Welcome to K|LA Boutique!

Please be sure to read this handbook in its entirety prior to commencing your training. Failure to abide to company policy as set forth in this handbook can lead to disciplinary action and or termination of employment. A copy of this handbook is available to you upon request. Management maintains a hard copy of this handbook accessible to all employees in the office.
 This handbook is subject to changes at any time as deemed necessary by K|LA Boutique.


 

 

Table of Contents (pages 2-4)

Title Page


Welcome to K|LA Boutique page 7

Disclaimer ................................................................................................................ 7

Introduction: page 8

K|LA Boutique Mission Statement ........................................................................................ 8

Career Opportunities .................................................................................................. 8

Open Door Policy ....................................................................................................... 8

Code of Conduct ........................................................................................................ 8

Documented Workers: page 8

Worker Documentation ............................................................................................... 8

Employment: pages 9-13

Equal Opportunity Employment ................................................................................... 9

Eligibility For Employment ........................................................................................... 9

Familial Employment ................................................................................................. 10

HIPAA Notice and Privacy Practices .............................................................................. 10

Moving Expense for Relocation .................................................................................... 10

Part-Time Employment .............................................................................................. 10

Employment of Minors ............................................................................................... 10

Minimum Wage ......................................................................................................... 10

Criminal Convictions ............................................................................................. 10-11

Violence .............................................................................................................. 11

Weapons .............................................................................................................. 11

Alcohol, Drugs & Illegal Substance Abuse .................................................................. 11

Sexual and Other Unlawful Harassment ................................................................ 11-12

 

Domestic Violence Statement ................................................................................... 12

Job Postings ........................................................................................................... 12

Seniority ................................................................................................................. 12

Credit Union ............................................................................................................ 12

Employment Evaluation ..................................................................................... 12-13

Stock Options ........................................................................................................... 13

Personnel File ............................................................................................................ 13

Policies & Procedures: pages 13-25

Clear Bag Policy ........................................................................................................ 13

Attendance ......................................................................................................... 13-14

Scheduling Software ................................................................................................... 14

Time Off Request ........................................................................................................ 14

Shift Trade Request ............................................................................................. 14-15

Work Schedule Requirements ...................................................................................... 15

Training Schedule ....................................................................................................... 15

Inactive Status .................................................................................................... 15-16

Parking ...................................................................................................................... 16

Staff Meetings ............................................................................................................. 16

Bulletin Boards ............................................................................................................ 16

Proper Sales Floor Conduct........................................................................................ 16

Suggestions and Comments ......................................................................................... 17

Clock In/Out ............................................................................................................... 17

Breaks ...................................................................................................................... 18

Workplace Dress Code/ Grooming Standards .............................................................. 18

K-la Personal Appearance Policy ............................................................................... 18

Personal Appearance Do’s ......................................................................................... 18

Personal Appearance Don’ts ................................................................................ 18-19

Grooming Standards ................................................................................................ 19

Grooming Standards for Ladies ............................................................................... 19

Grooming Standards for Men ................................................................................ 19

Medical Attention ........................................................................................... 19-20

Compensation ....................................................................................... 20

Overtime ................................................................................................. 20

Mileage Expense For Use Of Personal Vehicle .................................................... 20


Wage and Salary Disclosure ........................................................................... 20

Payroll Schedules .............................................................................................. 20

Paychecks................................................................................................ 20-21

Pay period runs as follows................................................................................ 21

Payroll 1099 Workers ........................................................................................ 21

Performance & Evaluation Reviews .................................................................... 21

Reimbursement of Expenses .............................................................................. 21-22

Reporting Personal Information Changes ............................................................... 22


Gifts, Entertainment & Meals ................................................................................... 22

Visitors ...................................................................................................... 22

Personal Property .............................................................................................. 22

Personal Cell Phones ....................................................................................... 22-23

Text Messaging .............................................................................................. 23

Personal Safety ............................................................................................. 23

Food & Beverage .......................................................................... 23

Wage Deduction ......................................................................................... 23-24

Smoking ..................................................................................................................... 24

Office Parties .................................................................................................... 24

Solicitation ....................................................................................................... 24-25

Moonlighting .................................................................................................... 25

Company Property: page 25-27

Confidential Information Security .................................................................... 25

Facilities Security ................................................................................................. 25

Office Supplies, Postage & Company Accounts .............................................. 25

Company Equipment .......................................................................................... 25

Phone Systems, Voice Mail and Personal Calls ............................................................ 26

Conservation and Recycling .............................................................................. 26

Accounts and Social Media ................................................................................. 26-27

Computer Related: page 20


Computers and Related Equipment ................................................................. 27


Internet .................................................................................................... 27-28

Email & Electronic Communication ........................................................................ 28

K|LA GMAIL and SHOPKLA Email Accounts ...................................................... 28-29

Policies for Leave of Absence: pages 29-32


Eligibility ............................................................................................................. 29

Personal Leave of Absence ................................................................................ 29


Sick Leave .................................................................................................. 29-30

Personal Time ......................................................................................................... 30

Short-Term Disability Leave .............................................................................. 30

Family & Medical Leave .................................................................................. 30

Funeral Leave ..................................................................................................... 31

Jury Duty .................................................................................................................... 31

Military Duty ................................................................................................................. 31

***Severe Weather Closings ............................................................................... 31-32

Benefits: pages 32-33

Overview ................................................................................................................ 32

Eligibility ..................................................................................................................... 32

Group Medical Insurance ......................................................................................... 32

Life Insurance Policies .............................................................................................. 32

Retirement .................................................................................................................. 32

Worker's Compensation.......................................................................................... 32-33

Holidays: page 33

Thanksgiving/Christmas/New Years Day ................................................................ 33

Paid Time Off (PTO) ................................................................................................ 33

Employee Discounts .............................................................................................. 33

Discipline Policies: page 33

Problem Resolutions .......................................................................................... 33-34

Violation of Company Policy ............................................................................. 33

Termination of Employment: page 34

Termination ......................................................................................................... 34

Grounds for Dismissal ............................................................................... 34-35

Severance ................................................................................................... 35

Stylist: page 36

Welcome to K-la, LLC
.

 

The following pages contain information regarding many of the policies and procedures of K|LA. These policies are a condition of employment. Labor relation laws require that all employers maintain a written policy that is applied non- discriminately to all employees.


If you have questions or need assistance reviewing this document, please contact:

Lily Angel: 704-619-0369

Office hours are:

Monday through Friday: 10am to 5pm

Saturday and Sunday: Closed


 

 

 
 

Disclaimer

This handbook is intended only to outline the employment policies, procedures and benefits of K-la, LLC. This manual is not intended to be all-inclusive and should not be considered to be an employment contract. K|LA reserves the right to change employment policies, procedures, benefits or this manual at any time without notice. It is the responsibility of the employee to stay abreast of policy. K|LA will make every effort to notify employees of any policy changes, additions or deletions. Said changes will immediately become a part of this manual. Violation of any company policy may result in appropriate disciplinary action up to and including termination.

