At Simonian Rugs, we are committed to fair pay, legal compliance, and continuous growth for every team member. We follow all federal and state laws, including the Fair Labor Standards Act (FLSA), and provide opportunities for professional development to help you build a rewarding career with us.

Employee Classification & Compensation

Under the FLSA, employees are classified as either non-exempt or exempt:

• Non-Exempt Employees:
  • Covered by FLSA’s minimum wage and overtime rules.
  • Eligible for overtime pay (at least 1.5 times the regular rate) for hours worked over 40 in a workweek.
• Exempt Employees:
  • Not covered by FLSA overtime rules because they meet all three criteria:
    1. Paid at least 23,600 per year(23,600 per year (455 per week)
    2. Paid on a salary basis
    3. Perform exempt job duties (typically “executive,” “professional,” or “administrative” roles)
  • Most employees must meet all three criteria to be classified as exempt.

If you’re unsure about your classification or have questions about your pay, reach out to HR for clarification at any time. Some jobs (such as outside sales) may be excluded from FLSA coverage due to specific federal regulations.

Pay Practices

• Simonian Rugs pays employees fairly and in accordance with all applicable wage and hour laws.
• We review compensation regularly to ensure it is competitive and equitable based on your role, experience, and performance.
• Overtime, bonuses, and commissions are paid according to our published policies and your employee classification.

Professional Development

We believe in investing in your growth. Simonian Rugs offers:

• Training & Onboarding:
  Comprehensive training for new hires and ongoing education for all team members.
• Career Pathing:
  Regular discussions with your manager about your career goals and advancement opportunities.
• Skill Development:
  Access to workshops, certifications, and learning resources to help you master your craft and advance within the company.
• Performance Reviews:
  Feedback and goal-setting sessions to support your development and recognize your achievements.

We encourage you to take an active role in your own growth. Talk to your manager or HR about training, mentorship, or advancement opportunities—your success is our success!

If you have questions about your pay, classification, or professional development options, HR is here to help. Let’s work together to build a rewarding career at Simonian Rugs.

Time Tracking Policy

At Simonian Rugs, accurately recording time worked is essential—not just for payroll, but also to ensure we comply with all labor laws and maintain fairness for our team. This policy outlines our expectations and procedures for tracking work hours, especially for non-exempt employees covered by the Fair Labor Standards Act (FLSA).

Who Needs to Track Time

All non-exempt (hourly) employees are required by law to record their total hours worked each day. This is separate from reporting time for payroll—accurate tracking is a legal requirement.

How to Track Your Time

Daily Recording:

• Every non-exempt employee must record the exact hours worked each day, using our approved Time Tracking Record. This may be paper, electronic, or the uAttend system.
• Time should be recorded to the nearest tenth of an hour (e.g., 8.0H for 8 hours).
• If you work a fixed schedule, simply confirm you followed your schedule. If your hours vary, record the actual hours worked each day.

Using uAttend: Fingerprint Scanning Best Practices

To accurately clock in and out using the uAttend system, please follow these steps:

• Make sure your finger is clean and dry before scanning.
• Always use the same finger you registered during setup.
• Place your finger flat and firmly on the sensor, covering the entire surface (not just the tip).
• Apply steady, gentle pressure until you hear a beep or see confirmation.
• Hold your finger still—removing it too quickly may cause the scan to fail.
• If the scan fails, try again, ensuring correct positioning. If problems persist, notify your supervisor or HR.
• Upon arrival and departure, use the uAttend terminal to scan your registered finger and wait for confirmation that your scan was accepted.

Tracking Leave:

While not required, it’s helpful to record leave time as well. Use these codes:

• V – Vacation
• S – Sick
• P – Personal
• U – Unpaid
• O – Other (jury duty, etc.)

Sign-Off:

• Employees must sign or initial their time tracking record each week.
• Supervisors must review, verify, and sign or initial each record weekly.

Record Retention

All Time Tracking Records must be kept securely at the departmental level for at least three years from the date they are created. If records are kept electronically, appropriate digital sign-off (such as your company email) is required.

