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Transform your clients’ hair with Novex’s exciting Dr Hemp Brazilian Hair Straightening 100% Vegan Treatment Kit. Keeps hair calm, silken and lustrous for up to 10 weeks! Hemp and its essential oil cannabis sativa is well known for its health-promoting benefits and it’s now available to South African salons and stockists from Impilo Beaux. Thank you Beautiful Creations for sharing the before and after using our amazing Novex Hemp Vegan Straightening Kit Keep hair calm with the Dr Hemp Vegan straightening kit. Click HERE to view the step by step process. #Vegan #straightening #calmhair #nofrizz Easy application with professional, smooth, silky and lustrous results, every time. For a super powerful and very effective Brazilian vegan straightening, we have a great launch for salons: The Novex Dr. Hemp Straightening Kit! • Anti-Residue Shampoo 30ml • Straightening Cream 150ml • Shampoo 30ml • Conditioner 30ml For best results use the Novex Hemp Blindagem Hair Shield 100ml prior to flat ironing (not included in the kit). Keeps hair silken, sleek and straight for up to 10 weeks, naturally with our 100% vegan formula. The key ingredient of this formula is the hemp seed oil cannabis sativa. This powerful oil contains fatty acids, including omega 3, omega 6 and omega 9, to aid in growth and healthy hair. It protects against thermal aggressions (transformation processes, dryer and hair board), strengthens and seals the hair cuticles, creating a protective barrier mitigating damage and frizz caused by stress. The finished result is polished, incredibly smooth and healthy, shiny hair! Novex’s Dr Hemp Brazilian Vegan Straightening Treatment • 100% organic hemp seed oil • Thermal protective • Humidity resistant • Instant result • Suitable for all hair types Easily available from Implio Beaux now. Contact us to become a stockist. Web: www.impilobeaux.co.za Email us: info@impilobeaux.co.za Call us on (021) 020 1480 Follow us on social media Facebook: https://www.facebook.com/impilobeaux/ Instagram: https://www.instagram.com/impilobeaux/ About Impilo Beaux Impilo Beaux inspires an improved way of living. Our range of top-quality hair products allows you to unleash your inner charm and live your life with unwavering confidence. Our network of partners allows us to provide South Africa with the best in hair and beauty at reasonable pricing, granting everyone the opportunity to embrace a fresh, positive and elegant lifestyle. Impilo Beaux exclusively partners with ethical and sustainable brands that are focused on creating a better future. Our business will only partner with brands that firmly uphold strong moral and ethical values that go beyond the ideals of profitability and ego.