Introduction

 

K|LA Boutique Mission Statement


To provide quality products and excelent services to our customers. To treat our customers and coworkers in a kind and friendly manner. To be a positive influence in the community.


Career Opportunities


It is our desire to see each and every employee achieve his or her highest potential. We will do our best to provide the opportunity and offer training, education and guidance whenever possible. See your immediate supervisor if you have questions.


Open Door Policy


It is our objective to provide a work environment free from elements that would deter employees from performing their best work. All concerns may be expressed through our open door policy. Your supervisor at K|LA maintains this open door policy to discuss any issues you may have. Feel free to express yourself about work related or personal matters. We welcome your input.
 If you feel you have been discriminated against in any way you are encouraged to express concern through this open door policy.


Code of Conduct


Employees of K|LA are to conduct themselves in a responsible, professional and ethical manner. 
Report any unethical or dishonest behavior to your immediate supervisor.


Appropriate management team members will investigate reported activities. The management team will determine appropriate means for resolution. Employees found to be conducting themselves in an unethical manner may be subject to appropriate disciplinary action, up to and including termination. 


Documented Workers

Worker Documentation


The Immigration Reform and Control Act outlines requirements for worker documentation, via a Form I-9, as follows:

Every U.S. employer must have a Form I-9 in its files for each new employee, unless:

• The employee was hired before November 7, 1986, and has been continuously employed by the same employer.

Form I-9 need not be completed for those individuals:

• Providing domestic services in a private household that is sporadic, irregular, or intermittent; 

• Providing services for the employer as an independent contractor (i.e. carry on independent business, contract to do a piece of work according to their own means and methods and are subject to control only as to results for whom the employer does not set work hours or provide necessary tools to do the job, or whom the employer does not have authority to hire and fire).

• Providing services for the employer, under a contract, subcontract, or exchange entered into after November 6, 1986. (In such cases, the contractor is the employer for I-9 purposes; for example, a temporary employment agency.)

K|LA requires employees to submit a Form I-9. All new employees must complete Section 1 of a Form I-9 no later than close of business on his/her first day of work. The employee’s signature holds him/her responsible for the accuracy of the information provided. No documentation from the employee is required to substantiate Section 1 information provided by the employee.

K|LA reserves the right to revise this policy without notice to comply with state and federal law.


Liability Insurance and Workers Compensation


K|LA is insured for general liability and workers compensation for all W2 Employees and 1099 Workers. If you do not have insurance coverage with another company, you will be covered under our policy for general liability and workers compensation.

If you are covered outside of our policy, you are required to present K|LA with your certificate of insurance. If you are covered, you will be excluded from our policy and all liability and workers compensation claims will have to be addressed with you insurer.

Employment

Equal Opportunity Employment

Employees are hired based solely on K|LA personnel requirements and the qualifications of each individual candidate.

We will not tolerate nor condone discrimination due to age, race, color, religion, sex, national origin or disability. We will comply with the spirit and letter of all local, state and federal laws pertaining to employment. Furthermore, we will not discriminate due to age, race, color, religion, sex, national origin or disability when making decisions regarding termination of employees.


Any questions or concerns regarding any aspect of this policy should be directed to the Human Resources department.

 

Eligibility for Employment


Federal law requires both new employees and re-hires to provide documentation of eligibility to work in the United States plus proper identity. A properly submitted form I-9 is required for employment.


Familial Employment


K|LA does allow family members and relatives of employees to be considered for employment, provided they are qualified for the position and no other conflict of interest exist. Hiring decisions will be the exclusive responsibility of the Human Resources department.


HIPAA Notice and Privacy Practices


The Health Insurance Portability and Accountability Act (HIPAA) includes components to ensure that your personal health information is protected so that individuals are not afraid to seek health care or to disclose sensitive information to health professionals. It is designed to ensure that protected health information is protected during its collection, use, disclosure and destruction of records at K|LA. Breach of this policy should be reported to the Human Resources Department.


Moving Expense for Relocation


K|LA does not pay relocation expenses for new hires or employees offered positions requiring relocation.


Part-Time Employment


K|LA does offer part-time employment positions. Employees who work 38 hours or less per week will be considered part time. Direct all questions regarding benefits for part-time workers to the Human Resources department. 


Employment of Minors


Generally, regular employees must be 18 years of age or older. Occasionally, we hire students or others who are between the ages of 16-17 years old; however, the Human Resources department must approve this in advance. 


Minimum Wage


K|LA adheres strictly to minimum wage standards as outlined by the United States Government. 


Criminal Convictions


Criminal convictions are taken seriously at K|LA. We reserve the right to disqualify any applicant for employment that has been convicted of a criminal offense.


Furthermore, conviction of a crime may result in an automatic termination. K|LA will make every effort to evaluate the nature and circumstances of the conviction. With the safety and well being of co-workers at stake, convicted employees may be subject to appropriate disciplinary action, up to and including termination.

Violence


Threats of violence and acts of violence are strictly prohibited. Employees threatening or committing acts of violence will be subject to appropriate disciplinary action, up to and including termination. Report any such activity to your immediate supervisor or the Human Resources department.


Weapons


The vast majority of society generally defines weapons as guns, knives and other objects universally considered a weapon. A "weapon" can also be any object which would do harm to another when used as such. K|LA shall deem any such object a "weapon" for the purpose of enforcing of this policy.


Possession of weapons is prohibited on company property and while on duty performing company business at any location. Any employee on duty or on company premises in possession of a weapon will be subject to appropriate disciplinary action, up to and including termination. Report any weapon possession to your immediate supervisor or the Human Resources department.


Alcohol, Drugs & Illegal Substance Abuse


Possession of alcohol, illegal drugs or other illegal substances is not permitted on company property, or while on duty in the employment of K|LA. Furthermore, employees are not permitted to report for duty while under the influence of alcohol, illegal drugs or other illegal substances. Employees failing to adhere strictly to this policy will be subject to disciplinary action, up to and including termination. Report any suspicious activity to your immediate supervisor or the Human Resources department.


Sexual and Other Unlawful Harassment


It is the objective of K|LA to provide a working environment free from discrimination and conduct commonly referred to as sexual harassment.


The E.E.O.C. (Equal Employment Opportunity Commission) has provided a broad definition of sexual harassment. It is general in nature and may not always be clear when evaluating everyday situations.


"Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, 


1. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such 
individual, or 

2. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an 
intimidating, hostile, or offensive working environment." 


Sexual harassment refers to behavior inappropriate in the workplace because it is offensive and unwelcome behavior. Both sexual harassment, and accusations of sexual harassment, are disrupting to the work environment.


If you or a co-worker experiences what you believe to be sexual harassment or accusations of sexual harassment, report it promptly to your immediate supervisor or the Human Resources department. K|LA will investigate any employee, regardless of job position when such allegations are made. Based on available information, K|LA will take appropriate action and communicate on a need-to-know basis.


