Partner Handbook

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1. Your Role as a Worksite Partner

As a worksite partner, you provide the hands-on training environment where apprentices develop real-world barbering skills under direct supervision.

You are not just an employer — you are a mentor and trainer. The quality of the apprentice's experience depends on the structure and support you provide.

• 1Provide direct supervision by a licensed barber at all times
• 2Ensure the supervising barber has at least 2 years of licensed experience
• 3Allow apprentices to practice all required competencies progressively
• 4Maintain a professional, safe, and inclusive work environment
• 5Support apprentice attendance at Related Technical Instruction (RTI)

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2. Compensation Requirements

Apprentices are paid employees. This is not unpaid labor. All compensation must comply with federal and Indiana wage laws. Indiana minimum wage is $7.25/hour (federal rate applies).

• 1Hourly Wage — $10.00–$15.00/hour base rate (recommended starting range)
• 2Commission — 30%–50% of services performed by the apprentice (must average at least $7.25/hour per pay period)
• 3Hybrid — $8.00–$10.00/hour base + 15%–25% commission on services
• 4Tip Policy — Apprentices keep 100% of tips earned from their clients
• 5Pay Frequency — Biweekly or semi-monthly, with itemized pay stubs
• 6Workers' compensation insurance coverage is required for all apprentices

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3. Hour Tracking & Verification

The apprenticeship requires 2,000 hours of on-the-job training. Accurate tracking is essential for program compliance and apprentice certification.

• 1Track all hours worked daily using the Elevate LMS platform or provided timesheets
• 2Verify and sign off on hours weekly
• 3Submit hour verification reports as requested by the Sponsor
• 4Report any discrepancies or missed time promptly
• 5Do not allow apprentices to work unsupervised hours

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4. Competency Development

Apprentices must demonstrate proficiency in specific barbering competencies. You are responsible for providing opportunities to practice and for verifying skill development.

• 1Clipper cuts and fades (various guard lengths)
• 2Scissor cuts and texturizing
• 3Beard trimming and shaping
• 4Hot towel shaves and facial grooming
• 5Sanitation and disinfection procedures
• 6Client consultation and communication
• 7Product knowledge and recommendations
• 8Shop management and business operations

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5. Workplace Safety & Compliance

You must maintain a safe workplace that complies with all applicable health, safety, and licensing regulations.

• 1Maintain a valid Indiana barbershop license in good standing
• 2Follow all Indiana State Board of Barber Examiners regulations
• 3Ensure proper sanitation and disinfection of all tools and stations
• 4Maintain adequate liability and workers' compensation insurance
• 5Provide a harassment-free and discrimination-free workplace
• 6Report any workplace injuries or incidents immediately

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6. Communication & Reporting

Open communication with the Sponsor (Elevate for Humanity) is essential for program success.

• 1Respond to Sponsor inquiries within 2 business days
• 2Notify the Sponsor immediately of any issues with the apprentice
• 3Allow scheduled site visits for quality assurance
• 4Participate in quarterly check-in calls or meetings
• 5Report any changes to shop ownership, licensing, or insurance

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7. Prohibited Practices

The following practices are strictly prohibited and may result in immediate termination of the partnership:

• 1Requiring apprentices to work without pay or below minimum wage
• 2Allowing unsupervised work by apprentices
• 3Falsifying hour records or competency sign-offs
• 4Discrimination or harassment of any kind
• 5Requiring apprentices to perform non-barbering duties (cleaning, reception) as primary work
• 6Withholding tips earned by the apprentice
• 7Retaliating against apprentices who report concerns to the Sponsor

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8. Termination & Reassignment

Either party may terminate the MOU with 14 days written notice. The Sponsor may terminate immediately for serious violations.

• 1If you need to end the partnership, notify the Sponsor in writing
• 2The Sponsor will work to reassign the apprentice to another approved shop
• 3All outstanding hours and compensation must be settled upon termination
• 4Return any Sponsor-provided materials or equipment
• 5Termination does not affect the apprentice's standing in the program