Rejoindre Kotn
EMBAUCHE ET RECRUTEMENT
En tant qu'entreprise guidée par des valeurs, Kotn s'engage à embaucher les personnes les plus qualifiées qui partagent la passion pour notre mission et nos produits. Les personnes qui s'épanouissent chez Kotn sont centrées sur la clientèle, attentives à la communauté et engagées dans leur travail.
La politique de Kotn est d'offrir des chances égales d'emploi à toutes les personnes candidates et à tout le personnel, et d'embaucher en conformité avec toutes les lois locales, provinciales, étatiques et fédérales applicables.
Les candidatures internes et les références sont toujours les bienvenues ! Pour les nouveaux membres de l'équipe qui se joignent à nous en tant que gestionnaires de recrutement, sivousreçois une candidature interne pour un poste au sein de ton équipe, il est important de la traiter avec un soin particulier sivousdécides de ne pas aller de l'avant avec cette candidature. Contacte l'équipe des Opérations des personnes pour obtenir le Guide de politique de recrutement interne.
Tous les postes ouverts peuvent être consultés sur notre Page Carrières de Kotn.
TYPES D’EMPLOI
Au siège social de Kotn, il existe 4 catégories d'emploi : saisonnier (contrat) d’associate, d'associée aux ventes, membres de l'équipe à temps partiel, membres de l'équipe à temps plein, et le membres de l'équipe du siège social en boutique.
Saisonnier (contrat) d’associate
Kotn applique une entente standard pour les membres de son équipe contractuelle et saisonnière. Communique avec ta gestionnaire ou ton gestionnaire direct pour toute question à ce sujet.
Membres de l'équipe à temps partiel
À titre de membre de l'équipe à temps partiel, ton horaire peut aller jusqu'à 35 heures par semaine. Une disponibilité totale n’est pas requise, mais tu dois offrir un minimum de 2 jours ou de 14 heures de disponibilité pendant les heures d'ouverture de la boutique, sauf indication contraire approuvée par la gestion des marchés. Les heures ne sont pas garanties et peuvent varier selon les besoins de la boutique. Le personnel à temps partiel n’est généralement pas admissible au régime d’assurance collective. Toutefois, les personnes occupant un poste de direction (maximum de 2 par boutique) y ont droit.
Membres de l'équipe à temps plein
À titre de membre de l'équipe à temps plein, ton horaire peut aller jusqu'à 40 heures par semaine, avec un minimum de 32 heures par semaine pour maintenir ce statut et ton admissibilité aux avantages sociaux. Une disponibilité minimale de 4 jours est requise, incluant 3 fins de semaine par mois ainsi qu'un jour de fin de semaine supplémentaire (le samedi ou le dimanche). Tu as droit à la rémunération des heures supplémentaires selon les normes en vigueur dans ta province ou ton territoire. L'admissibilité aux avantages sociaux débute après la réussite de la période d'essai de 3 mois.
Membres de l'équipe du siège social en boutique
La direction de boutique fait partie du personnel du siège social travaillant en succursale. Ces personnes reçoivent un salaire fixe et ont une garantie de 40 heures par semaine. Une disponibilité totale est exigée pour ces fonctions, sauf entente contraire approuvée par la direction. Ce statut de cadre exclut le paiement des heures supplémentaires, sauf autorisation de la direction principale des ventes au détail, conformément à la politique sur les heures supplémentaires de Kotn et aux lois de la province ou du territoire concerné. L'admissibilité aux avantages sociaux débute après la réussite de la période d'essai de 3 mois.
PÉRIODE DE PROBATION
Tout le personnel est soumis à une période de probation de trois mois à compter de sa date d'entrée en fonction, durant laquelle Kotn, tout comme toi, a l'occasion de réfléchir à l'adéquation avec le poste. En tant qu'organisation, on fait de notre mieux pour offrir au nouveau personnel autant de soutien et de rétroaction que possible. C'est une période pour faire connaissance : toi avec Kotn, et Kotn avec toi.
Réussir un bilan de probation ne signifie pas automatiquement une modification de la rémunération, sauf si cela a été confirmé préalablement.
