​”Today, while the old model may thrive in black or up-and-coming neighborhoods, white professional men are seeking a pampered experience elsewhere.
And they’re creating intimate relationships in these new men’s salons. But instead of immersing themselves in single-sex communities of men, they’re often building one-on-one confidential relationships with women hair stylists. Stylists often explained this intimacy as part of their jobs. For white men with financial means, though, the men’s salon becomes an important place where they can purchase the sense of connection they may otherwise be missing in their lives." Lynne Anderson Senior Editor, Health + Medicine "Goodbye to the barbershop?" August 7, 2016.
 
                Recently I spent about nine months working in a chain male salon/barbershop.  By chain, I generally am referring to the species of barbershops or salons that are in essence franchise or multi-location business models that are or intended to located in numerous locations.  Some familiar examples of this are: Borics, Fantastic Sims, Supercuts, Master cuts, Sports Clips, and some which are actually barbershops like Floyd's 99 Barbershop and The Roosters Men's Grooming Center.  All of the aforementioned salon and/or barbershop brands have at least 50 locations. The typical relationship between the operator (barber or stylist)and the chain salon/barbershop is generally W2 based, meaning that the operator is an employee and not a contractor or booth renter.  I think that outside of the chain salon/barbershop models, W2 employment is extremely uncommon and that generally in independently owned salon and barbershop establishments, an operator will more than likely be a contract worker who earns a commission on services and sales or an operator will  rent a "booth" from the salon or barbershop owner paying a weekly fee to offer services in a barbershop or salon.
                The market fundamentals that drive the modern day chain phenomenon for barbershops and salons in my opinion is not much different from those that gave rise to the mother of all chain offerings, namely McDonald's.  Some, in my opinion, but not all of the drivers of such chain models are:  efficiency, cheap labor, locations in prime retail areas, and the purchasing power scale engenders. These model's labor force in my opinion are generally built on labor demographics that are readily available at a relative discount: examples are women, minorities, students, recent graduates, teens, etc.  In general, I believe that the goal of any chain venture is to engineer key processes  related to its offering into a reasonably duplicatable model and keep stamping out as many locations as markets will profitably support.  At the chain approach to business is hardly novel or rocket science.  As I believe is the case with all business ventures regardless of the approach or styling, success is not a given.  The chain models have, in my opinion some very obvious and persistent detractors, which include but are not limited to: low wages for employees, little or no healthcare benefits, and high employee turnover.  There are some areas in which I believe chain operations tend to shine in the market place, like relative consistency, reliability, and predictability in their offerings and it seems that Americans have shown that they can be wooed by such business attributes in the absence of other desirables like variety, choice, creativity and originality.
 
                Here are some of the specific ways in which I feel the chain salon/barbershop I worked for employed some simply chain style  modalities to get results that I feel are arguably an improvement over what I appreciated working at non-chain  salons and barbershops:

1. Standardize cleaning conducted daily, and for some areas like restrooms, frequent cleaning throughout the workday.  I have heard that a study revealed that the number one reason a person would not return to an hair cutting establishment is because the salon or barbershop was not clean.
2. Defined work schedules took the some of the arbitrariness and randomness out of the business in that I reported for my scheduled hours and was free to leave when at the end of a very defined work shift.  No customers had any reasonable expectations that I would be at work unless they had checked online schedule or called to make an appointment with me on a day and time that I were available per weekly schedule which changed from week to week. This made work very different from what I was used to because I had otherwise in non-chain barbershops and salons worked more randomly and arbitrarily in ways that mostly reflected the clients demands for my services.  This meant working long hours on certain days and short hours on others in a frenzy that was mostly based on the somewhat arbitrary flow of the business generally.  Here at the chain barbershop I was insulated from a lot of that randomness and were at the least paid an hourly rate for the time I spent at the barbershop.  It gets weird at times in non-chain salons or barbershops when you're sitting around on a Tuesday and things are slow, customers expect you to be there, but you are not making any money and you just have a hard time reconciling value for your time when at the end of the day that in 8 to 10 hour shift  you only served two patrons for example.  Here is where the chain salon's or chain barbershop's model might seem compelling to some even though the hourly wage is typically very low.
3. Walk-ins.  The chain barbershop I worked for seemed to effectively benefit from a business construct that generally produces more walk-in.  As with most chain ventures, advertising and marketing is at the core of venture's plans for success.  So, like most chain ventures today, the chain barbershop I worked for had large, very visible and costly signage outside of the building, and the chain barbershop I worked for had well developed websites and mobile software application to facilitate among other things advertisement and bookings. 
4. "Back bar" hair products.  Chain salons and chain barbershops model are often heavily reliant upon retail sales of hair products and the chain barbershop I worked for kept a nice variety of products to work with. These "back bar" products were available to use on clients at no expense to me the barber with exception to most hair coloring products.