Why This Matters

Accurate time tracking ensures:

• Compliance with wage and hour laws
• Fair and timely payroll processing
• Transparency and trust within our team

If you have questions about how to track your time, or need help with the process, please ask your supervisor or HR. We’re here to help you succeed and ensure everyone is paid fairly for their work!

Payroll Policy

At Simonian Rugs, we are committed to ensuring all employees are paid accurately and on time for their hard work. This policy explains how and when payroll is processed.

Pay Schedule

• Payroll is processed every two weeks (biweekly).
• Friday: All employee hours for the pay period are gathered and finalized.
• Monday: Paychecks are distributed for the previous pay period.
  • If Monday falls on a holiday, paychecks will be distributed on the next business day.

Method of Payment

• All payroll is currently paid by check.
• Direct deposit is not currently available.
• Paychecks will be distributed in person or as otherwise arranged with your supervisor.

What You Need to Know

• Make sure your hours are accurately tracked and submitted by the end of each pay period.
• If you notice any discrepancies or have questions about your paycheck, contact HR or your supervisor as soon as possible.
• Keep your contact information up to date to ensure you receive your paycheck without delay.

If you have any questions about payroll, timing, or your paycheck, please reach out to HR. We’re here to help!

Simonian Rugs Employee Promotion Policy

At Simonian Rugs, we believe in growing our team from within and rewarding those who consistently perform at a high level. Our promotion policy ensures that advancement opportunities are fair, transparent, and aligned with our core values and business needs.

Scope

This policy applies to all Simonian Rugs employees who meet eligibility requirements. Employees are eligible for promotion only after completing their three-month onboarding period and if they are not currently under a performance improvement plan.

A “promotion” may involve moving to a role with greater responsibility, a new title, a higher salary, or a career change that supports your professional growth—even if it doesn’t mean direct managerial authority. Promotions can occur within the same department or across different departments.

Promotion Criteria

We promote employees based on:

• Experience and Tenure: Demonstrated experience in current role and time with Simonian Rugs.
• Performance: Consistent high performance, as shown in the two most recent review cycles.
• Skills & Qualifications: Possession of the skills and abilities required for the new role.
• Motivation & Readiness: Personal drive and readiness for new responsibilities.

Managers should evaluate the full track record of each candidate. Decisions should not be made based on isolated incidents or recent events alone. Managers are expected to maintain thorough, objective records of employee performance and conduct.

Promotions will NOT be based on:

• Subjective opinions not supported by performance reviews or objective data
• Discrimination, favoritism, fraternization, or nepotism

All promotion decisions must be well-documented and free from bias.

Promotion Process

1. Annual & As-Needed Reviews
   A formal promotion review process will take place at the mid (July) of each year. However, promotions may also happen spontaneously if a business need arises (e.g., a new position opens or a department expands).
2. Career Conversations
   Managers will meet with team members to discuss career goals and aspirations throughout the year, especially during performance reviews and 1:1 meetings. Together, you’ll create a career plan to help you progress.
3. Identifying Opportunities
   Managers will identify potential promotion opportunities, either by filling a vacancy, creating a new role, or enhancing an existing job title.
4. Approval Process
   Managers must discuss the proposed promotion with the HR representative (or direct supervisor/department head) for approval. Salary range and new benefits will be confirmed at this stage.
5. Employee Discussion
   Managers will meet with the employee to discuss the new opportunity and ensure it aligns with their career goals and interests.
6. Finalization & Announcement
   Once agreed upon, the promotion will be finalized, and the team member will receive a written confirmation of their new role, compensation, and responsibilities.

Manager Responsibilities

• Keep accurate, up-to-date records of team member performance and achievements.
• Ensure all promotion recommendations are based on objective, fair, and transparent criteria.
• Support team members’ growth by discussing career development regularly and helping them prepare for advancement.

At Simonian Rugs, we’re committed to recognizing your hard work and helping you build a meaningful, lasting career. If you have questions about the promotion process or your own career path, speak with your manager or HR—we’re here to help you succeed!