Travailler chez Kotn
NOS MAGASINS
TORONTO VAISSEAU AMIRAL : OSSINGTON DUNDAS
148 Ossington Avenue
Toronto, ON, M6J 2Z5
416-363-5656
toronto@kotn.com
TORONTO: LESLIEVILLE
978 Queen St. E
Toronto, ON, M4M 1K1
437-880-5581
torontoeast@kotn.com
MONTREAL: MILE END
Montreal - Mile End
29 Rue Saint-Viateur O
Montreal, QC, H2T 2K7
514-495-7732
MONTREAL: LITTLE BURGUNDY
Montreal - Mile End
2451 Notre Dame Ouest
Montreal, QC, H3J 1N6
514-938-1202
VANCOUVER: MOUNT PLEASANT
3743 Main Street, Vancouver
Vancouver, BC, V5V 3N8
604-694-2521
vancouver@kotn.com
VANCOUVER: KITSILANO
2046 W 4th Avenue
Vancouver, BC, V6J 1M9
604-658-0874
vancouverwest@kotn.com
CALGARY: INGLEWOOD
1008 9th Avenue, SE
Calgary, AB, T2G0S7
877-363-1566
calgary@kotn.com
LOS ANGELES: HIGHLAND PARK
5701 N Figueroa St
Los Angeles, CA, 90042, USA
323-895-9302
la@kotn.com
NEW YORK: BROOKLYN - COBBLE HILL
223 Court St
Brooklyn, NY 11201, USA
929-289-3120
brooklyn@kotn.com
NEW YORK: LOWER EAST SIDE
65 Orchard St,
NY 10002, USA
917-677-0039
newyork@kotn.com
ALLERGIES ET RESTRICTIONS ALIMENTAIRES
Sivousapportes un lunch, un réfrigérateur sont à la disposition de tout le monde. Sois ordonné et assure-toi d'étiqueter les aliments contenant des allergènes connus.
La cigarette et le vapotage ne sont pas permis à l'intérieur du bâtiment. Sivouschoisis de fumer ou de vapoter, fais-le à l'extérieur ou dans les zones désignées. Sois conscient et attentionné, car le tabac et la nicotine peuvent être des allergènes en milieu de bureau.
We do request that Team Members be respectful of their colleagues' dietary choices and sensitivities. If you bring snacks that you wish to share, please label any common allergens and dietary info pertaining to the snack. E.g. you bring in vegan brownies but they include gluten, leave a sticky note that says “contains gluten, vegan friendly!”
CIGARETTE ET VAPOTAGE
Il est strictement interdit de fumer ou de vapoter à l’intérieur de nos magasins. Si vous choisissez de fumer ou de vapoter, vous devez le faire à l’extérieur des lieux, en respectant la distance réglementaire de plus de 9 mètres de toute porte d'entrée.
Nos clients ont droit à un environnement sans fumée. Vos fonctions exigeant que vous soyez en contact étroit avec la clientèle, nous vous rappelons que l’odeur distinctive du tabac ou de la cigarette peut s'avérer désagréable pour plusieurs personnes. Par conséquent, nous vous demandons de faire preuve de considération envers vos collègues et nos clients. Vous devez obligatoirement vous laver les mains soigneusement après avoir fumé et avant toute interaction avec la clientèle.
DRESS AND HYGIENE
As Team Members working in the store, you are the face of Kotn! We want to provide inspiration to our customers for how we wear our clothing; but more importantly, we want our Team Members to feel empowered in using Kotn’s clothes as a catalyst to display personal style.
Our branded @kotn Instagram page can be a great resource for outfitting alternatives and styling inspiration should you need. Team Members are encouraged to utilize Kotn’s team discount to incorporate pieces into daily outfits.
The following are a few guidelines for navigating appropriate wear on shift:
Clean uniforms that maintain personal hygiene (free of tears and stains)
A minimum of 1 Kotn top, bottom, or dress must be worn at all times
Refrain from wearing items from other brands that look similar to Kotn garments (i.e. blank sweaters or tees)
Garments that have inappropriate graphics or offensive slogans are not permitted
Footwear must be clean and in good condition with no visible scuffs (open toed flip-flops or athletic slides are not permitted on the floor)
Accessories must be kept to a minimum and should be on brand in order to be worn on the floor
Fingernails must be clean and presentable
Team Members are responsible to uphold this brand standard and may be asked to change should they not comply. Time spent off the floor changing or leaving the store to change will be unpaid time.
Kotn provides for religious accommodation in its dress code. If your religion prevents you from following these guidelines please talk to management and we will be happy to work on the best way to accommodate your needs.
Market Leads are responsible for determining if Team Members are upholding brand standards.
Créer des liens avec notre clientèle
LE CLIENT KOTN
Notre client est sensible à la qualité, à la mode et à l'impact social.
Lors de la conception de nos produits, de nos boutiques et de nos contenus, nous gardons à l'esprit les profils types suivants. Ces profils ne se veulent pas exhaustifs : Kotn compte une clientèle diversifiée, issue de tous les horizons.