                While I did appreciate some of the modalities and efficiencies of the chain barbershop/salon that I worked for, I did not find that any of the chain barbershop's/salon's practices were particularly remarkable, innovative or genius in any way.  I think that the chain barbershop/salon that I worked for's market position could be summed up by saying that the owners had the money to do it and they did it, mostly borrowing from established norms and ideas around franchising and franchise business models.  Moreover, I think that many of this particular establishments practices, policies, protocols and marketplace offerings were out of step with reality, self-defeating, and inefficient.  But in a portfolio of 50 or more locations as owners you just need to win more than you lose basically. And if you're wealthy, I suppose that you only need to make more money on your venture than you would have by putting your money in US savings bonds.  This conundrum of sorts  to me is where opportunities remain for small independent salons and barbershops to survive and maybe thrive with a little bit more effort and organization than is typical.
 
                Interestingly enough, just before my employment with the chain barbershop/salon ended I was told by one of the stylist who had been employed there for years that there was a local two-location barbershop business which had a staff consisting almost entirely of barbers and stylist who got their start at the chain barbershop/salon in which we were employed. She [my co-worker] said that these barber and stylist had almost invariably left the chain barbershop/salon where we worked because of improved earnings realized at the comparably smaller locally owned two-location barbershop chain which had barbershops nearby.  The two-location barbershop siphoning workers from our chain barbershop employer  offered 50/50 commission contracts and had a higher price point for its services. So, it almost seems as if the national 100 plus location chain barbershop/salon that I worked for was inadvertently operating like a quasi school, inadvertently training and developing hair care professionals to work for other barbershops and salons which in this case are direct competitors.  Consequently, the chain barbershop/salon that I worked for was quite the meat-grinder of sorts having high turn-over in talent. Patrons seemed to be accustom to the constant  churn and burn because I were often queried about former operators and customers would ask me questions or make statements that implied that they were worried that I might not stick around for long.
 
                Other than cutting hair, among other fields of endeavors, I have worked in the automobile industry for over twenty years.  So, from the reference of automobiles, I would say that like cars and trucks, not all chain salon models are created equally.  Much like cars and trucks in the marketplace, I believe that there are some fundamental similarities in how chain salons or chain barbershops are constructed.  With that said, my experience in working for a chain salon or chain barbershop is limited to having worked for one such establishment for about nine months.  Arguably, in the aggregate, the collection of brands under Regis Corp. have the most experience in North America with operating chain salons and have one chain barbershop brand that I am aware of called Roosters Men's Grooming Center.  I have not worked for one the Regis Corp. brands yet.  At any rate, conceivably, like with automobiles, there are rarely one size fits all constructs that satisfy every consumer or that meet the demands and or taste of every market.  Therefore, it is reasonable to conceive that due to market variants and perhaps due to defects in the chain salon's or chain barbershop's business model, the establishment may or may not do so well in certain marketplaces over time.  As with certain models of automobiles, I think that  it takes a little time to really assess  quality and durability of a chain barbershop or chain salon model.  And as with automobiles, initial appeal and even prolific sales are not always indicators of quality or permanence in the marketplace. In terms of cars, think Yugo.
 
