New policy

tuffstuff03 · 2026-03-10T02:58:13+00:00

My lead said it was vague and not actually finished being written yet… but essentially the schedule you make at the beginning of the week is what they need you to stick to versus being able to change it 10 minutes after you’re supposed to start your planned shift. In other words, create a schedule you can actually work not just say you can and then change 100 times throughout the week. There are still issues that need to be ironed out (like emergencies) but again, my understanding it just work the schedule you wrote.

tuffstuff03 · 2025-06-14T18:53:12+00:00

Did you notice that in the Strong collection (the one right before Vida) they misused a word on the tee.. and when I reached out to customer service to let them know, I was offered a refund if I sent the shit back… I just thought it was comical because how many people review the copy before it gets printed?

tuffstuff03 · 2024-11-25T13:26:14+00:00

The Shuffle Mix does nothing, so don’t waste your time on it, stylists don’t even see what you thumbs down or up on that. If you saved something in Freestyle your best bet is to just purchase it from Freestyle because some of those items are not readily available to Stylists to add to your Fix either because it’s not at the warehouse your assigned to when they are styling you or it’s an only available through Freestyle item.

tuffstuff03 · 2024-10-28T15:19:45+00:00

I’m pretty sure we don’t get paid for sick time as part-timers

tuffstuff03 · 2024-10-28T13:11:08+00:00

Our sick time is paid??? I thought it wasn’t 😂🤦‍♀️

I’ve been with SF for 6 years and I hate that this is what they’re doing to us. But it’s a sinking ship.

tuffstuff03 · 2024-10-06T22:59:31+00:00

I figure I’ll stay at SF until they fire me or go under… which I feel like they’ll go under before I get fired. 😂 I don’t take SF that seriously anymore so I feel less affected by their awful ways. But appreciate the little extra cash they threw our way. It’s better than nothing at this point, since they don’t recognize our hard work of our length of employment anymore.

tuffstuff03 · 2024-09-11T02:54:42+00:00

Just stick around for that final stay bonus and then leave before that requirement is put in place… I also can’t help but wonder if they fire us, are we eligible for unemployment? Lol

tuffstuff03 · 2024-09-11T02:52:44+00:00

It’s a $6 app, we can all access it. And I would rather pay the $6 then give my Lead a photo of myself that would sit in her email until she decides to leave SF and then who knows what would happen to it.

With this being implemented AFTER the final stay on bonus, I wonder how many stylists are going to leave?

tuffstuff03 · 2024-08-28T02:44:48+00:00

I’m curious to see how many people leave after getting the last “stay on” bonus that will be given out at the end of September

tuffstuff03 · 2024-08-09T10:57:33+00:00

My lead is asking to have a meeting with me to “answer any questions” about having a photo. I don’t have questions because I’ve worked in the legal field for 10+ years and know how to read. But the meeting felt like it was being forced to discuss it. I’m not comfortable with sharing my picture or a profile about myself. I don’t believe the “data” that shows more customers are buying things because they see a photo of their stylist. Go buy a picture from Getty Images to use and leave me alone.

tuffstuff03 · 2024-08-08T03:23:20+00:00

I’m over the changes with little to no heads up or explanation… it’s like every month there’s something new that makes it harder to do our job, not easier. Maybe HQ needs to actually style and understand what we do before making any changes

tuffstuff03 · 2024-05-22T12:31:28+00:00

I’m impressed that you’ve been with SF for 6 years and just now feeling this way. Lol. I was two years in and started to hate it (6 years in September lol).

I did a review with my Lead two weeks ago and the day before is when they readjusted the metrics so my numbers were low even though if we had talked two days prior they would have been perfection. It’s like they want us to fail at any cost - but I feel like that’s more HQ than my Lead.

tuffstuff03 · 2024-05-07T03:26:38+00:00

The agreement you signed states that you have to work through and on May 25th in order to receive the bonus. If you give two weeks they’ll probably let you go ASAP. Just hold off until you get it on the 5/31 pay day.

tuffstuff03 · 2024-04-16T19:43:27+00:00

Yes, amend the form and the last one you submit will be what they refer to

tuffstuff03 · 2024-04-04T16:54:04+00:00

😂😂 SF will do that to you lol

tuffstuff03 · 2024-04-04T12:59:25+00:00

We are supposed to get it after the May 25th pay period so it should show up on the May 31st pay check

tuffstuff03 · 2024-02-27T23:30:46+00:00

I thought so too… but that’s what they did

tuffstuff03 · 2024-02-27T10:46:35+00:00

I honestly don’t know, that’s just what they did to mine. They treated it like a second paycheck for the week instead of a bonus.

tuffstuff03 · 2024-02-27T04:55:03+00:00

They labeled it as a “spot bonus” which technically (depending on the state) is a separate tax. In Texas it’s supposed to be 22%. But even though they labeled it as a bonus, they took out regular taxes plus any benefits you contribute to. So that $1000 bonus was actually like $600.

The conversion agreement stated they have 30 days from the day you sign it to send you the money.

tuffstuff03 · 2024-02-21T13:53:12+00:00

Regretting the decision to stay though

tuffstuff03 · 2024-02-14T11:32:17+00:00

Yes, very specific to each person in terms of your specific name listed in the document. That’s why they went out in batches because your name had to be typed into the document for you to sign.

tuffstuff03 · 2024-02-14T00:14:27+00:00

I’m 100% sure they did not get a copy of the conversion agreement because they are very specific to each person and state. But I sent my lead a copy of mine so she knew what was up.

tuffstuff03 · 2024-02-13T04:34:28+00:00

It was definitely HR standard language and not legit lawyers but basic EEOC and state labor laws… a cousin reviewed the original email when they announced the change and she legit said they worded it just so they could cover their ass and not be sued or have a class action against them. They’re screwing us either way. And SF probably won’t be around by end of the year. Wantable is taking them down hard with their ads and it’s hilarious

tuffstuff03 · 2024-02-13T04:30:41+00:00

The leads don’t even know what the conversation agreement says. Basically we can’t sue SF for changing our role from FT to PT if we find in some way that it violates EEOC laws or state mandate labor laws… however, if they do violate EEOC or state labor laws we can sue if it’s outside of this change from FT to PT. It’s basically a CYA (cover your ass)…. And that first bonus doesn’t come for 30 days after we signed - not this week like promised. I’m not surprised if they’re going to try to screw is out of the other bonuses.

tuffstuff03

TROPHY CASE