THE STORE EXPERIENCE
When customers come into a Kotn store, we want to engage them in a multi-sensory way—through feeling our soft clothing, aesthetically beautiful interiors, enticing scents, and mood-setting sounds. This is the beauty of a retail touchpoint. We are able to curate a welcoming experience for our customers outside of just the exchange of goods. We take pride in storytelling the brand through this home, and we are grateful for each customer’s decision to come spend a small fraction of their day with us in our space. As each Kotn location will differ in layout based on the city location, it is the team’s goal to ensure each facade replicates and supports a unified brand message as a gateway to our online communities.
Kotn is an omni-channel retail brand. This means that we utilize a cross-channel strategy across all of our platforms, digitally and physically, in unison to provide our shoppers an integrated experience across all of our touchpoints! Especially with our origins as an online-forward retailer, first time customers may be familiar with our website and social media first, and our brick-and-mortars second. It is our responsibility as a retail team to keep up to date with our digital presence. We encourage you to follow Kotn on our social channels such as on Instagram, sign up for our external newsletters, and regularly check the website. Our web and creative teams work diligently to deliver best in class content for our customers, and we want our floor employees to feel knowledgeable about how this is communicated to the public.
At Kotn, we consider our service standard to be our Steps of Service.
Steps of Service Education Link
PHONE ETIQUETTE
When answering the phone, the following greeting should be utilized, “Hello! Kotn [City], [Your Name] speaking.”
All Kotn stores should have our number posted online which may be accessed via the “Locations” tab on our website or through our Google maps listing.
Regardless of the request, the same experience should be provided to our customers over the phone as in store. We are grateful for our clients’ time and it is important we are exhibiting a sense of urgency in regard to their inquiry as they seek a more immediate answer versus contacting us through social media or e-mail.
CUSTOMER EXPERIENCE OPPORTUNITIES
What should Team Members do if a customer is not satisfied? Listen carefully to what the customer is saying and try to understand what the underlying issue is. If you can easily and quickly solve a problem, do your very best to do so. For any customer complaints or issues, the Market Lead should handle the inquiry. Should the customer wish to escalate the experience concern, the e-mail contact of the City’s Area Manager may be provided. For any additional inquiries that cannot be resolved at the store, the query may be forwarded to hello@kotn.com where Customer Experience may redirect the message. No other phone number or e-mail contacts for HQ should be provided.
Abuse of any kind will not be tolerated. If a customer is not treating a Team Member with respect, they will be asked to leave by the Market Lead.
SENSORY EXPERIENCE
Sounds
Choosing the right music is imperative in helping a customer feel welcome and want to shop in store. By playing an array of up to date and curated playlists, it sets the atmosphere for our space.
We keep in mind the volume of traffic, demographic of the crowd, and the energy in the environment. Floor associates are responsible for setting the mood, and reading the room for the type of sounds that are complementary to the in-store experience.
Sights
Each store is designed with the intention in mind to replicate the togetherness and unity of a living room; a common space where our “guests” can feel at home with us.
Taking pride in visual presentation is essential in maintaining the shopping experience for our customers—it is in our hands to showcase products in a way that is visually pleasing, yet easy to navigate. In addition, we want to promote user generated content in our space! Our muses are tech-savvy, and love sharing their shopping experience through social media. By maintaining a picture-perfect shop facade, we are always ready for the potential exposure of an online audience.
Product & Presentation Education Link
Smells
Smell is the sense most closely linked to memory. Along with the ambient sights and sounds we emulate in each space, we want to engage on a multi-sensory level to create a fully immersive experience; creating contextual depth for our beautiful product. This is why we burn candles in store and present the rich complexity of scents through our third party apothecary products. Through scent we are able to introduce these fragrances first in our space, but also offer the opportunity for our customers to create their own memories with them, too.
Gestion du temps et des présences
PURPOSE
This policy aims to ensure all employees understand the importance of punctuality and attendance. It supports compliance with employment standards and human rights legislation across various provinces and aligns with our organizational values of reliability and responsibility. Retail operations depend on the interdependence of all team members. This policy should be applied alongside the organization’s policies on Hours of Work, Human Rights Commitment, Attendance and Absenteeism, and Progressive Discipline.
SCOPE
This policy applies to all Kotn employees, including full-time, part-time, casual, and temporary workers.
DEFINITIONS
To clarify expectations and procedures, the following definitions apply:
Tardiness: Arriving up to 4 minutes late for a scheduled work shift or returning up to 4 minutes late from a break.
Lateness: Arriving 5 or more minutes late after the scheduled start time or returning late from designated breaks.