Making an Informed Decision about Vaccination – What you need to know A Vaccinated Industry is a Safe, Sustainable and Successful Industry And on Wednesday, South Africa's fourth wave of coronavirus infections overtook the peak of the first wave, as the Omicron variant spreads far and fast, riding the wave of Delta as well. The 19,842 new cases added to the national tally on Wednesday is the highest one-day number since July this year, when the Delta-driven third wave was in full swing. Over 90,000 lives have now been lost to the virus in South Africa, while more than 5.3 million people have died worldwide. SA’s coronavirus cases just rocketed past the peak of the first wave - Business Insider SA Dec 09, 2021. Click HERE for full article. One of the biggest stand-outs on the rising wave now is the number of younger people involved. The highest weekly incidence risk among cases detected in week 48 of 2021 was reported in the 35-39-year age group (183.1 cases per 100 000 persons), the age group usually considered the healthiest and the least at risk for most diseases. Is this because Omicron is affecting younger age groups or because this age group is not as likely to be vaccinated? We don’t know yet, time can only tell. On the vaccine front, so far over 3.8 billion people globally have been vaccinated fully, safely, with millions more with their first jab already. This suggests that a further booster (the 3rd jab) will be not only safe for the majority of people, but will give greater protection against Covid-19 and its variants, and against the development of future variants. A third jab is normal - especially for a new virus Is it beneficial to get a third vaccination, a booster for Covid? Many vaccines in the past and present require two or more jabs before proper systemic protection can be achieved and the immune system fully trained to recognise its enemy. Vaccines going back decades, ones we are all familiar with, having experienced them ourselves, have often needed this multiplication of inoculations. And many still require boosters every year, or decade. This is normal – why should Covid-19, such a new and virulent virus, be any different? Just a brief listing of vaccinations requiring multiple jabs for initial doses for humans: • Polio - 4x • HPV - 3x • Tetanus - 3x (with boosters every 10 years) • MMR (measles/mumps/rubella) - 2x • Varicella (chickenpox) - 2x • Hepatitis A - 2x • Hepatitis B - 3x • Flu (in case you've forgotten) - annual boosters • Rabies pre-exposure (humans) - 4x This list doesn’t even begin to cover all the inoculations human babies need in their first few years to safely protect them! And our pets and companion animals and livestock are regularly vaccinated and boosted: • Parvo - 3x • Distemper - 3x • Feline Leukemia - 2x • Rabies (initial dose non-human) - 2x (boosters after every 1-3 years) • Flu (initial doses) - 2 x (booster 2x year after) • WNV (West Nile Virus)(initial doses - 2x (annual boosters thereafter) • African Horse Sickness - 2x annually, legally required Multiple jabs for viruses and diseases are nothing new for humans or animals. When you get vaccinated, you not only protect yourself from severe illness and death from Covid but you help protect those who cannot be vaccinated themselves and you prevent variants from developing further. European Commission stats are showing non-vaccinated people make up the greatest number so of hospitalisations, severe illness and fatalities from Covid. • • • • • • • • • • • • • • • • • • • We’ve asked some of our top professionals in the industry to share their thoughts with us and each week we’ll be sharing their stories for you to enjoy. If you have a positive experience you’d like to share with us on the vaccine and the differences it’s made in your personal life or your salon and with your clients’ appreciation of their salon experiences, please send to Beth at beth@hairnews.co.za , with a photo you’d like us to use! Industry Vaccination: Safety, Sustainability and A Return to Normality

Screenshot courtesy of Instagram @houseofguccimovie The biggest hair color trend of the season: Expensive brunette—but make it Gucci. In the new movie “House of Gucci,” Lady Gaga‘s longtime hairstylist Frederic Aspiras (@fredericaspiras) took Gaga’s character Patrizia Reggiani from rags to riches with a rich brunette shade that is anything but boring. Keep scrolling for the full details on winter’s hottest shade. Who Did It COLORIST: Frederic Aspiras MANUFACTURER: Joico, @joico Colour Formulas Formula A (all-over color)Equal parts Joico LumiShine Permanent Creme Color 3N + 4NW + 10-volume LumiShine Developer Formula Steps 1. Prep the hair with Joico Defy Damage ProSeries 1: Bond-Protecting Color Optimizer. Spray evenly section-by-section, throughout the entire head. 2. Apply Formula A from root to ends. 3. After processing, shampoo the hair and rinse. Then, apply Defy Damage ProSeries 2: Bond Strengthening Color Treatment to damp hair and let process for five minutes before rinsing. 4. For long-lasting color, send clients home with Joico Colorful Anti-Fade Shampoo & Conditioner. Shared from Behind the Chair. Click HERE for full article.

We all make mistakes, but there's always a lesson to be learned.

Super Skinny Serum, Freeze and Shine Super Hairspray and Awapuhi Shampoo. Did you know? In 1980, we became the first professional beauty company to publicly stand up against animal testing. Now, more than 40 years later, that pledge to our furry friends remains a driving force in all that we do. Call Twincare Tel: 011 305 1600 Email: info@twincare.co.za Web: www.twincare.co.za