Appropriate disciplinary action, up to and including termination will be taken against any individual for sexual harassment charges determined to be valid.


Domestic Violence Statement


K|LA recognizes that domestic violence can have an adverse impact on employee job performances and may also impact co-worker’s performance.

K|LA will assist employees affected by domestic violence, both the victim and the abuser within reasonable guidelines. Information will remain confidential as long as the safety of others is not at risk.

Job Postings


K|LA posts available hiring positions allowing current employees to apply for the position. All applicants must meet education and/or experience requirements for consideration. All positions for hire will be posted on the company website.

Seniority


K|LA does consider length of continuous service when making decisions for advancement, job placement, layoffs or staff reductions. Other factors may also be considered for these important decisions.


Credit Union


K|LA is not affiliated with a credit union.


Employment Evaluation


All employees will be under "evaluation" for the first 30 days of employment. Your immediate supervisor will be responsible for evaluating your performance, aptitude and

compatibility with co-workers. At the end of the evaluation period, you may be invited to become permanent K|LA employee. In the event your evaluation information indicates you do not qualify, your employment will be terminated.


The number of hours given to part-time employees are based upon weekly performance.  Employees are also subject to weekly perfomance reviews. This review will be posted weekly and is based on four Key Perfomance Indicators (KPI's).  The four KPI's are Unit per Transaction, Average Dollar Sales, Sales Per Hour, and Percent To Goal.  If you are not reaching your KPI goals, this may result in a loss of scheduled hours.  Your superviser will work with you to continue to grow your sales skills and provide excellent customer service. Ask you supervisor to discuss with him/her if you have any questions about expectations. Failure to meet K|LA standards as described on the Employee Performance Review may result in disciplinary action or termination of employment.


Stock Options


K|LA does not offer stock options to employees.

Personnel File


K|LA maintains a confidential personnel file for each employee. The Human Resources department controls files. Employees must acquire permission to view his or her personnel file from the Human Resources department. These files are the property of K|LA; no documents may be altered or removed by the employee. Every reasonable effort is made to keep the information confidential; access is limited to staff members who require access to perform their job functions. Copies will not be distributed to any third party unless mandated to do so by a court of law.


Any formal complaints made towards an employee by another employee is not included in the employee file, if so, the complaint will be removed prior to permission to view file is granted. K|LA does so to insure the safety and confidentiality of the employee in accordance to the company’s open door policy.

Policies & Procedures

 

Attendance


Punctual attendance is mandatory for efficient job performance. In cases of absence for any reason notify your immediate supervisor as soon as reasonably possible. Poor attendance, absence without notification or habitual tardiness may result in appropriate

disciplinary action up to and including termination.

Any employee who fails to show up to a scheduled shift without finding coverage for their shift will result in appropriate disciplinary action. Any employee who fails to show up to a scheduled shift without notifying your supervisor will be terminated immediately according to the company policy.


In the event employee fails to work a scheduled shift, proof may be required for excused absence. Proof may be required from doctor, school or government official.

Showing up over 5 minutes late to a scheduled opening shift without notifying your supervisor may result in appropriate disciplinary action up to and including termination of employment.

If an employee receives 3 or more disciplinary actions in a 60 day period due to tardiness, it may result in termination of employment.

If K|LA is fined by the shopping center for late opening, employee will be responsible for reimbursing K|LA the full amount of the fine.

Scheduling Software

All schedules are created and published through our online scheduling software (HOMEBASE). All employees are given access to the employee portal online and/or through the smartphone APP.

Schedules are made 1 week at a time and released by Wednesdays.


Any schedule requests and changes must be submitted via HOMEBASE, our online scheduling software.


Any changes to your availability must be submitted via HOMEBASE.

NOTE: If your availability changes from that detailed on your New Hire Packet, your scheduled hours are subject to change based on the needs of the company. This can result in loss of scheduled hours and you may be placed on Inactive Status.

Time off Request

Requests for time off must be made at least two weeks in advance and are approved based on the needs of the business.

Management CANNOT accept time off requests via email or text. All requests must be submitted via HOMEBASE.

• A time off request is not approved until you are notified by HOMEBASE.
• Time off requests must be submitted at least two week in advance.
• All requests will be approved on a first come basis and is not guaranteed.
• K|LA reserves the right to set up "black out dates" in which employees cannot request off during a specific set of time.

Shift Trades

Once the schedule has been released, any changes (i.e. shift swaps) must be approved by the scheduling manager. If you do not received an email confirming that your change has been approved, you must report to your scheduled shift.

• Management CANNOT accept shift trade/s via email or text. All requests must be submitted via HOMEBASE.
• Submission of a shift trade does not guarantee that your shift will be covered.
• If another associate does not pick up your shift, you are required to work that shift.

Work Schedule Requirements


With variations in workload based on demand from our customers, it is our responsibility to meet critical deadlines, sometimes with little notice. As a result, you may be required to work overtime be it pre-planned or spontaneous. Overtime is mandatory when required; it is a condition of employment. Employees are not allowed to work overtime unless pre- approved by your supervisor. 


Training Schedule


The employee-training period can last up to 30 working days. During the training period employees are compensated at their contracted hourly rate.

In the event that the employee leaves his/her position or is terminated prior to completing his/her training, their hourly rate will be reduced to state minimum wage rate.

All previous hours worked will be paid at that rate. 
 Employer reserves the right to terminate employment at any time during the training period with or without cause. Employer will formally notify employee when his/hers training period has ended.

Inactive Status

K|LA policies and procedures can change at any time; therefore, each employee is required to work at least once a month so that they are up to date with the most current information. If any employee does not work at least one shift within a 30 day period they will be placed on inactive status or terminated. An email will be sent to the employee to notify him/her of the change in status.


Employee must return all company property to the company within 24 hours of being placed on inactive status.

An employee on inactive status will not be scheduled or be eligible to pick up a shift.


Once placed on inactive status, it is the responsibility of the employee to notify their supervisor that they would like to return to active status.

K|LA does not guarantee employment for employees who wish to come out of

inactive status.
 In order to return to active status, the employee must schedule a time to meet with their supervisor, at the manager’s convenience, to review the employee handbook, training manual and store binders.

Once their supervisor has approved them, the employee will return to active status.

K|LA reserves the right to make exceptions as deemed necessary by the owners for normal operation of the business.

Parking

K|LA employees are required to park in the employee parking area. All other parking is reserved for customers and visitors. Should K|LA receive a parking citation because you park in an unauthorized area, K|LA reserves the right to deduct the citation amount from your paycheck and appropriate disciplinary action will be taken.


If you work in a location where paid parking is required it is your responsibility to acquire a parking pass at your cost. K|LA does not provide or reimburse employees for parking passes.

All parking is at your own risk, K|LA recommends that you lock your car and take other appropriate safeguards.
It is not required, but recommended that if you feel unsafe at any moment when walking to your car that you contact shopping center security to escort you to your car.


