Workplace Policies

Workplace Policies

Parking

The best parking is in the center of the Fig Garden Village shopping center. Additional parking is available on the frontage road near Coldstone or north of there.

Dress Code

All employees are expected to maintain a professional, polished appearance consistent with a high-end spa environment. The standard is business professional - comparable to attire appropriate for a formal business meeting, upscale event, or professional interview.

Acceptable attire:

  • Dresses, collared shirts, button-up shirts, blazers, suits, and dress shoes
  • Sneakers are permitted only if clean and in good condition; the remainder of the outfit must meet the business professional standard
  • Employees should evaluate their attire by asking: "Would I wear this to a professional event?"

Casual Fridays: Jeans are allowed on Fridays but must have no holes or frays.

Monthly color system: Employees are expected to wear designated team colors each month. Color assignments are announced in the weekly Huddle communication.

Off-day and trade services: The professional dress code applies whenever you are on the premises providing services, including off-day trade services. Guests should not observe staff members out of dress code on the salon floor.

Not permitted:

  • Casual errand-running clothing
  • Nightclub or overly casual attire
  • Backless shoes

Accommodations: Amenities Spa will provide reasonable accommodations for religious beliefs and medical conditions that affect your ability to comply with this dress code, including religious head coverings and modifications to color or style requirements. Contact management to request an accommodation.

Professional Grooming

All employees are expected to maintain a clean, neat, and professional appearance.

  • Hair: Hair must be clean and presentable. All natural hair textures and protective hairstyles - including locs, braids, twists, knots, Bantu knots, and afros - are welcome and protected under the California CROWN Act (SB 188). No employee will face adverse action based on hair texture or protective hairstyle.
  • Grooming: All employees shall present a well-groomed, professional appearance. Makeup is not required for any employee regardless of gender. Employees who choose to wear makeup should ensure it is neatly applied and consistent with a professional spa environment.
  • Footwear: Dress shoes are required during scheduled shifts.

Grooming standards are applied uniformly to all employees regardless of gender, gender identity, or gender expression.

Cell Phone Use

  • On the salon floor: Work-related use only (checking the SalonBiz app, checking timeframes, etc.)
  • In the breakroom: Personal phone use is fine during breaks
  • Phones should not be visible to guests on the main floor

Breakroom

  • All employees must wash their own dishes immediately after use - dishes may not be left to soak or for others to clean
  • All personal food items must be labeled with your name; unlabeled food will be cleared on Sundays
  • No personal drinks or cups are permitted on the main salon floor
  • The breakroom exterior door must remain closed at all times to maintain climate control and prevent pest entry

Personal Visitors

Friends and family are not permitted in the salon unless they are clients.

Station and Salon Cleanliness

Maintaining a clean, sanitary, and organized spa environment is the shared responsibility of all employees. If you see a cleaning need - a spill, debris, disorganized supplies - address it promptly without waiting to be directed.

  • Clean your workspace between clients whenever time permits
  • All hairstylists are responsible for cleaning the color mixing sink and shampoo bowls; dirty color bowls must not be left in clean areas (State Board compliance requirement)
  • The color mixing station must be cleaned between clients with nothing left in the sink
  • Tools and bowls must be dried with a towel and stored in designated drawers after soaking - not stacked in the work area
  • Perform a two-minute walk-through of your area and visible spaces before departing for the day
  • Shampoo bowl sides must be wiped clean after every use
  • No wax spills permitted on the sides of wax pots - check and clean after each use
  • The nail area is a shared workspace; all tools must be returned and surfaces sanitized after each use
  • The shampoo area is a designated "Quiet Spa Zone" - minimize vacuum noise, blow dryer use, and loud conversation in this area
  • Use appropriate, measured amounts of back-bar and service products; finish partially used bottles before opening new stock

Facility Care

  • The outdoor alleyway door must remain closed at all times - employees may exit through the alley door but must enter through the main entrance
  • Laundry baskets may not be used to prop open doors, as this damages the paint
  • Any changes to decor, displays, or the physical setup of the spa must be approved by management before implementation

Building Access

Front desk staff handle opening and closing the salon.

Lactation Accommodation

California Labor Code §§ 1031–1033 require employers to provide lactation accommodations to employees who need to express breast milk for an infant child.

Your rights:

  • You are entitled to a reasonable amount of break time to express breast milk each time you have the need
  • The salon will provide a private space, other than a restroom, that is shielded from view and free from intrusion for expressing milk
  • Break time that extends beyond your normal paid rest break may be unpaid, but you will not be penalized for using it

How to request accommodation:

Speak with the owner or your manager. We will work with you to identify a suitable private space and a schedule that meets your needs with minimal disruption.

No retaliation:

It is unlawful for the salon to discharge, discriminate against, or retaliate against any employee for exercising or attempting to exercise their rights under this policy. If you believe you have experienced retaliation, you may file a complaint with the California Labor Commissioner.

Last reviewed: March 2026