                The chain barbershop/salon that I worked for, in my opinion, had very unrealistic expectations from me as a barber in that I felt that the company generally budgeted too little time for me to render all of the company proscribed services to a patron.  For example, I was budgeted a half-hour to:
(1) conduct a hair-cut consultation and then cut a patrons hair regardless of length or style more or less with exception to what the company referred to as "skin-fades";
(2) give each client a "massage shampoo";
(3) give each client a shoulder massage with an electrical handheld vibrating massage tool ;
(4) give every adult client a hot lather, straight razor  neck shave;
(5) sanitize hands between each client;
(6) retrieve broom and dustpan to sweep up hair after each client;
(7) sanitize and/or sterilize tools (barber chair, combs, brushes, razors, etc.) prior to use on clients;
(8) style the client's hair after the haircut, ideally using some product that is available for sale at check-out counter;
(9) and escort each client to customer service person to be checked out, which often meant waiting with the client until patrons serviced by other operators  were checked out.
 
                All of the aforementioned service was to be provided a price point that was in my estimation about 15-20% less than what the average men's haircut cost at other comparable barbershops in the area. Consequently, I observed almost every other operator cutting corners to keep up.  Keeping up for some operators seemed to mean everything from forgoing sweeping, allowing hair from multiple patrons to pile up under their barber chairs to just about every other shortcut you can imagine including at times what I would consider really bad haircuts. Mostly, the operators seem to skimp on protocols or things required by the company but that would generally go unnoticed by the patron.
 
                In the automotive production time-studies, a protocol usually performed by engineers, were conducted to determine if all the elements of a man assignment could indeed  be effectively, ergonomically, and  safely, performed within a certain time frame.  I doubt that the nine plus company required elements above could be consistently performed  in the thirty minutes I was allotted.  My manager at the chain barbershop was basically scheduling hair cut appointments every half-hour.  One co-worker, we will call Helen told me that she worked at another chain salon wherein the average hair cut time had to be seventeen minutes or less, so I think that just about all such chain style hair cutting places will have aggressive and ridged time constraints on hair cut services, but what else gets cut besides hair is concerning in my opinion.
 
                The chain barbershop/salon that I worked for was in a great location in my opinion and  followed the typical wisdom of such ventures by betting heavily on location.  Good locations can make up for a lot of other weaknesses. 
 
                Finally, I will offer my evaluation of the chain salon/barbershop employment opportunity in  the context of the elusive living wage standard.  I was fortunate enough to witness some exceptional talent while working at the chain barbershop that has been the subject of this article.  And, because the said chain barbershop published, usually on a post board in the break room, all of the barbers and stylist performance metrics like: average time spent on a client, average ticket on services, product retail sales, and total  number of patrons serviced. I was therefore able to appreciate with some objectivity who were the exceptional performers according to certain metrics and also make observations on the floor to gain additional perspectives on other potentially contributing performance factors.  A good example of this for instance, was a cosmetologist we will call Sheila, who hired on only days before I did, but quickly became a top performer in the chain barbershop in terms of most of the above mentioned metrics which were tracked and posted on a weekly basis.  Sheila had, for context purposes, according to conversations I had with her recently immigrated to the U.S. from Ethiopia about four years prior to becoming employed at the chain barbershop/salon wherein she and I worked. Acceding to conversations I had with Sheila, she was a graduate of a Paul Mitchell school of cosmetology.  I would say that within a roughly two months of working at this chain barbershop/salon, Sheila's earning were beginning to exceed every other barber or stylist earnings pursuant to the published metrics.  I can recall Sheila gross receipts getting as high as $2700.00 in one week on about 70 patrons.  To put that into perspective, because the $2700 exceeded a certain company designated threshold, Sheila was eligible to receive about half of that $2700 as her take in a commission split. So, for this particular week, Sheila earned about $1350.00 before tips.  I don't know what Sheila made in tips that week because tips are not one of the published metrics, but I would say that the tips were on average about $6 per patron, so I would estimate that Sheila earned an additional $420 that week bringing the total earnings to about $1820.00. Sheila was definitely an outlier and the referenced week was around a busy holiday season.  Other factors materially contributing to Sheila's relatively high earnings were that she worked more hours than most if not all of the other operators.  Sheila once told me that a manager, we'll refer to as DJ, found out that she was moonlighting or working at another male salon close by and since there was an obvious conflict of interest the manager told her that she could not work for  both salons.  A compromise was brokered between Sheila and the manager and DJ begin scheduling Sheila over 40 hours per week.  Because of  Sheila's hustle, drive, talent and work ethic, I think the arrangement worked out well for both parties, but I did get a sense that some of the other operators in the salon may have been somewhat disenfranchised with the arrangement between DJ and Sheila.   Most of the other 8 to 10 full-time operators on staff at the time had gross receipts in the range of $400-$1600 per week.  For additional perspective, I would also say that for the most part, the other operators who consistently had gross receipts in the range of $1000 to $1600 were veterans in that they had been working at this chain barbershop/salon for about four years or so.  
                Here, I offer another anecdotal reference for earnings.  One week in mid November of last year, 2019, a four year veteran, we'll call Doris,  was the top earner  in terms of gross receipts.  Doris out performed Sheila only by 9 haircuts that week having a total of 59 haircut or 59 patrons served at average of $28.43 per client making Doris' total gross receipts to $1677.43. Given an average tip of $6, the veteran staffer Doris earned approximately $1192.72. I on the hand served 35 patrons that week with an average ticket of $23.91 producing a gross receipts total of $836.85. At this time I made $10.00 per hour unless I exceeded a thousand dollar gross receipts, at which point I would get a commission on the gross sales. I actually don’t remember the exact commission cut because I scarcely had over $1000.00 in gross receipts for any give pay week that I worked at the chain barbershop/salon.  Also, to give some perspective on earnings and earnings potential in a chain barbershop/salon, it may be meaningful to know that during this particular week, there were about 500 patrons served by 15 different barbers or stylist who were on staff at the chain barbershop/salon at that time.  I think that only two of the barbers or stylist were part-time at this time, so if you were to evenly divide the 500 or so patrons of this week up among the full-time staffers, each operator would potentially have serviced about 38 patrons during this particular week.  So, at 38 patrons, I in particular, would have theoretically had about $908.58 in gross receipts for that week given an average ticket of $23.91.
 