Staff Meetings


Group meetings of several employees as well as meetings of all employees are occasionally scheduled. Every effort is made to schedule these meetings during the hours worked by the vast majority of employees. Written notification for mandatory meetings will be distributed in advance. All employees are required to attend, when requested, even if it is not during their scheduled work hours.K|LA reserves the right to make meetings mandatory, we will try our best to schedule in advance and during a time where employees have not requested time off. Employees who fail to participate in a mandatory employee meeting will be subject to appropriate disciplinary action up to and including termination.

Bulletin Boards


Bulletin boards placed in designated areas throughout the facility display notices and announcements for employees to review. It is the responsibility of each employee to review the bulletin boards several times per week to be aware of information posted.


Proper Sales Floor Conduct


Cell Phones are not to be on the sales floor. They are to be kept in the back office with your personal belongings. If you are expecting an important call or there is a special circumstance please notify your Manager to obtain permission to have your cell phone on the sales floor.


Management may authorize the use and presence of your phone on the sales floor if it is needed to perform your job.

Magazines, books and any other personal materials are not to be on the sales floor. They are to be kept in the back office with your personal belongings. You may use them while on break.


You may not use the store phone for personal calls during your shift. You are also not to use the store for any long distance calls unless it is to contact a customer or an out of state K|LA. Unauthorized long distance phone call charges will be deducted from your pay in accordance with the Wage Deduction policy.


You may not sit while on the sales floor. You may sit in the back office during your break provided that there is another staff member on the sales floor and he/she is aware that you are on break.


In addition, when customers are in the store, employees are not to lean on furniture or turn their back to the customer at any time. When there is a customer in the store, all other tasks must end and the customer must receive your undivided attention.


During slow times, employees are expected to work on items listed on the Daily Duties sheet, Weekly Walk-Through, and any tasks left by their manager. There is no idle time while on the clock.


Suggestions and Comments


K|LA always encourages employees to submit suggestions, comments or new ideas that may benefit the company or working conditions. If you wish to remain anonymous, every precaution will be made to preserve your privacy. Employees are asked to place their suggestions in an envelope and place it inside the office safe.

Clock In/Out


All employees are required to clock in and out from their scheduled shift reflecting hours worked unless authorized to be exempt, as with supervisory and your supervisor personnel. If you fail to clock in and out for your scheduled shift, you must send a note to your Manager through HOMEBASE, our scheduling software, immediately so that he/she can adjust your time clock entry in a timely manner. If you fail to clock in and out and do not let your Manager know, your time clock will be adjusted to reflect hours stated on the posted store schedule. If you work over what is stated on the schedule, you will not be compensated. The employee is responsible for notifying your supervisor about the incident. If the employee forgets to inform your supervisor, this may result in loss of hours or delay in compensation for the hours missed.


 

Breaks


It is in the best interest of our employees and K|LA to provide a break from work during the workday. Schedules may vary from employee to employee based on work schedule and from one department to another. It is the responsibility of your immediate supervisor to establish your break schedule. It is not mandatory that you take a break, if you choose to take one you must clock out when you leave and clock in when you return. Failure to do so may result in modification of hours worked (i.e. If you forget to clock in/out and you took a shorter break, your time clock will be adjusted to reflect the entire time you are allotted for a break). The break structure and allotted time is listed below. Skipping a break does not entitle you to leave your shift early.

4-5 hours- 20 minutes non-paid

6-7 hours- 30 minutes non-paid

8 + hours- 1 hour non-paid

Workplace Dress Code/ Grooming Standards

K|LA Personal Appearance Policy

K|LA encourages our stylists to dress comfortable, with consideration given to maintaining a professional appearance. If you interface with clients or are scheduled to meet with clients on an occasional basis, be prepared and dress appropriately.

Be considerate of the K|LA image as well as your image with customers and co-workers. K|LA requires their staff to wear clothing appropriate for a retail apparel boutique. K|LA does not require but encourages stylists to wear clothing and accessories sold at K|LA. K|LA reserves the right to change this policy at any time.

Personal Appearance DO’S

• Always come to the sales floor wearing current K|LA inspired looks. (Colors, patterns, accessories, etc.)
• Wear K|LA items as often as possible
• Style your own outfit as you would a client
• Wear accessories to compliment your style
• Bring your own personal style to your looks
• Friday through Sunday is K|LA GLAM DAYS. Glam Days are a fun way for you to elevate your look. Wear fun, seasonal apparel, shoes and accessories- Dress to impress!

 

Personal Appearance DON’TS

• Workout attire
• Workout shoes (Fashion Sneakers ARE OKAY, as long as they do not have any visible logos. No sneakers are allowed Friday through Sunday)
• Tights or leggings worn with a top that does not cover mid thigh
• Low cut tops that reveal under garments
• Baseball caps
• Bottoms the reveal undergarments
• Sheer tops the reveal undergarments. (An appropriate undergarment should be worn under sheer tops)
• No mid drift tops that show stomach
• No short shorts or skirts that can potentially reveal undergarments with movement
• No hats, unless those sold at K|LA
• No flip-flops of any kind. (Even those sold at K|LA)

Grooming Standards


K|LArequires employees to be properly groomed at all times.

Grooming Standards for Ladies

• Hair: should be clean, neat, well styled and should appear professional
• Finger nails: well maintained and clean
• Body piercing: Should be discreet. Only a small nose stud is permitted.
• Toenails: Short and maintained clean
• 
Makeup is encouraged: Please keep it simple and basic.
• 
Clothing: Neatly pressed, clean and without stains, or rips.
• Footwear: Well-maintained, well polished, in good condition
• If a staff member comes to work in inappropriate dress or improperly groomed, the staff member will be required to go home, change and return to work.


Grooming Standards for Men

• Hair: Conservative and well maintained Neatly combed.

• Nails: Trimmed and well maintained Clean and dirt free.
• Body piercing: Should be discreet. Only a small nose stud is permitted.
• Toenails: Short and maintained clean

• Makeup: Simple and basic make- up

• Clothing: Neatly pressed, clean and without stains, or rips.
• Footwear: Well maintained, well polished, in good condition

If a staff member comes to work in inappropriate dress or improperly groomed, the staff member will be required to go home, change and return to work.


Medical Attention


K|LA requires employees to notify a supervisor when medical attention is required for any reason, accident or illness. Trained medical personnel must take employees requiring transportation to a medical facility. Transportation and medical costs are the responsibility of the employee.


Compensation


Compensation for employment is based on performance. Rates are established by mutual agreement between the employee and K|LA. Raises also, are based on performance, growth and productivity. All requests for salary increases and/or promotion will be fairly considered by supervisors and the Human Resources department. Employment is based on an as-needed basis. Employees are not guaranteed tenure or retirement benefits.


Commission is offered to all Sylists.  Commission sturctures are based on the weekly sales of the over all buisness and not by individual sales.  Ask your supervisor about your individual commission structure. 

Overtime


Hours of work performed by hourly employees, over 40 hours in any seven-day period, qualify for payment at a rate of time and a 1⁄2 of the employee’s regular hourly pay. Your immediate supervisor must approve all overtime in advance.