Absent: Time taken off work without prior approval (e.g., notifying in the morning of being unavailable due to family plans).
Sick: Being unable to work a scheduled shift due to illness, with prior notice.
No Call, No Show: Being absent from work without prior notification, deemed unacceptable under this policy.
Innocent Absence: Absences or tardiness beyond the employee’s reasonable control, such as legitimate illness, extreme weather, or unavoidable emergencies.
Culpable/Controllable Absence: Absences or tardiness within the employee’s control, such as oversleeping, ignoring traffic, or personal plans conflicting with work hours.
Scheduled Work Shift: The time period an employee is expected to be at work, as per their employment agreement.
Breaks: The designated periods during the workday for rest, which include unpaid lunch breaks and any additional rest periods provided by the organization.
POLICY ELEMENTS
Kotn Inc. employees are responsible for arriving at their scheduled work shifts or providing as much notice as possible if they cannot arrive on time.
Working Time and Days: Employees are expected to adhere to their assigned work shifts.
To maintain operational efficiency and fairness, Kotn uses a structured lateness policy. Team members are allowed the following within a 6-month period:
Tardy: Up to 4 minutes late up to 3 times, recorded as "Tardy."
Late: 5 minutes or more late up to 3 times, recorded as "Late."
Sick: Employees may be absent due to illness up to a maximum of times as defined in the relevant employment legislation of their primary province of employment.
Exceeding the allowed number of tardy, late, or sick instances may result in further review and action, including disciplinary measures in accordance with our attendance expectations.
If an employee anticipates being late, they must notify their manager as soon as possible, before the start of their shift. Notification should be made through both phone and email, explaining the reason for the lateness and the estimated time of arrival. Failure to inform the manager may result in immediate disciplinary action.
Kotn follows a progressive disciplinary approach for handling repeated lateness. Instances beyond the accepted minimums highlighted above will be subject to disciplinary action. Based on the severity or impact on operations, more immediate disciplinary action may be taken, at the discretion of Kotn Management.
Kotn Inc. will support and accommodate employees who request accommodation (in accordance with our human rights commitment) or provide reasonable explanations (including illness) for their tardiness or absences. Such absences will not be combined with culpable tardiness or absence.
MONITORING AND DOCUMENTATION
Retail managers are responsible for monitoring employee lateness and documenting occurrences, including date, time, reason, and any actions taken. Regular reviews will identify patterns and address issues promptly. Using the lateness tracker here.
When addressing tardiness, sickness, or lateness, managers will follow outlined consequences, including verbal and written warnings and one-on-one meetings. Please cc the People Ops team for support.
REGIONAL VARIANCES
As Kotn operates across various regions, this policy will be adjusted as necessary to comply with local labor laws and cultural norms. Supervisors and HR personnel should ensure regional adaptations align with both local regulations and Kotn's policy framework.
REVIEW AND UPDATE
The policy will be reviewed annually to ensure effectiveness and compliance with employment standards and human rights legislation. Updates will be made to reflect changes in legislation or practices.
QUESTIONS OR CONCERNS
All disciplinary actions will be applied consistently and without discrimination on any of the grounds protected under the human rights legislation of the province of employment. This may include race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, or disability, and any other protected ground not listed from the applicable province of employment. Any disciplinary measures will be fair and reasonable, ensuring no employee is disproportionately affected based on these protected grounds.
Employees are encouraged to contact the People Operations team or any Retail Management Team member with questions about this policy.
Administration de la paie
PAY SCHEDULE
Kotn’s payroll week starts on Sunday and ends on the following Saturday. Pay is typically provided on a bi-weekly cadence on Fridays.
We encourage all Team Members to proactively review timesheets and e-mail your Market Lead immediately if you notice any inaccuracies. Your Sling account will be updated with your actual hours worked and your paystubs may be found through your login on Wagepoint which will reflect hours, hourly rate, deductions, and personal information such as address. For your convenience, we require all Team Members to sign up for direct deposit upon initial hire. Any inaccuracies will be rectified when identified within 90 days of discrepancy through e-mail to your Market Lead.
Market Leads are responsible for reviewing and approving their team’s part-time hours on a weekly basis.
For questions or concerns about pay, you should speak with your Market Lead first and then the Senior Director, Retail.
OVERTIME
Market Leads are encouraged to proactively create schedules or cut live shifts to ensure Team Members do not incur overtime for their shifts. Store Managers are expected to prepare the team’s schedule with any planned overtime one month in advance and this must be approved by the Senior Director of Retail.
Should overtime occur, Team Members will be paid as per the overtime policy in your governing jurisdiction.