                Draw any inferences you will from the data above that I have given you, but in my opinion a living wage was either not in the cards or so remote a possibility that the chances of achieving it [a living wage]  are not meaningful for most.  Considering the lack of the fringe benefits like health care/health insurance or dental care/dental insurance,  and retirement pension, I think that most would need considerably more income.  As is I believe the case with being employed by many of the  prolific chain style businesses in America, a living wage may not be a reasonable expectation when considering employment as a barber with most chain style operations.  What is I believe a reasonable expectation is an income that could be for some sufficient as a bridge income, meaning wages that are sufficient for a very limited period of time, or supplemental income in that an individual or family has other ways and means of support or income insomuch that the can afford to work for low wages.  Arguably, the income or earnings scenarios may not be much better in the field of barbering  where one is not employed by a chain barbershop or salon, but it is my opinion that outside of getting some good training potentially, the chain barbershop models do not for the most part do much to help barbers achieve a living wage.
By John L. Roseman, Sr.
All Rights Reserved
©November 4, 2020

Just before Monday June 15, 2020, the re-opening day for barbershops in the State of Michigan, my cousin Aaron, who lives just outside of the city of Atlanta, Georgia called me.  I missed his call so I called him back latter and when I spoke with Aaron, he told me his wife Shannon asked him to query me for recommendation on some professional grade clippers because she [Aaron's wife Shannon] wants to begin to cut Aaron's hair.  Aaron told me that his wife Shannon had been watching my videos on Youtube and was confident such that she did not want me recommending any home-use grade clippers, Shannon wanted to make the big investment into professional grade clippers and trimmers.  OK, I thought: well then, let's get right to my most current go-to professional clipper arsenal. 