Simonian Rugs: Company Commission Structure

Effective July 1, 2025
Next Policy Review: December 1, 2025

1. How the Commission Structure Works

• Company-wide Unlock:
  • No commissions are paid until the company receives at least $150,000 in payments in a month (our current overhead).
  • This threshold is reviewed quarterly and may change.
  • Once unlocked, each department can begin earning commissions.
• Review Schedule:
  • Policy reviewed every 6 months.
  • Only the minimum requirement ($150,000) may change quarterly.
• Commission Bank:
  • Your earned commissions are deposited into your “Commission Bank.”
  • You’ll receive a monthly statement showing new sales, current balance, and payments made to you.
• Commission Payout:
  • Payouts are made mid-month after customer payments are received and projects are finalized.

2. Sales Team (Inside/Outside Sales & Onboarding Pipeline Manager)

Who:

• Outside Sales: Sydney & Launa
• Inside Sales/Onboarding: Adi

How to Earn Commissions:

• Minimum sales to start earning:
  • You must close at least $25,000 in deals (“Closed Won”) in a month to start earning commissions.
• Commission Rates:
  • 5% on sales up to $50,000
  • 5.5% on sales between $50,001–$75,000
  • 6% on sales above $100,000
• Special Scenarios:
  • Walk-in with no appointment, or if you visit the customer/project and close the deal: Extra 5% (up to max 11% total).
  • Pick-up/delivery crew gets an extra 4% for new deals collected during delivery (max 11% total).
  • Sales of Rugs, Interior Goods, Moth Proofing, or Simonian Spotter: 10% commission (split if shared).
• How to Get Credit:
  • Your name must be listed in “team members on project.”
  • Quota resets at the start of each month.

Deductions:

• -$50 for each qualified appointment missed
• -$50 for every 2+ deals not created from appointment
• -$50 for every 2+ deals incomplete (missing notes, quote, or team assignment)

Deductions are only taken from performance pay and never from any hourly or salary payroll for all team members.

3. Operations Team

Eligibility:

• All service teams must wait until the company hits $150,000 in deposits for the month.
• New employees must complete a 90-day grace period.

Commission Rates:

• Wash Crew: 1–2% of total cleaning sales
  • 1% up to 1,500 sqft/day (33,000/mo)
  • 1.5% up to 2,500 sqft/day (55,000/mo)
  • 2% at 3,000 sqft+/day (66,000/mo)
• Detail Crew: 1–2% of total cleaning sales (same as above)
• Repair Crew: 4% of total repair income per person
• Pick-up & Delivery Crew:
  • 5% for lead
  • 2% for assistant
  • Extra 4% for new deals on delivery (split, max 11%)
• Deductions:
  • -$25 per qualified redo
  • -$25 if rugs are washed without dusting
  • -$75 for unsafe cleaning practices

4. Sales Manager

• When commissions unlock:
  • After the company hits $150,000 in deposits and your team reaches their goal.
• Commission:
  • 3% of total company gross sales.
• Bonus:
  • Additional 1% possible (.25% each) for:
    • 100% of sales team has contacted/scheduled for all qualified leads
    • 100% of new deals have emailed quotes & correct pipeline
    • “Closed Won” deals meet/exceed company monthly goal ($200K)
    • 10+ reviews in a month
• Penalties:
  • -$50 for each:
    • 3+ appointments missed
    • 3+ emails not sent or missing template
    • Every $25K under sales goal
  • Penalties are only taken from performance pay, not salary or hourly.

