Payroll and Timekeeping

Pay Schedule

We pay on a biweekly schedule, meaning employees are paid every two weeks. Each pay period covers 14 consecutive days.

• Pay period: Runs Saturday through the second Friday (14 days)
• Payday: Every other Thursday
• If a scheduled payday falls on a bank holiday, paychecks will be issued on the preceding business day.
• Employees will receive their paycheck or direct deposit confirmation on payday. Direct deposit is strongly encouraged and can be set up through the payroll administrator.
• Advances on wages are not permitted under any circumstances.

Final Paychecks

• If you are involuntarily terminated or laid off, all wages owed are due immediately at the time of termination.
• If you resign with at least 72 hours' notice, final pay is due on your last day of work.
• If you resign with less than 72 hours' notice, final pay is due within 72 hours of your resignation.
• Upon separation, all earned commissions that are reasonably calculable will be paid in accordance with California Labor Code Sections 201–203. Commissions not yet calculable will be paid as soon as they become calculable.

How to Clock In and Out

• Clock in at the start of each shift before performing any work, including setting up a station, turning on equipment, or assisting a client.
• Clock out when leaving for a meal break and clock back in when returning.
• Clock out at the end of your shift after completing all work duties.
• Do not clock in early or stay clocked in after your shift ends unless you are actually working and have manager authorization.

Off-the-Clock Work Is Strictly Prohibited

No employee may perform any work while not clocked in. This includes:

• Setting up or breaking down your station before clocking in or after clocking out
• Cleaning the salon, sweeping, sanitizing tools, or restocking supplies after your shift has ended
• Responding to client text messages, calls, or social media messages outside of paid work time
• Attending a team meeting or training session without being clocked in
• Reviewing your schedule or completing paperwork off the clock

If you are asked by anyone - including a manager - to perform any work while not clocked in, refuse and report it immediately to the owner. Off-the-clock work is illegal, and the business will not tolerate it regardless of who requests it.

Correcting Time Entries

• If you make an error (forgot to clock in, clocked out at the wrong time, etc.), notify your manager on the same day if possible.
• All time-clock corrections for the pay period must be submitted by end of day on the Friday the pay period ends. Payroll processing may begin as early as Saturday.
• You and your manager must both acknowledge the correction in writing.
• Never alter or delete another employee's time records under any circumstances.

Overtime Rules

California overtime law is more protective than federal law. We follow California rules in all cases.

Daily Overtime

• 1.5x your regular rate of pay for all hours worked over 8 hours in a single workday
• 2x your regular rate of pay for all hours worked over 12 hours in a single workday

Weekly Overtime

• 1.5x your regular rate of pay for all hours worked over 40 hours in a workweek
• Daily and weekly overtime are calculated separately; you receive whichever calculation results in greater pay for each hour worked.

Seventh Consecutive Day in a Workweek

• If you work seven consecutive days in a single workweek:
  • The first 8 hours on the seventh day are paid at 1.5x your regular rate
  • All hours beyond 8 on the seventh day are paid at 2x your regular rate
• Our workweek runs from Sunday at 12:00 a.m. through Saturday at 11:59 p.m.

No Compensatory Time Off

Private employers in California may not offer compensatory time off ("comp time") in place of overtime pay. Overtime must be paid in cash on the regular payday.

Overtime Authorization

• You should not work overtime without prior manager approval.
• However, if you work unauthorized overtime, the time must be paid. You may be subject to disciplinary action for working unauthorized overtime, but the wages cannot be withheld.

Meal Breaks

First Meal Break

• If you work more than 5 hours in a day, you must receive an uninterrupted, duty-free meal break of at least 30 minutes, beginning before the end of the 5th hour of work.
• Example: If you start at 9:00 a.m., your meal break must begin no later than 1:59 p.m.
• During a meal break, you must be completely relieved of all duties.

Second Meal Break

• If you work more than 10 hours in a day, you must receive a second uninterrupted, duty-free 30-minute meal break, beginning before the end of the 10th hour of work.

Meal Break Waivers

• Your first meal break may be waived by mutual written consent only if your total hours that day will not exceed 6 hours.
• Your second meal break may be waived by mutual written consent only if total hours will not exceed 12 hours and the first meal break was not waived.

Meal Break Clocking

• Clock out at the start of every meal break and clock back in when the break ends.
• Meal breaks must last at least 30 minutes.

Rest Breaks

• You are entitled to a paid, duty-free rest break of at least 10 minutes for every four hours worked, or major fraction thereof.

• Rest breaks should be taken as close to the middle of each four-hour work period as practical.
• Rest breaks are paid time - remain clocked in.
• You must be completely relieved of all duties during a rest break.
• Rest breaks may not be combined with meal breaks.

Missed Meal and Rest Break Pay

If a meal break or rest break is not provided, you are owed one additional hour of pay at your regular rate for each missed break.

• One missed meal break = 1 additional hour of pay
• One missed rest break = 1 additional hour of pay
• Both missed in the same shift = 2 additional hours of pay

Reporting Missed Breaks

• If you miss a meal or rest break for any reason, notify your manager before the end of the shift so that the premium pay can be recorded.
• Do not delay reporting a missed break.

Reading Your Pay Stub

Your pay stub (itemized wage statement) will include:

1. Gross wages earned during the pay period
2. Total hours worked
3. All deductions (taxes, garnishments, etc.)
4. Net wages earned after deductions
5. Pay period dates (start and end)
6. Your name and last four digits of your Social Security number (or employee ID)
7. Employer name and address
8. All hourly rates in effect and hours worked at each rate (regular, overtime at 1.5x, overtime at 2x)
9. Any meal or rest break premiums paid

Review your pay stub carefully each pay period. If you believe there is an error, contact the payroll administrator immediately and in writing.

Tax Documents

W-2 forms are available through the Paychex Flex App. Employees who require a printed copy should contact management.

Commission Pay

Written Agreement Requirement

All commission-eligible employees must receive and sign a written Commission Agreement pursuant to California Labor Code Section 2751 before any commission compensation begins. The signed agreement details the computation method, tier thresholds, and payment timing.

Retail Commission Tiers

Commission is based on total product sales per payroll period:

• Commission tiers reset with each payroll period (pay periods end every Friday)
• Retail commissions are paid in addition to your base hourly rate - commission does not replace or offset hourly wages
• In no pay period will total compensation fall below California minimum wage for all hours worked
• Earned commissions are calculated at the close of each payroll period and paid on the next regular payday
• Monitor your retail statistics in the Stylist App before pay period end dates to maximize your commission tier

Front Desk Commission

Front desk staff earn retail commission on all retail sales using the same tiered structure above. Front desk staff must add their initials to the sale on the ticket line.

Reporting Concerns

Any employee who believes they have not been paid correctly - including missing overtime, missing break premiums, or incorrect wage statement information - should report the concern to the payroll administrator or the owner immediately and in writing.

California law strictly prohibits retaliation against any employee for raising wage and hour concerns or filing a complaint with the Labor Commissioner. You also have the right to file a wage claim with the California Labor Commissioner's Office at any time.

Last reviewed: March 2026