One of the top recommendations I had for Aaron's wife Shannon was the WAHL Senior Clipper, a staple in my professional toolbox. My toolbox however was a little dated because I took a nearly six year hiatus from the barber business and about eight months ago return to barbering full-time providing barber services at FLOYD'S 99 Barbershop in Birmingham, Michigan.  Now, I think it's worth noting that a good pair of electric clippers could last a life-time or two even with minimal upkeep and a few minor repairs like replacing frayed or damaged power-cords. But, clipper technology has arguably taken a quantum leap in the last 10 years or so with the advent of lithium-ion cordless clippers.  Earlier versions of cordless clippers in my opinion failed to meet the threshold of dependability and robust operating performance that a professional barber's workload demands. But as I began to re-engage the industry about ten months ago, I began to appreciate that hair-cutting professionals were, in significant numbers embracing the new cordless clipper phenom of sorts.  I inquired with a lot of the hair-cutting professionals I saw using the cordless clippers about, in general the power, practicality  and reliability of the these lithium-ion powered cordless clippers.  In one instance, I worked with a barber and barbershop owner named Dana for about four weeks and he had a pair of  WAHL MAGIC CLIP CORDLESS LITHIUM-ION Clippers (herein "cordless Magic Clips").  Dana,  seemed to use the cordless Magic Clips sparingly and his enthusiasm for this clipper technology seemed lackluster at best: so, I began to sort of feel that the upgrade to the lithium-ion powered cordless clippers might not be pragmatic, worth the distraction, and/or the premium price. I worked with Dana at his shop in Farmington Hills before moving on to work for FLOYD'S 99 Barbershop in Birmingham, Michigan.

After I began working for FLOYD'S 99 Barbershop in September of 2019, I began noticing that most of the hair-care professional co-worker here were almost exclusively using lithium-ion powered cordless clippers particularly to the degree that they were cutting with electric clippers as opposed to cutting with shears. 

To put myself in context for you as a consumer, it might help you to know that I think it is fair to say that I err to the side of conservatism and frugality when it comes to consumer purchases.  I anguish over even minor consumer purchases sometimes, I analyze, dissect and delay when it comes to major purchases and I am usually in the hunt months if not years before I actually pull the trigger on some purchases.  I am, I believe, for the most part a categorically "self-actualizing consumer" not easily sold on hype and shallow trends. 

So, back to Michigan's long waited re-opening of barbershops and salons, which from a hair-cutting professional's perspective is conceivably a significant matter to contemplate considering that there may be an overwhelming pint-up demand for our hair-cutting services that will converge on us as we return to work. So, my cousin Aaron's phone call inquiring  about electric hair-clipper recommendations came at, perhaps, a good time in that it got me to thinking about the lithium-ion powered cordless clippers again.  I thought that, in recommending the WAHL SENIOR electric hair clippers to Aaron and his wife Shannon, it would only be fair to mention and even recommend that Aaron and Shannon consider the cordless version of the WAHL SENIOR because of how I had observed this cordless WAHL SENIORS and other lithium-ion powered clippers models successfully adopted by hair-cutting professionals with the caveat that I personally had not tried them out myself.  At this time, considering the impending re-opening of barbershops in Michigan, I am beginning to think that lithium-ion cordless clippers may help me in terms of speed, ergonomics and efficiency to  handle the deluge of hair-cutting work I was anticipating upon returning to work at FLOYD'S 99 BARBERSHOP.  See also Detroit Free Press article in which FLOYD'S 99 Barbershop manager Ryan Dinsmore was interviewed about the June 15, 2020 post COVID-19 crisis re-opening of barbershops and salons: https://www.freep.com/story/news/local/michigan/2020/06/15/exposed-barbershop-southfield-reopened-monday-heres-how-went/3191548001/


Shortly before Michigan's June 15, 2020 re-opening of barbershops and salons I began to do more focused research on which lithium-ion clipper(s) to invest in.  My research and experience with clippers in general lead me to believe that I would be best served to try a pair of the ANDIS MASTER CORDLESS LITHIUM-ION CLIPPER and/or a pair of the WAHL 5 Star Series cordless SENIOR LITHIUM-ION CORD/CORDLESS CLIPPER.  And, if I could only afford one pair or only wanted to buy one pair, it would be the ANDIS MASTER CORDLESS LITHIUM-ION CLIPPER.  