RAISES
Remuneration changes are generally made in alignment with the annual review cadence, and effective on the 1st day of April annually. Other potential reasons for a remuneration change may be position change, promotion, or market factors such as industry salary/wage analysis, fluctuation in market cost of living, and fluctuations in sales volume.
Remuneration changes outside of the regular annual review cadence should be discussed on an individual basis between Market Leads and the Senior Director of Retail.
EXPENSES
All company purchases must be pre-approved by your direct manager. Before submitting payables, please review the Vendor Invoicing and Payment Guide.
Submit expenses through Accounts Payable, Smart Sheet AP Link.
Congés et absences
VACATION
We value balance, and encourage you to take vacation days to spend time away from work.
New employees are entitled to book up to two (2) consecutive weeks of unpaid time-off for every year worked. Kotn reserves the right to approve and deny vacation times and requests. Vacation pay is not accrued and is paid out every pay schedule. Should your contract vary from the above, please defer to your employee contract.
Team Members are not eligible to take vacation during their probationary period or during Blackout Periods. The duration of vacation cannot exceed 10 consecutive business days. In the case of a extenuating circumstance, please speak to your direct manager.
How to Book a Vacation:
We currently use Sling to schedule and track time off for our retail team. We ask that you request time-off via Sling a minimum of 3 weeks in advance to the scheduled date. Though 3 weeks is the minimum for approval, you are encouraged to request time-off as early as possible to increase the likelihood of approval.
Additionally, please send an e-mail to your Market Lead using the following template and 3-week timeline:
Subject: [Your Name] – Time-off Request
Name:
Last Date Working:
First Date of Time-Off:
Last Date of Time-Off:
First Date Working:
Total # of Days Off:
Reason (Optional):
It is considered a time-off request when the request exceeds 3 consecutive days. Time-off requests cannot exceed 14 consecutive days unless otherwise approved by your Market Lead. As the submission in Sling and e-mail to your Market Lead are only requests, please note that if there are multiple requests at a time or if a request is made during a Blackout Period, your Market Lead may deny the request based on store needs.
The Senior Director of Retail will approve requests from Store Managers following the same template and timeline.
BLACK-OUT PERIODS
In anticipation of the influx of traffic in stores and team operations during the holiday season, Kotn implements a Black-out period, applicable for all store teams during this time frame.
Black-out dates generally run from mid-October to December 31. During this time, time-off requests (barring emergency leave, parental leave, bereavement leave and other exceptional life events) cannot be approved.
SICK DAYS
If you’re sick, we want you to take care of yourself and get better. Please don’t come into work! If you need to call in sick, please let your Market Lead know at least 2 hours in advance (although more notice is appreciated). If you are sick for more than 3 consecutive days, Kotn may request a doctor’s note. If you require an extended medical leave, please speak to your manager to discuss details and a return to work plan.
Each province has guidelines on the length of sick days to which employees are entitled. If you are unsure, please consult the relevant provincial Employment Standards Act.
The only official way you may notify your Market Lead of illness is through phone call. If you are unable to get a hold of your Market Lead after attempting to call, an e-mail copying your Market Lead and the Senior Director of Retail will take precedence of notification over the phone. If you do not notify your Market Lead prior to your shift, it will be counted as an absence and potentially subject to disciplinary action on a case-by-case basis.
BEREAVEMENT LEAVE
Kotn offers 2 days of paid leave due to the death of an immediate family member in any calendar year. Immediate family would be considered a parent, guardian, sibling, spouse, grandchild, grandparent, or any person who lives with you as a part of your family. Bereavement days are not required to be taken on the start or day of passing and do not need to be consecutive.
MATERNITY / PARENTAL LEAVE
Kotn is proud to be a parent friendly workplace. Team members are entitled to maternity and/or parental leave in accordance with the provisions of the Employment Standards of your province of employment. Parental leaves are also applicable to adoptive parents at Kotn.
Kotn Supplemental Top Up Policy:
Kotn provides parents with a Supplemental Benefit (SUB), also known as a top-up. We provide a top-up to bring the EI benefit to 100% of your salary or wages for a maximum of 4 weeks of maternity or parental leave for all team members. To be eligible for the Supplemental Top Up, team members should have enrolled for the provincial employment insurance benefits and may be required to provide Kotn with EI statements to process the top up.
For team members on hourly payroll, the top up amount will be determined by an average of the last 2 weeks worked. (For example, if you work 37 hours average per week over the past 2 weeks, you will be topped up at 37 hours per week for 1 month.)