The protection provided by our employment law legislation extends to ‘employees’. There are exceptions to this as will be discussed below. A distinction is drawn between employees and so-called independent contractors (known in our industry as legal owners/rent-a-chairs). In general terms the independent contractor is paid to render a particular result; is not subject to the control or direction of the client; may get someone else to do some of the work and is not part of the client’s organisation. In essence, the independent contractor is doing the work as part of his or her own business. The contract of employment is usually the starting point in the employment relationship. However, judgments indicate that the focus in determining whether a person is an employee or not, is more on the nature of the relationship rather than the wording of a contract. The written contract is one of the factors to consider and has more significance for those who earn above the threshold as set out in section 6 of the Basic Conditions of Employment Act (BCEA) 75 of 1997 (2021 threshold – R211 596.30 per annum). Job applicants who believe they have been subjected to unfair discrimination by their prospective employers, have the same rights as employees under the prohibition of unfair discrimination provisions of the Employment Equity Act 55 of 1998. The National Minimum, Wage Act, 2018, defines a “worker” to be “Any person who works for another and who receives, or is entitled to receive, any payment for that work whether in money or in kind” (excludes a volunteer). These workers (and employees who earn below the BCEA threshold) are entitled to be paid a wage that is no less than the national minimum wage and to a daily wage payment whereby if they work for less than four hours a day on any day, they must be paid for four hours work on that day. Not all employees are the same. For example, an employment relationship may be on a casual, temporary or permanent basis. These terms mean nothing when it comes to determining whether a person is an employee for the purposes of labour legislation, but rather illustrate that employment comes in many different forms. A fixed-term contract employee is someone who is employed for a fixed time period or for a specific task only – once that task is completed, the employment relationship ends. Such contracts must be in writing and are subject to certain conditions as per section 198B of the Labour Relations Act (LRA) 66 of 1995. A part-time employee is an employee who is remunerated wholly or partly by reference to the time that the employee works and who works fewer hours than a comparable full-time employee. It is important to observe the definition of a part-time employee as prescribed and contained in the Main Collective Agreement of the National Bargaining Council for Hairdressing, Cosmetology, Skincare, and Beauty Industry. A full-time permanent employee is someone who is employed with the intention of there being an ongoing employment relationship, or in other words, for an indefinite period. This permanent, ongoing relationship may be full-time or part-time. Some fulltime employees do not work the same amount of hours as their colleagues (e.g. halfday contracts) and are remunerated wholly or partly by reference to the hours that they work. Section 200A of the LRA (and section 83A of the BCEA) includes a rebuttable presumption relating to the existence of an employment relationship for employees earning below the BCEA threshold. The LRA, as amended, states until the contrary is proved, for the purposes of this Act, any employment law and section 98A of the Insolvency Act, 1936 (Act No. 24 of 1936), a person who works for, or renders services to, any other person is presumed, regardless of the form of the contract, to be an employee, if any one or more of the following factors are present: The manner in which the person works is subject to the control or direction of another person; The person’s hours of work are subject to the control or direction of anotherperson; In the case of a person who works for an organisation, the person forms part of that organisation; The person has worked for that other person for an average of at least 40 hours per month over the last three months; The person is economically dependent on the other person for whom he or she renders services; The person is provided with tools of trade or work equipment by the other person; or The person only works for or renders services to one person. It is important to remember that the presence of the above-mentioned criteria means that employment is presumed, unless the contrary is proved. The obligation to prove that the relationship was not one of employment then falls on the employer. Persons earning above the threshold will need to prove that there is an employment relationship. Regardless of who has to prove whether there is or is not an employment relationship, it will be done with reference to the criteria set out in the presumption or any other relevant factors. The courts have recently indicated that the most important factors are: Whether the person forms part of the organisation where he or she renders services: that would be indicated by things such as whether the person has an office or uses the organisation’s resources or is a member of the pension or provident fund or wears the organisation’s uniform, etc. Whether the person is economically dependent on the other person that would be indicated by the extent to which the person does work for other people or is allowed to do work for other people, etc. Whether the person is subject to the direction and control of the other person: that would be indicated by the other person having the right (whether they actually do so or not) to dictate to the person how, when, where and for how long to work. EOHCB Contact Details Web: www.eohcb.co.za Facebook: www.facebook.com/eohcb Instagram: www.instagram.com/eohcbsa/ Twitter: twitter.com/eohcbsa

