their last day.

VOLUNTARY RESIGNATIONS

• An employee resigning from the company should complete the voluntary resignation of employment form. A minimum of two weeks notice is requested, but not required, to allow time for staff rescheduling and position replacement.

• An exit interview meeting is requested to allow the employee to provide constructive feedback on the company’s management practices and to return any company property.

Voluntary and certain other types of termination not initiated by the company include but are not limited to:

• Resignation

• Retirement  

• Disability

• Unexcused absences which are unreported for a period of 2 consecutive days without sufficient justification or approval.

• Failure to report to work after expiration of an approved leave of absence.

INVOLUNTARY RESIGNATION

• When possible, a meeting will be held with the employee being terminated to review the steps to take for terminating employment. If a meeting is not possible, the employee will be informed by telephone or mail.

• The employee being terminated may request an additional meeting with the manager or owner.

• Involuntary terminations are those initiated by the company. The following list is not all-inclusive but contains some types of terminations that could be company-initiated:

  • Workforce reductions and/or elimination of positions.

  • Discharge for conduct not in the best interest of the company.

  • Release for inability to perform duties or to meet prescribed standards on the job.

  • Temporary associates who are no longer needed.

FINAL PAY PROCEDURES

Terminated employees should check with their manager regarding receipt of their final paycheck. Typically final checks will be sent via mail.

FORMER EMPLOYEE EMPLOYMENT VERIFICATION

Verification of employment dates and positions held will be released when appropriate. However, only upon receipt of written authorization from the former employee, will salary or other information be released.