All hours during a workweek that are calculated in the total for overtime must be hours actually worked. Vacation, sick days, personal days to any other non-working benefit days do not count in the calculation of overtime.


Mileage Expense for Business Use of Personal Vehicle


K|LA will compensate an employee for use of their personal vehicle in the fulfillment of company business. All expenses must be pre-approved by the owner.


Wage and Salary Disclosure


Compensation programs are confidential between the employee and K|LA. Disclosure of wages or compensation to any third party or other employee is prohibited and could be grounds for termination.


Payroll Schedules

Employees are paid every other Friday. See your manager for a detailed Payroll Schedule.

Commission checks are paid on the 2nd paycheck of the follwing month.

Paychecks

Federal, state and any other required taxes will be withheld from wages, as will any voluntary deductions. K|LA provides direct deposit for employees who wish to sign up. If employee wishes to receive a live check, this may result in a 1-2 day delay in receiving compensation,

depending when the company receives the check from the payroll company. If you choose to have a check issued to you, the check will be mailed to you the day that it arrives at the office. Please note that postal errors or delays may cause a delay in receiving your check. If you did not sign up for direct deposit your check will be mailed to you at the address you provided on your application. It is your responsibility to notify the company if there are any changes to your bank account, deductions and mailing address. Please see your supervisor for a detailed schedule of pay days and pay periods.

Pay periods run as follows:


 Paychecks will be sent 11 days after payroll periods end on a Friday.  This happens every 15 days.

Commission/ Bonuses is also paid on the 2nd check after the month end.


Payroll Deductions for Federal Tax, State Tax, FICA and Medicare


As required by law, K|LA withholds taxes from employee earnings, as well as social security (FICA) and Medicare. K|LA also participates in matching programs as required.


Payroll 1099 Workers


As required by law, K|LA will provide all independent contractors a 1099 form for tax reporting purposes.

Performance & Evaluation Reviews


Weekly employee performance is review by your supervisor.  Your supervisor will discuss job requirements for your duties and identify your specific skills. Together you will establish plans for your growth and development. All performance reviews will become a permanent part of your personnel file.

Reimbursement of Expenses


Expenses to be reimbursed by K-la, LLC must be approved in writing prior to expenditure. To receive reimbursement you must furnish the Accounting department with two items: receipts for all expenses and a properly completed expense form (available from your immediate supervisor).


We appreciate your expenditures on behalf of K|LA and will make every effort to reimburse you in a most timely fashion.

If you require an advance for expenses, see your immediate supervisor.


Reporting Personal Information Changes


Employees must notify the Human Resources department whenever there is a change in their personal information on file with K|LA.

This includes address, phone number, income tax withholding information, emergency contacts and if applicable, bank information for direct deposit, or any information which may impact your insurance coverage.


Gifts, Entertainment & Meals


K|LA employees and their families are not allowed to give or receive business gifts, favors, meals or entertainment to or from any customers or suppliers of K|LA, except as approved by the Human Resources department.


If you or a co-worker is approached to give or receive such gifts you are required to request permission from the Human Resources department.

Visitors


Due to the nature of our business, security clearances and non-disclose agreements with our clients, visitors are not allowed in production or restricted areas. All visitors who are not visiting for business purposes will be restricted to the regular reception area.

All business visitors must have authorization to enter secured areas. See your immediate supervisor for authorization. Notify a supervisor immediately if you become aware of any unauthorized visitors.


No one other than the employee/s is/are allowed in the store during opening or closing procedures.


Personal Property


K|LA is not responsible for personal property of employees in facilities, vehicles or parking areas. Any personal items brought on premises deemed inappropriate by K|LA, will be removed without notice. As always, be considerate of the company’s image as well as your image with customers and co-workers.


Personal Cell Phones


Use of personal cell phones, mobile phones or personal digital assistants is prohibited during standard working hours. Personal phones must remain in the back office at all times. Personal calls must be handled on personal time. If you have an emergency situation, contact your immediate supervisor. If an employee is observed with the

presence of or using cellular phones on the K-la, LLC studio floor will be subject to appropriate disciplinary action, up to and including termination.


Text Messaging


Use of personal cell phones, mobile phones or personal digital assistants for text messaging is prohibited during standard working hours. Personal text messaging must be handled on personal time. If you have an emergency situation, contact your immediate supervisor. If an employee is observed using any electronic device (such as a cell phone or iPod) on the K|LA studio floor will be subject to appropriate disciplinary action, up to and including termination.


Personal Safety


At K|LA the safety of our employees is a top priority. We will make every effort possible to ensure the safest working environment possible. If you have suggestions or concerns discuss them with your immediate supervisor or the Human Resources department. If you feel you are in danger performing your job duties, stop working and report the hazard to your immediate supervisor. Failure to comply with all health, safety and environment policies and procedures may result in disciplinary action, up to and including termination.


Food & Beverage


Without exception, food and beverage is strictly prohibited within immediate proximity of any computers, servers, related hardware, application storage areas or production equipment. In all other areas, employees should be mindful of potential business visitors within the work area. Meals should be eaten in the specified lunch area.


You may use the fridge and microwave in the back office to store and heat up food. Please keep all food off the studio floor. Each store has a designated area where you are allowed to leave a drink during store hours. Please refrain from drinking or eating while customers are in the store.


Keep all liquids away from any electrical appliance. If appliances, computers etc. are damaged due to a spill, you will be responsible for the monetary cost of replacing those items, in accordance with our Wage Deduction policy in the New Hire Packet.

Wage Deduction


K|LA reserves the right to deduct wages for damages done to company policy according to its wage deduction policy listed below. K|LA, may deduct money from time to time for including but not limited to reasons that fall into the following categories:

• My share of the premiums for the Company’s group medical/dental plan;

• Any contributions I may make into a retirement or pension plan sponsored, controlled, or managed by the Company;

• Installment payments on loans or wage advances given to me by the Company, and if there is a balance remaining when I leave the Company, the balance of such loans or advances;
• If I receive an overpayment of wages for any reason, repayment of such overpayments to the Company;

• The cost to the Company of personal long distance calls I may make on Company phones or on Company accounts, of personal faxes sent by me using Company equipment or Company accounts, or of non-work related access to the Internet or other computer networks by me using Company equipment or Company accounts;

• The cost of repairing or replacing any Company supplies, materials, equipment, money or other property that I may damage (other than normal wear and tear), lose, fail to return, or take without appropriate authorization from the Company during my employment;

• The amount of any citation(s) issued by the shopping center to K|LA due to employee negligence, such as not opening the store on time or parking in an unauthorized area;

• The amount of re-keying the store lock(s) and cutting new keys for employees, by the locksmith chosen by K|LA, in the event that the associate does not return their store key(s) within 24 hours of time of dismissal.

• PTO hours used that were not earned.