With constantly evolving technology, Moyoko has launched not 1 but 3 new product ranges this year, and have a lot more coming! Moyoko Professional recently launched the new Pro Glider straightening kit. They will definitely be a seasonal favourite - available in Blush Pink and Onyx Black. They have everything you need for the sleekest, straightest finish. Just in time for Christmas, these kits are already making waves in the Industry. The extra wide ceramic plates seals in moisture and reduces heat damage. The stylish Designer Travel Bag includes 4 Croc Hair Clips, a V-shaped styling comb and a Heat resistant silicone mat. Not only is the price point very reasonable for salons, customer satisfaction is assured. Clients will love how quickly the hair straightener smooths even the most unruly texture and leaves tresses looking professionally styled. The rounded edges make it easier to straighten close to your roots without leaving crease marks. The Pro Glider has a 20-second heat-up time along with an automatic safety shut-off after 60 minutes. We feel that it is important for us to stay creative and we love to express the uniqueness of Moyoko Professional by being bold and taking chances. We love to work with different colours and our clients love it too. People want to see something different and we plan on bringing it every step of the way. Please visit https://www.mycro-keratin.co.za To order email mk@micro-keratin.com To become a stockist of Moyoko products visit https://www.mycro-keratin.co.za/contact_2/

Lizel Comfort, owner of Zephyr Hair Design in Gillitts, KZN recently shared this stunning Bridal Collection entered in the Bridal Section of the 2021 EOHCB Digital Hair, Nail, and Makeup Artistry Competition. The shoot was done in the beautiful garden setting at Zephyr Hair Design, collaborating with other small businesses. Photo Credits Salon: Zephyr Hair Design Stylists: Lizel Comfort(Owner), Louise Pieters, Seena Mungal Photography: Fiona Janes Studios Dresses: Bellabridekzn Make Up: Fancy-Fiction (Kay-Leigh)

ANNOUNCEMENT!!! Please give a virtual round of applause to our 1st local group of Wella Professionals Brand Ambassadors. The Wella Professionals Brand Ambassadors are hairdressing Influencers, chosen for the role because of their craft expertise and their social media industry presence. We are very excited to see what they bring to our “screens” over the next 12 months! FYI: They recently worked on a “top secret” content creation shoot in Cape Town and we are super excited to share all these amazing images! The Wella Company considers ambassadors worldwide based on the criteria mentioned above and are constantly scouting social media pages for potential ambassadors. Stylists are however also able to apply to be in contention and full details will be posted on our website should any of our talented Wella family out there be interested in vying for such a position. Wella Professionals Brand Ambassadors: @guydoeshair @floneacsu @charlesjuniorlouw @kellyred66 @jadieprofessionals @warrenschultzhair @nikolas_michael_salon Photographer: @SJvanzyl MUA: @clanelleburger MUA Assistant: chameleonqueen_sa @fanjammanagement About Modern Hair & Beauty Modern Hair & Beauty – previously Modern Hair – was established in 1950 as a distributor of professional hair products to the hairdressing industry in Southern Africa. In 2015, the company was renamed and expanded to incorporate professional skincare products into an already impressive stable of brands. As the licenced distributor of Wella Company products in Southern Africa, much-loved brands such as Wella Professionals, Nioxin, System Professional, Sebastian Professional, SEB MAN, and Kadus Professional can be found in salons' easily. Other brands in our portfolio include the popular Brazilian hair treatment Sweet Hair Professional, and Reuzel – Holland's finest pomades and barbering products. We also produce our own affordable in-salon care range called Swish. As a company, we continuously strive to offer the best possible support and care to all our customers through dedicated and trained sales representatives, timeous delivery of orders, targeted marketing and promotional support, and regular in-depth and up-to-date seminars and education. Training centres are situated in Cape Town, Johannesburg, and Durban. But it's the fostering of great customer relationships, many of them decades-long, which runs deep, passing from one generation to the next. It's this legacy, as well as our extraordinary, passionate, and dedicated team, that services over 2 000 salons within South Africa and our international partner salons in Mauritius and Angola too. Follow Instagram Facebook www.modernhairbeauty.com