5. Operations Manager

• Goal:
  • Unlock commissions for all operations and help team meet/exceed hourly and quality goals.
• Commission:
  • 3–5% of total sales (after all departments meet minimums).
• Bonus:
  • Additional 1% possible (.25% each) for:
    • 0 redos in a month
    • 100% pictures, notes, and orders in HubSpot
    • 100% service pipelines moved correctly
    • 10+ reviews
• Penalties:
  • -$50 for each:
    • 2+ redos/month (every 2 = -$50)
    • 3+ missing HubSpot notes/orders/pictures
    • 1+ bad review
  • -$25 per redo (from team member’s commission)

6. Accounting / Pipeline Manager

• Goal:
  • Ensure all data is accurate and timely.
• Commission:
  • 1% of total sales (after all departments meet minimums).
• Bonus:
  • Additional 1% possible (.25% each) for:
    • 100% invoices, payments, deposits, bill pay entered within 48 hours
    • 100% company performance banks up to date by 12th of each month
    • 100% accounts reconciled by 15th of following month
    • Effective and efficient customer support/leads routing
• Penalties:
  • -$50 for each:
    • Late invoices/payments/deposits/bill pay (per day late)
    • Company performance banks not up to date by 12th (per day)
    • Accounts not reconciled by 15th (per week)
    • Each missed customer support metric

7. CEO/General Manager (Austin)

• Goal:
  • Unlock commissions for all teams and help them meet/exceed their goals.
• Commission:
  • 3% of total sales (once all teams unlock commissions)
• Bonus:
  • Additional 1% possible (.25% each) for:
    • Marketing: 330 MQL leads/month
    • Sales: $350K/month
    • Operations: 3,000 sqft+/month
    • Accounting: 35% net profit (not including debt payments)
• Penalties:
  • -$50 for each:
    • Less than 100 MQL in a month
    • Every $50K under goal
    • Operations under 1,000 sqft
    • Net profit 5% or less

8. General Notes

• Eligibility:
  • All new employees must complete a 90-day grace period before earning commissions.
• Commission Bank & Payout:
  • Commissions are banked and paid mid-month after projects are completed and paid in full.
• Policy Review:
  • Next review: December 1, 2025. Minimum requirement ($150,000) is reviewed quarterly and may change.
• Transparency:
  • You’ll receive monthly statements showing your commission activity.

Questions?

If you have a scenario not covered here or need clarification, please bring it to management so we can address it and ensure everyone benefits from the commission structure.

Training and Development Policy

At Simonian Rugs, we believe that continuous learning is essential to our growth, our reputation for excellence, and your success as a team member. Our commitment to training and development is at the heart of who we are—and it’s how we ensure every team member is empowered to excel, advance, and contribute to our legacy of craftsmanship.

Why Training Matters

We’re not just a rug cleaning company—we’re experts in rug construction, dyes, materials, and care. To deliver the highest quality service and keep building our reputation, every team member must understand the art and science behind rugs. Training is not just encouraged; it’s expected as part of your journey with Simonian Rugs.

Our Approach

• Trainual System:
  All team members will use the Trainual platform for onboarding, core skills, and ongoing learning. This ensures everyone has access to up-to-date, consistent information and can track their own progress.
• Rug Knowledge for All:
  Every team member, regardless of role, will learn about rug construction, materials, and dyes. This foundational knowledge sets us apart and deepens your connection to our craft.
• Ongoing Development:
  As our company grows and innovates, new training modules and opportunities will be introduced. Embracing lifelong learning is key to staying ahead and unlocking new opportunities within Simonian Rugs.

Advancement and Growth

• Requirement for Advancement:
  Willingness to learn is the main ingredient for growth at Simonian Rugs. To be considered for advancement or new opportunities within the company, you must:
  • Complete all required Trainual modules and training assignments.
  • Demonstrate an open, positive attitude toward learning and skill development.
  • Apply your knowledge in your day-to-day work and share insights with your team.
• Expanding Your Knowledge:
  As you progress, you’ll be encouraged to deepen your expertise, cross-train in new areas, and participate in advanced learning sessions. Your growth helps drive our company forward.

Our Commitment

We are committed to providing the tools, resources, and support you need to succeed. In return, we ask you to bring curiosity, initiative, and a willingness to learn—no matter your experience level or role.

If you ever have questions about training, want to suggest new learning topics, or need support with Trainual, reach out to your manager or HR. Let’s keep learning, growing, and making Simonian Rugs the best in the business—together.