To proceed on maternity or parental leave, a formal email using the template below, requesting parental leave should be sent to your direct manager, Director of Retail and Director of People Operations, at least four weeks prior to your leave, but in practice, we’d appreciate more notice when possible.
Re: <INSERT NAME, STORE LOCATION, LEAVE TYPE>
Please be advised my last working day will be <DATE>, with an expected return date of <DATE>. During this period, I will be taking the following leaves:
*List only the leaves that apply, and include as many leave periods as required for pre-placement adoption leave.
Pre-placement Adoption: <DATES of LEAVE PERIOD> delete if not required
Maternity: <DATES of LEAVE PERIOD> delete if not required
Parental: <DATES of LEAVE PERIOD>delete if not required
If my baby is born prior to the start date of the leave indicated above, I will notify you immediately of the birth date, so my leave dates can be adjusted.
Once approved, actual dates can be changed depending on the arrival or situation with the child, however, we would appreciate as much notice as possible to support processing of the top-up.
As your leave ends and you prepare to return to work, we will work with you on a return-to-work plan to get you reacquainted with current objectives and team developments. We recognize returning to work can be challenging and aim to support you in this.
JURY DUTY
If you are summoned for jury duty, you’re entitled to job protected (but unpaid) leave. Please see your manager to book this, and ensure you have a certificate from the court. As jury duty responsibilities are dependent on individual governing jurisdictions, it is your responsibility to comply with the jurisdiction applicable to you.
HOLIDAYS
Public holidays and other days for which Team Members will be paid vary by country, state, and province. Kotn will comply with all applicable local laws and regulations for provincial and federal holidays. Some positions, particularly customer facing, may require coverage on a holiday. We understand the holidays you celebrate may take place at different times than the statutory holidays above. Talk to management about the best way to ensure you have the time off that you need for the holidays that you observe.
TIME-OFF TO VOTE
If a Team Member’s work schedule does not accommodate voting time requirements, Kotn will make schedule adjustments and determine which hours will be used to accommodate voting. Team Members will be paid the same amount you would have been paid had you not exercised your right to vote.
OTHER TYPES OF LEAVE
Kotn will allow any other kind of job protected leave afforded to you under provincial law (and not covered above) should your situation call for it. Please contact your manager if you are in need.
Not sure what type of leave you need, or need time off for something else?
Requests for general unpaid leaves of absence (outside of provincial laws, emergency situations, and vacation time) will be reviewed on an individual basis.
Votre carrière chez Kotn
On veut que Kotn soit un lieu de croissance à long terme pour les membres de notre équipe, et on souhaite les garder mobilisés et stimulés à mesure qu'ils et elles évoluent. On vise à tenir compte des différents parcours et styles d'apprentissage, et à bâtir une culture de croissance et de promotion interne.
Your direct manager is meant to be your coach and resource in succeeding at Kotn. Managers and team members will be in frequent communication with each other on status, priorities, changes & updates, roadblocks and wins.
ANNUAL REVIEWS
Aside from the 90-day probationary check-in, Kotn completes Team Member reviews on an annual cadence. Reviews may happen outside of this frequency based on promotions, role reclassifications or other changes to employment status.
Kotn’s aim in the review process is to focus on providing role clarity, setting team expectations, and setting up individual team members for success in the coming year. They are not meant to be punitive or focused on faults, but an opportunity to discuss growth opportunities and make a career plan with your manager.
It should be noted that we do not automatically provide remuneration changes during reviews.
PERFORMANCE, IMPROVEMENT AND DISCIPLINE
At times, there may be circumstances where it is necessary to mitigate negative behaviour or reset role expectations as they impact the team or Kotn. If your performance is not aligning with your role expectations, Kotn will follow a performance improvement process with the following steps.
Verbal Note of Caution: This is a conversation between you and your Store Manager or the Area Manager for your city. The objective is to discuss the incident and agree on a corrective course of action. Though considered a verbal note, paper documentation must be completed to hold both parties accountable. This should be kept on file by the Market Lead and a copy e-mailed to the Senior Director of Retail.
Initial Written Note: This is an initial written note paired with a conversation between you and your Store or Area Manager. The objective is to discuss and record more in depth, the incident and corrective course of action as the incident persisted. This should be kept on file by the Market Lead and a copy e-mailed to the Senior Director of Retail.
Final Written Note: This is the final written note paired with a conversation between you and your Market Lead or Manager. The objective is to discuss the incident and review consequences if there is failure to improve. This written notice serves as a final chance.
Termination: This will be the result if you are unwilling to follow through on the course of action to correct against previously recorded incidents within the allotted 6-month time period.