• Failure to complete training due to resignation or being terminated.
• Failure to complete training will cause contracted hourly rate to be modified to minimum wage.
• In the event that the cash drawer fall short or money goes missing from the drawer or safe.

Smoking


Smoking is not allowed in K|LA. Smoking is allowed only in designated areas outdoors. While smoking, please be considerate of others. All smoking materials must be extinguished properly and disposed of in appropriate receptacles.

Office Parties


All parties for K|LA employees must be pre-approved in writing and held off premises and under your supervisor supervision. Alcoholic beverages may be allowed at these functions from time to time, with discretion. Only personnel who are over the legal drinking age of 21 years of age are allowed to consume alcohol with discretion. All personnel over the age of 21 who consume alcohol are expected to behave accordingly and follow all state laws when leaving the function.

K|LA encourages that all employees arrange for a designated driver if they have consumed alcohol at a company event. K|LAis not responsible for employees who break the law. At company functions K|LA reserves the right to limit or prohibit consumption if necessary.


 

Solicitation


As a courtesy to other employees K|LA does not allow solicitation of political information, religious information or items for sale. Solicitation for sale of items involving fundraisers for school projects and the like may be considered. See your immediate supervisor for approval.


 

Company Property

Confidential Information Security


As a matter of course, employees of KK|LAwill have access to confidential and proprietary information. This information includes, but is not limited to, personnel information, pricing, client lists, contractual agreements, intellectual property and marketing/sales strategies. It is a condition of employment that you not disclose this information to third parties during or after employment. Disclosure of K|LA confidential information without express written approval is prohibited. Failure to comply with this policy may result in disciplinary action or termination of employment.


Facilities Security


It is the responsibility of all employees to make sure the facilities and work areas are secure. Any employee entrusted with facility keys shall make certain the facility is secure when that employee is the last to leave. See your immediate supervisor if you will be left with this responsibility. This includes, but is not limited to, turning off appropriate lights, closing and locking all doors and windows and setting the security alarm.
Report any potential security risks to your immediate supervisor.
Failure to comply with this policy may result in disciplinary action or termination of employment.


Office Supplies, Postage & Company Accounts


K|LA postage, postage systems, shipping accounts and accounts with various vendors and suppliers are to be used for company business purposes only. Improper use of these items may result in appropriate disciplinary action, up to and including termination.


Company Equipment


Company property, such as laser printers, copiers, computers and all production tools, are to be used for K|LA business purposes only. Use of unauthorized equipment may result in appropriate disciplinary action, up to and including termination.
Your designated work area, desks and cabinets are not to be locked with personal locks. If you need assistance securing company property see your immediate supervisor.

Phone Systems, Voice Mail and Personal Calls


Telephone systems, equipment and operators are in place to provide business services of the company. Employees are to limit the personal use of these items. Lengthy calls should be made during breaks.
Long distance calls for personal use are prohibited.


Conservation and Recycling


Conserving energy and resources is a priority at K|LA. Employees are required to conserve power and water in all reasonable ways. Recycling containers are provided throughout the facility for collection. Containers are marked for various materials. Please be certain to separate all recyclables and put them into the appropriate containers.

Accounts and Social Media


K|LA does not allow employees to create social media, email or any other accounts on behalf of or related to K|LA. All such accounts are created through K|LA Corporate only. Failure to comply with this policy may result in disciplinary action or termination of employment.


We want to continue to grow our social media presence, and in doing so we want to keep our posts consistent and true to the K|LA brand. In order to have proper oversight, we have designated associates to collaborate on our social media sites, and only those associates who have been granted access may post on behalf of K|LA.

Employees given access to or permission to post on K|LA social media outlets, including but not limited to Facebook, Twitter, Instagram, and Pinterest, must follow the guidelines set forth by K|LA at the time access or permission is granted. Failure to comply with this policy may result in revocation of access/permission, disciplinary action or termination of employment.


How other staff members can contribute:


We are appreciative that many of you use your personal social media account to share K|LA items. What we'd encourage is for you to "share" (Facebook) or re-tweet/re-post items that are already on our K|LA social media pages.

To be more specific, when using social media, you may not post or publish any of the following:

• The numbers: Non-public financial or operational information. This includes sales strategies, forecasts and most anything with a dollar-figure attached to it. If it's not already public information, you may not share the information.


Promotions: Internal communication regarding promotions. Including: advance ads, holiday strategies and any other sales. Headquarters will release all such information at the appropriate time and with the fine print attached. You may "share" (re-tweet etc.) this exact information once it has been posted to our 

• K|LA social media sites.
• Personal information: Never share personal information regarding other employees or customers (phone numbers or scheduling information).
• 
Legal information: Anything to do with a legal issue, legal case, or attorneys.

• Anything that does not belong to you: This includes all logos or other images that are trademarked, owned or used by K|LA.
• K|LA Confidential information: Do not publish, post, or release information that is considered confidential or trade secret.

 

Computer/iPads Related

Computers, iPads and Related Equipment

K|LA provides employees access to iPads, computers, printers and other equipment on an as-needed basis, to perform their job requirements. This equipment is to be used exclusively for the business activities of K|LA. Employees found to be using company computer equipment for personal use may be subject to appropriate disciplinary action, up to and including termination.


Employees are required to maintain computers and related equipment in good working order. If any of your equipment needs service, repair or maintenance, notify your immediate supervisor.


Employees shall not use company systems to knowingly violate any city, state or federal laws.


Computer games and personal software may not be installed on company equipment.


Company equipment shall not be used to create or store personal information or projects.


Company equipment shall not be used to store or display images depicting violence, sexually explicit material or are racially offensive material.


Software installed on company computers must be properly licensed and installed at the direction of the computer systems supervisor.


Employees are not permitted to download any software (free or otherwise) without express permission from the computer systems supervisor.

Internet


Company computer systems, connected to the Internet, are connected for business purpose only. Accessing the Internet for personal use is prohibited. Employees are expressly prohibited from allowing any third party to use company provided computers or Internet services.


Conducting company business on the Internet must be done following all guidelines and policies for conducting business in conventional settings.


Do not expect privacy on company computers. Our software and systems have the capability of tracking each visit, each email, each chat and each file transfer, by every computer on the system.

K|LA maintains the right to limit Internet access.


K|LA will comply with any reasonable requests from law enforcement to review Internet activities of any employee.

While accessing the Internet, employees should be fully aware of the global reach of the media. Employees are required to maintain a high level of dignity and be mindful that they represent K|LA to the world at large while online.


For protection of the company network and proprietary information, security measures have been installed on the systems.

No employee shall, under any circumstances, attempt to disable or circumvent these security measures.


E-Mail & Electronic Communication


Company provided email is provided for business purposes only. Personal use should be kept to an absolute minimum.


All emails, sent or received, are company records and as such, are accessible to appropriate staff members.


No anonymous emails can be sent from company systems.

All employees are required to identify themselves by name and email address.

Chat room participation is prohibited except for business related forums, which require approval from your immediate supervisor.