Friendly, fabulous, convenient and offering superb service and a wide range of stock, the TPOs countrywide look forward to supplying you with all your hairdressing and beauty needs over the festive season. PLEASE TAKE NOTE of the closing dates for each branch and ensure you stock up before closing! Wishing you a safe, successful and wonderful festive season! TPO NORTH SUNNINGHILL: 011 305 1600 | sunninghill@tpoutlet.co.za TPO WEST RAND: 011 472 6239 | Whatsapp: 076 570 5171| westrand@tpoutlet.co.za TPO PRETORIA: 012 997 7156/0478 | pretoria@sharplines.co.za TPO DURBAN: 031 303 5093/3955 | durban@tpoutlet.co.za TPO GEORGE: 044 873 4120 | info@tpogeorge.co.za TPO EAST RAND: 011 849 8459 / 5171 | benoni@sharplines.co.za TPO SOUTH: 016 454 8288 / 082 744 5167 | tposouth7@gmail.com TPO BLOEMFONTEIN: 060 983 7047 | heinrich084@gmail.com TPO PORT ELIZABETH: 041 581 3052 | pe@tpoutlet.co.za TPO CAPE TOWN: 021 510 1519 | sales@tpocape.co.za TPO NAMIBIA: +264 81 122 1399 | twincarenamibia@gmail.com

Desertion implies that an employee has left the place of work and does not appear to have any intention of returning to the workplace. Although the law does not state a specific period after which an employer can assume that the employee does not intend returning to work, in practice it is generally accepted that the period should not be less than five days. The employee has an obligation to inform the employer of any reason why he/she is unable to be at work (for example being sick or having to attend to a family crisis), and when he/she intends returning to work. The employer would then have to agree with the employee about when he/she should return to work. However, where the employee does not contact the employer, the employer has an obligation to try to contact the employee. The purpose is to warn him/her of the possible consequences of staying away from work without permission, to determine whether there is a valid reason for the absence and why the employee could not contact the employer (for example unconscious in hospital) and to satisfy the employer that the employee has no intention of returning to work. The appropriate thing to do would be for the employer to make contact with the employee using the employee’s last known contact details informing him/her that he/she needs to explain his/her absence from work, and in the absence of an acceptable reason, that unless he/she returns to work within a reasonable period (which must be specified), he/she will be regarded as having deserted and his/her services may be terminated. Forms of contact could include the following examples or a combination of the following: • Sending someone to the employee’s place of residence; • Sending the employee, a registered letter; • Sending the employee an e-mail; • Sending the employee, a telegram; or • Sending the employee, a text message. Whichever form of contact is used the employer should keep written proof that such communication has been delivered. If the employer does not have an address for the employee, the employer should make a reasonable effort to get a message to the employee (via family, etc.) and keep a record of such attempts. If the employee returns to work by the specified date, the employer is entitled to enquire as to the reasons why the employee was absent from work and why he/she did not notify the employer earlier about the reasons and circumstances causing the absence. The employer can then, based on the explanation given, decide on whether or not to take further action against the employee, for example disciplinary steps. If the employee makes contact with the employer within the period given, the employer can enquire as to the reasons why the employee was absent from work and why he/she did not notify the employer earlier about the reasons and circumstances causing the absence. The employer can also agree with the employee when he/she will return to work. If the employee returns to work after the date given, the employer would be obliged to give the employee an opportunity to explain him/herself. This would include giving reasons why he/she was absent from work, why he/she did not contact the employer and why he/she did not return to work within the period specified. Where the reason is such that it was clearly not possible for the employee to make contact with the employer or to return earlier (for example been hospitalised), and particularly where there is some proof to support the employee’s claim, or this claim can be verified in some way, the employee should be re-employed. Obviously, this will depend on the reasons given for the absence, and the proof that the employee can provide to support his/her claim. Even where the employee admits to desertion, he/she is still entitled to be paid for any period worked, and to be paid for any leave that has accumulated, together with their completed UI19 form, certificate of service and completed provident/pension fund forms, if applicable. EOHCB Contact Details Web: www.eohcb.co.za Facebook: www.facebook.com/eohcb Instagram: www.instagram.com/eohcbsa/ Twitter: twitter.com/eohcbsa

Inspiration for Femme is female empowerment and how it was embodied in the 1980s through iconic fashion moments. Taking inspiration from those dynamic 80s fashion moments and merge them with modern hair finishes, for a powerful, high-fashion feel. Hair: Nikita Fisher, London Photography: Katherine Boyle Make-up: Oliva Moss