Please note there are certain acts where a second chance cannot be provided. These are violations where actions or intent are so serious that immediate termination would be necessary without any notes of caution. In these rare circumstances, your Store or Area Manager or the Senior Director of Retail may take immediate action to terminate your employment.
Please note that our aim with performance improvement plans is to enable you to succeed. Our ideal outcome is that you will complete the performance plan successfully and continue to be a contributing and engaged member of our team.
CONFLICT RESOLUTION
Conflicts can occur in any workplace. If a team member finds themself in conflict with any other team member(s) that is unresolved with conversations, clear feedback and a focus on aligned goals, they should seek help from management quickly so as not to let it grow into something irreparable. The manager’s role is to help you strategize a healthy solution appropriate to the situation. This may involve such things as advice on a new approach, mediated discussion between conflicted parties, or intervention. If the conflict has given way to what may be harassment, then all steps will be taken according to our violence and harassment policy.
TRANSFERS AND PROMOTIONS
Promotions are generally completed in alignment with Kotn’s annual review timeline or based on company need. We do our best to foster a culture of internal development and Team Member promotion.
Team Members may be considered for transfers to new markets or to HQ. For any internal applications to HQ; Team Members should consult their Store Manager before applying in order for Market Lead to connect that Team Member with the HQ Hiring Manager should you be a good fit for the role. Kotn does not provide a relocation stipend to team members to move to positions in other markets or to HQ.
REHIRING
Should you wish to return to Kotn after leaving, regardless of length of service or time away, at minimum you will be required to participate in at least 1 formal interview with the direct report of the role you are applying to.
Your length of service with Kotn would restart from your rehire date should you leave Kotn for any length of time. You would not be given credit for your previous service of employment with Kotn.
Avantages sociaux et bénéfices
CLOTHING ALLOWANCE
We offer a generous allowance and discount policy! As Kotn Team Members we strongly encourage wearing Kotn products on the floor as our Team Members are our best ambassadors!
Team Members are issued a $125 gift card 4 times a year in March, June, September, and December (which generally coincides with our major collection launches). This gift card can be combined with the Team Member discount of 40% off. Clothing allowances should be treated as cash. Kotn will not replace any lost or stolen clothing allowance gift cards.
Clothing allowances cannot be redeemed for cash, used towards Third Party or Sale items, or for any purchase not intended by you as the Kotn Team Member.
TEAM DISCOUNT
As a benefit of being a part of the Kotn team, each Team Member receives a personal discount of 40% off the retail price for any Kotn branded items and 20% off the retail price for any Third Party items. Your Team Member discount is in effect upon the signing of your employment contract. Enjoy!
This discount cannot be combined with other discounts or promotions. For sale or discounted product, Team Members may purchase product at the greater of either the retail markdown sale price or at 40% off the original retail price. Products purchased under any Kotn discount are subject to the same customer return policy.
FAMILY & COMMUNITY DISCOUNT
As part of our personal communities, our friends and family may receive 15% off the retail price for any Kotn branded or Third Party items. This 15% off can be used in combination with a product markdown, but cannot be combined with other discounts or promotions.
We value our community and the relationships that come into fruition through our network of businesses that surround our stores. We offer our neighbours within the area a 15% off the retail price discount for all Kotn branded or Third Party items.
Our regular return policy applies to Family & Community discount purchases: which may be exchanged or refunded within 30 days.
Communications
EXTERNAL COMMUNICATIONS
Except as expressly permitted or as required for their job, team members should not discuss confidential company plans or matters with any person (including friends, relatives and even other Kotn employees, if the information is confidential to your team).
Confidential information is defined by Kotn as information not commonly accessible to the public. This includes technical and commercial information regarding products, customers, administration, sales, marketing and financial activities. Confidential information includes all non-public information that might be of value or use to competitors or harmful to Kotn or any Kotn Team Member it relates to if disclosed. This applies to meetings and internal discussions, especially when intended for Kotn team members only.
In addition, Kotn team members are not authorized to discuss Kotn with the media unless they are authorized spokespersons.
SOCIAL MEDIA
Team members are expected to conduct themselves professionally both at and outside of work, and this includes social media. Here are some guidelines:
We don’t post proprietary and confidential information about Kotn, or our customers;
Discriminatory statements or sexual innuendos regarding co-workers, management, customers, suppliers, or partners; and members of the general public will not be tolerated
Defamatory, sexist, racist, harassing or libelous statements regarding the company, its employees, its workers, its customers, contractors, partners, and members of the general public will not be tolerated
We do not respond to customer inquiry comments on our personal accounts—leave this up to our social media team at HQ!