K|LA GMAIL and SHOPKLA Email Accounts


K|LA must be granted unrestricted access to all company email accounts provided to its employees.


K|LA reserves the right to monitor any and all email accounts at their discretion.

K|LA does not have to notify employee if their email account is being monitored.


K|LA will set up a GMAIL company email address for all management staff to be used for professional business purposes only.
You will be provided with a password, which should not be changed.


In the event that your account password or recovery information is changed, you must notify management immediately.


K|LA reserves the right to use any and all information gathered in the employees email account/s as grounds for disciplinary action and or termination.

K|LA provided email accounts are to be used for K|LA business purposes only.


Personal email correspondence and chat rooms are strictly forbidden.

Policies for Leave of Absence

Eligibility


Paid and non-paid leave of absence is a benefit of working at K|LA To qualify for these leave of absence benefits the employee must be a full time employee and have completed a minimum of ninety (90) days continuous employment with K|LA.

Full time employees are employees who have been assigned a regular 40 hours per week work shift and are salaried employees.

Employees scheduled for less than 40 hours weekly are not eligible.


K|LA reserves the right to, without notice, revise these leave of absence policies.
If you have questions contact the Human Resources department.


Personal Leave of Absence


K|LA will make every reasonable effort to consider unpaid personal leave of absence. Apply for unpaid personal leave of absence authorization from the Human Resources department. Many factors are considered when determining eligibility for personal leave of absence and is granted or denied solely at the discretion of K|LA. When granted, the maximum allowable is 30 days per calendar year.


Sick Leave


K|LA requires that all employees give ample notice to their supervisor in the case that they are not able to work a scheduled shift. If you are sick and unable to attend work or if you must leave before the end of your shift because of illness, notify your immediate supervisor as early as reasonably possible.


It is the employee’s responsibility to find coverage for their scheduled shift and if they are not able to do so, they must notify their supervisor immediately and ask for assistance. In the case that the shift cannot be covered, the employee will be required to work the scheduled shift. Failure to comply with this policy may result in disciplinary action or termination of employment.


Notify your immediate supervisor or the Human Resources department in advance when you plan to use sick leave for scheduled medical procedures or doctor’s

appointments.


K|LA requires employees inform their supervisor if they expect to not be able to return to work during a sick leave. If the employee anticipates missing additional scheduled shifts, it is their responsibility to find coverage. Failure to do so may result in disciplinary action or termination of employment.


NOTE: K|LA requires that employees provide proof of sick leave in order for the leave to be excused by the company.

Personal Time


K|LA allows salary employees paid personal time off. Paid time off is specified on the employee contract and can differ from employee to employee. Unused personal hours may not be carried forward into the following calendar year.

Short-Term Disability Leave

K|LA does not offer short-term disability benefits.

Family & Medical Leave


K|LA, does not offer part-time and full-time employees paid time off for Family Medical Leave or Maternity Leave.

K|LA employees are eligible to take unpaid leave as per the terms of The Family and Medical Leave Act of 1993. Consult the Human Resources department for details and notify your immediate supervisor if you choose to take this unpaid leave of absence.


North Carolina Maternity Leave laws offer no benefits beyond those mandated by federal law. Fortunately, many employees are covered under the federal Family and Medical Leave Act, or FMLA. However, FMLA applies only to employees of private companies with more than 50 workers, plus some smaller schools and government employees.


There is no provision under the North Carolina maternity leave laws for paid or unpaid time off for employees of firms with fewer than 50 workers. Such leave is strictly voluntary as set out by the employer.


The state provides few additional benefits beyond federal law under the North Carolina maternity leave laws. Under the federal Family and Medical Leave Act (FMLA), employees are allowed to take up to 12 weeks of unpaid leave when they are sick, or to care for an infant. The law also permits parents to take time off when they adopt a child. Parents are assured that they will be re-employed when they return.


The FMLA provides up to 12 weeks of job-protected, unpaid leave during any 12-month period for the following reasons:

• Birth and care of the employee's child, or placement for adoption or foster care of a child with the employee

• Care of an immediate family member (a spouse, child, or parent) who has a serious health condition

• Care of the employee's own serious health condition.

Funeral Leave


K-la, LLC will provide reasonable time off for employees to attend funerals of friends and loved ones.


Immediate Family
In the event of a death in the immediate family (spouse, parents, stepparents, siblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild) of a full time salaried employee may take up to three (3) days unpaid time off to attend to family matters and funeral arrangements. Additional unpaid time off may also be granted.


Part time, non-salary employees may be granted up to three (3) days unpaid time off to attend to family matters and funeral arrangements.
Friends & Loved Ones


All salaried, full-time employees may take up to two (2) days off unpaid to attend the funeral of a close, non-family member. The employee’s supervisor on a case-by-case basis will consider this time off. Contact the Human Resources department concerning your specific needs. Additional unpaid time off may also be granted.


Part time, non-salary employees may be granted up to two (2) days unpaid time off.


Jury Duty


Notify your immediate supervisor if you are summoned for jury duty. Time off from work will be granted as necessary in compliance with applicable law.


Military Duty


In accordance with requirements of law, K|LA will provide military leave of absence and reinstatement for qualifying employees. K|LA will provide eligible employees up to two weeks paid leave for military leave of absence.


Severe Weather Closings


In the event the company must close for the day due to severe weather or emergencies, the company will make every reasonable effort to notify you. K|LA does not recognize weather closings as a PTO for salaried employees.


Part-time employees will not be paid and will not be required to make up their hours for the day/s when these instances arise.


Full time salary employees will be required to make up the hours for the day/s when these instances arise and travel restrictions can be independently confirmed.


The hours will need to be made up within 30 days.

Management will devise a plan with the employee to ensure that those hours are made up within the deadline.


If weather conditions are so severe that you are unable to travel to work, contact your immediate supervisor.

 

Benefits

Overview


Benefits to employees are provided at the will of K|LA and K|LA reserves the right to modify or eliminate benefits without notice under conditions of law. The benefits listed herein are intended to be a general description only. Details of specific benefits are outlined in the documentation for the benefit program.


Eligibility


To qualify for benefits an employee must be considered full time and have completed a minimum of ninety (90) days continuous employment with K-la, LLC.


Full time employees are employees who have been assigned a regular 40 hours per week work shift.


Employees scheduled for less than 40 hours weekly are not eligible.

K|LA reserves the right to, without notice, revise these eligibility requirements.
If you have questions contact the Human Resources department.


Group Medical Insurance


K|LA does not offer group medical insurance benefits to employees. It is the responsibility of each employee to provide his or her own medical coverage.


Life Insurance Policies

K|LA does not offer life insurance policies to employees at this time.


Retirement

K|LA does not offer a retirement plan at this time.


Worker's Compensation


State and federal law governs eligibility requirements. K|LA pays all premium costs. Claims are paid directly to employees. All employees are expected to return to work immediately upon release by their physician.


Employees are required to report job-related injuries immediately. Failure to comply could result in difficulty with the employee’s claim.


Report to your immediate supervisor all accidents or injuries.
Holidays
Salaried employees qualify for the following paid holidays:

Holiday: page 33

Thanksgiving/Christmas/New Years Day/Labor Day/Memorial Day

Employees wishing to observe national-origin holidays or religious holidays not listed in the Holiday Schedule must obtain permission from their immediate supervisor for time away from work.


Paid Time Off (PTO)


Full-time salary employees are entitled to accrued time-off as specified on their contract.

From time to time, management may grant salary employees PTO that has not been earned. In the event that an employee leaves his/her position prior to earning the PTO, he/she is required to reimburse the company advanced time off. Reimbursement will be taken from the employees final pay check.


Employee Discounts

As a K|LA, employees are entitled to 30% off any merchandise sold in the store that is paid by cash, credit or debit card. Discount is for employee only. Using your discount for family and friends is grounds for immediate dismissal. In the event that an employee is caught abusing the discount, he/she will be required to pay the company back any discounted money from the transaction. Reimbursement will be taken from the employees paycheck.

K|LA Bucks

K|LA bucks are gift cards that are given to employees as prizes for hitting various KPI goals and winning contests.  Merchandise paid for with K|LA bucks are not to be discounted with the employee discount. 

K|LA bucks are paid within 5-10 days after month end.

Discipline Policies

Problem Resolutions


The solution to most problems is often found through communication. We will make every reasonable effort to assist in solving problems or disputes amongst employees.


We recommend the following:


For disputes between employees, first discuss the problem between the two employees and make every attempt to resolve it. If no resolution is reached, both employees together should approach a supervisor and allow the supervisor to participate in the resolution. If a resolution is not reached, it should be turned over to the Human Resources department. The Human Resources department will gather and review all information and provide a solution with the best interest of all parties.


If a supervisor is involved as a party in the initial dispute, it must be turned over to the Human Resources department at the outset.


Decisions of the Human Resources department will be final.


Violation of Company Policy


Employees found to be in violation of company policy will be given official notice of the infraction (Employee Write Up). All reasonable attempts to resolve the problem will be made to constructively resolve the situation. Appropriate disciplinary action, up to and including termination, may be taken if the violation continues.


Employees who believe they have been falsely charged with an infraction can appeal the charge to the Human Resources department. All appeals must be in writing clearly defining the reason you believe the charge was false. The Human Resources department will review all available information and make a ruling. All decisions of the Human Resources department are final.


Notices of violation, appeals and final disposition documentation will become a permanent record in the employee’s personnel file.

Termination of Employment

Termination


Employees of KK|LA are not given tenure. The employee of K|LA may choose to terminate employment at any time. Employees choosing to terminate their employment with K|LA are required to return all company property to their immediate supervisor before leaving the premises on their final day of employment. Upon receipt of all company owned property, the employee will receive their final paycheck including any earned vacation pay, if applicable.

K|LA may terminate employment at any time for any reason. If an employee is terminated for a severe violation of policy they will be escorted from the premises immediately. Any personal property, plus their final paycheck including any earned vacation pay, if applicable, will be given to the employee upon receipt of all company owned property.


The Human Resources department requires all employees leaving K|LA to have an exit interview. K|LA considers personnel files confidential. Any request for employment confirmation will be provided only with employment dates and positions held.


Grounds for Dismissal


The following behavior by any individual employee, including but not limited to reasons that fall into the following categories, is grounds for appropriate disciplinary action up to and including termination of employment:

Failure to provide customers assistance in a professional manner. This includes, but is not limited to not greeting customers as they enter/exit the store.

 

• Failure to provide them assistance with what they are looking for
Failure to provide friendly and courteous service
• Stealing from the company in any capacity. This includes, but is not limited to
Theft of merchandise, money or, any property of the company.
Giving any individual unauthorized discounts, merchandise, or any property of the company.
Taking advantage of the employee discount privilege. The employee discount is to be used for purchase of merchandise for the employee only.
• Providing any information about the company to an outside party, thus breaking the confidentiality agreement signed upon employment.
Receiving 3 misconduct citations (write ups) within a 60-day period.
Any identified usage of drugs or alcohol, or being under the influence of same during working hours. For the safety of our employees and clients, the Company reserves the right to test any employee for the use of illegal drugs and alcohol. Excessive tardiness.
• Not showing up for a scheduled shift or not giving your supervisor proper notice of the same (12 hours in the case of emergency or illness).
• Not providing proof of excused absence by doctor, school or government.
• In addition, if this causes the store to remain unopened, he/she will be held liable for any fine(s) the company may incur for breaking its lease agreement to continuously operate during shopping center hours as mentioned on the Wage Deduction Authorization Form.

Severance

K|LA does not offer severance benefits for employees terminating employment for any reason.

S-T-Y-L-I-S-T


S ­ SMILE and make guests feel welcome

Greet guests within 30 seconds of them entering the store. Always smile, make eye contact and use a happy, positive tone.

T­ TALK to your guest about their needs

Be genuine. Give them a compliment. Use an icebreaker when approaching a client. Then ask them questions. “Have you been to our store before”, “Are you shopping for a special occasion”, etc.

Y ­ YOU are their stylist, create a desire for our product and for YOU!


YOU are the expert- ACT like it! ALWAYS exchange names with your guest. Show them what is new, what is your favorite item in the store currently and what they ask about. If they asked for something specific, stay focused on their needs. Use this time to build them outfits per their needs.

L ­ LEAD them to the fitting room you arranged for them.

As their stylists, once they are in the dressing room, introduce other products to the sale. Once they are in their fitting room this is your opportunity to ADD ON to your sale. ALWAYS bring them a pair of shoes! Show them a clutch or show them jewelry that will compliment what they are trying. Don’t be afraid to introduce more outfits that fit their needs.

I ­ INQUIRE

It is important to build a relationship with the client and to gain their trust. Use their name when addressing them. In this step you should be re visiting them at their dressing room and inquiring how they are doing. Do not let your client get overwhelmed with choices. If they are trying on A LOT of items, offer to remove some that they have decided against.

S­ SENSE when they are ready to close the sale or when they need help making decisions.

If they are deciding between items, help them make the final decision that best meets their original needs. Offer a closing statement if needed. Remember that the clients really values your stylist opinion, so make sure to state the benefits of both items they are trying to decide between. Explain why they would BOTH benefit their wardrobe. (Will go into depth about the different closing approaches in training version). Always be sure of yourself as the stylist. Once they have decided on the items they do want, a great way to continue to add on and keep them engaged is to say “Why don’t you take a peek through our jewelry while I get your items wrapped up”

T­ THANK them for shopping with you at K-la. GET THEIR information! Please do not reach over the cash wrap to take or give items to the clients, WALK around the cash wrap and hand it to them.

Once you have their information it is recommended to follow up with a Thank You note. If it was a purchase for a special occasion you may even want to call and see how their occasion went. If it was a gift, you may want to follow up to see if they’re enjoying it. ADD them to your client book for future outreach.