We do not post or create promotional assets/imagery that have not been approved by our brand and marketing teams at HQ.
Have a #caughtinKOTN moment worth sharing? Tag us in it!
Find us on social:
SLACK
We love Slack and use it for general communication across all our teams from North America to Egypt. Our retail environment uses Slack, but not for official communications relating to time off, absences, lateness, etc- please use the phone for these, and email as a second resort.
Slack is generally more casual and fun than email, but this does not exempt team members from communicating with a suitable level of professionalism and respectfulness. As with all things written vs verbal, we ask team members to take care to convey the appropriate tone in Slack.
Take care not to choose imagery and memes that are offensive. Have fun, but remember you’re at work. In instances of offensive Slack content, team members may be called out privately and be asked to delete the offensive content. If you are uncomfortable calling someone out, please speak to a member of management.
SLACK TO HQ
As mentioned, since Slack is a more casual and fun communication channel, formal requests to stores will not be sent through Slack from HQ. Quick FYIs to update teams or to link in on timelines for deliverables may be expected, but the following requests and tasks should be sent via e-mail to the following:
Store Manager
Store E-mail
Area Manager
Senior Director of Retail
About the following:
Stylist or Product Pulls and Gifting
Customer Experience Opportunities
Pullbacks
Visual and Presentation Focuses
Incoming Product and Stock Takes
Promotions and Campaigns
Administration en magasin
HARDWARE, EMAIL AND INTERNET USAGE
Hardware such as computers and iPads are to be used only for Kotn business activities. All hardware devices must be safety secured in the store at all times and should not be taken without approval from the Area Manager. The Internet should not be used to site browse or check any personal accounts.
As an omni-channel company, Kotn exists on multiple platforms outside of our stores. Customers may contact the store directly using the e-mail address ([city]@kotn.com) or through social media; which our Marketing Team may direct to our store via e-mail for further action.
Regardless of request, the same experience should be provided to our customers through e-mail as in store. Team Members should refrain from using slang, internal jargon, and casual or inaccessible language when communicating with customers.
It is the responsibility of the Store Manager or Floor Lead to ensure the store e-mail account is checked frequently for any outstanding messages. For ease of communication, all e-mails should be signed off with the name of the Team Member that is responding.
PASSWORDS AND SECURITY CODES
All passwords or any security codes should be kept confidential to individual Team Members and should not be shared with anyone on your team. These include but are not limited to; e-mail account passwords, Shopify pins, safe code, and alarm codes.
Team Members that share passwords and security codes with others are subject to disciplinary action. Should you know that a personalized code for any of the above or other applicable areas, it is your responsibility to reach out to your Store Manager immediately. Sharing of passwords and security codes will result in disciplinary action.
Store Managers are responsible for ensuring all Team Members have individual passwords and security codes.
PERSONAL ELECTRONIC DEVICES
Personal electronic devices, including but not limited to cell phones, tablets, and laptops are not permitted on the floor and should be stowed safely among other personal belongings unless otherwise approved by your Market Lead.
Store Managers are permitted to have their cell phones safely on them for emergency or ease of contact to and from HQ.
Kotn is not responsible for the loss, theft, or damage of personal electronic devices brought into the store.
DAILY OPERATIONS
In store, Slack is used to communicate to the Store Manager, Area Manager, Senior Director of Retail and Operations Team (Logistics, Product, E-Commerce) while on shift. Any inquiries first should be directed to the Store Manager who can then facilitate the discussion to the necessary channels. Store Manager will also be using the Slack App to communicate across stores and to the Floor Lead on duty should it not be themselves.
At the beginning of each shift, all Team Members should have a Daily Standup with the Store Manager or Floor Lead on duty to inform them of daily, objectives, and communication from HQ about new products, presentation focuses, promotions, or memos.
Team Members are expected to communicate any inquiries through formal e-mail as opposed to Slack or other chat platforms.
EMERGENCY PROCEDURE
In case of an emergency, such as a fire, earthquake, or accident, your first priority should be your own safety. In the event of an emergency causing serious injuries IMMEDIATELY call 9-1-1 to alert Emergency Services of the situation.
If you hear a fire alarm or if there is a situation in which you need to evacuate, please proceed quickly and calmly to the nearest fire exit encouraging all customers to do the same. Remember that every second counts, don't return to the workplace to retrieve personal belongings or work-related items. Once you have exited the building, head towards the designated assembly area.
Managers and supervisors are responsible for notifying Emergency Services if there are people still in the building unable/unwilling to evacuate, and to obtain clearance from Emergency Services or appropriate building authority before allowing re-entry to the building.