Sourcing the ANDIS MASTER CORDLESS LITHIUM-ION CLIPPER was a bit more challenging than I anticipated because when I went to my go-to supplier SALLY'S BEAUTY SUPPLY, they were sold out of the ANDIS MASTER CORDLESS LITHIUM-ION CLIPPER.  I wanted to err to the side of fiscal conservatism and buy only one lithium-ion cordless clipper at this time and figured that I should go with my top choice, but because I could not find the ANDIS MASTER CORDLESS LITHIUM-ION CLIPPERS locally, on day two of re-opening my wife went to SALLY'S BEAUTY SUPPLY and purchased a pair of the WAHL 5 Star Series SENIOR CORD/CORDLESS LITHIUM-ION CLIPPERS because the store did have these clippers in stock locally. 

So, with that said, here is my findings and review of the WAHL 5 Star Series SENIOR CORD/CORDLESS LITHIUM-ION CLIPPERS.

​

3
DAY ONE. 

My most initial and foremost impression was that I have been deprived of a material and significant improvement in hair-cutting technology and should have perhaps purchased a pair of these clippers months ago when I first came back to the business.  I almost imediately appreciate the ergonomic improvements related to freedom of being untethered to a cord and the ergonomic improvements associated with the signficantly lighter weight of this CORDLESS WAHL SENIOR compared to the magnetic motor driven corded version of WAHL's SENIOR CLIPPER model. 


The freedom detachment affords make this clipper more like a new hair-cutting tool altogether because I am am able to do almost new maneuvers altogether.  Really impressive and remarkable improvement over corded  clippers in my opinion as far as ergonomics and work efficiency. 

These clippers can choke-up a little and bog down under heavy loads of hair but are adequately powerful and I could appreciate disadvantage power-wise to corded magnetic driven version of the WAHL SENIOR model.

There is an option to run the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER corded.  The power-cord that comes with the unit is robust and similar in gauge and quality to a cord you'd expect to get on a comparable corded professional grade magnetic motor electric clipper. 

The clipper lasted me nearly five hour and five clients on one charge. With these five patrons, I did a lot of alternating between electric clipper hair cutting and cutting hair with shears so these were not all clipper haircuts. 

Latter on Day-One I had an all clipper hair cut where the patron asked for a "number one" on the sides and a "number 7" on the top. Because, I don't have an ANDIS MASTER "number 7" clipper guard attachment, the WAHL SENIOR IS my go-to for this type of hair cut request and my new WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER fit bill most adequately. 

DAY TWO

I got very comfortable using the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER and on Day-Two the clipper stopped working in the middle of a haircut with no warning.  It was kind of like running out of hot water half way through a shower or maybe like falling asleep in a bathtub  and waking up to a drained bathtub.  It really not big problem though because you can quickly convert to the corded clipper operating option.  Although, I think that being more conscious about taking measures necessary to maintain a sufficient charge is the way to go with these clippers to benefit more consistently from the ergonomic advantages this clipper offers.

 DAY THREE

On Day-Three I had a client  towards the end of the shift on whom I did a nearly all clipper, fade/tapered haircut.  I used the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER to do a lot of fading, blending and tapering in this haircut. In my opinion, in this instance the clippers got very hot in a relatively short period of time.  So, I think it may be realistic for someone who does lots of electric clipper intensive hair-cutting to anticipate the need to have an alternate pair of clippers to avoid hazards associated with having the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER getting too hot.  One of my co-workers told me that she sprayed some disinfectant clipper spray on a pair of clippers that were too hot and doing so started a fire! There are many reasons to avoid running electric clippers to the extent they are overheating, including but not limited to risk of injury to you or your patron and damaging the clippers. 

One of the problems I had with the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER is that it was difficult to get the clipper on the hanging ring outfitting my workstation at FLOYD'S 99 Barbershop Birmingham in general and particularly so when to power cord was attached to the clipper. I therefore made a non-compromising modification to the clipper by adding a wire-tie to the hanging ring of the clipper. See photo below.


On a final note, in my opinion, some of the technology used in WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER  is still relatively new in the context of the broader category of electric clippers generally and it remains to be seen how reliable the clippers are in the long term for professional usage. A good pair of professional grade corded, magnetic motor driven clippers by companies like Oyster, Andis, and Wahl have been known to last a lifetime or two life-times even with minimal and/or inexpensive repairs. So, hopefully the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER will not need expensive repairs, excessive maintenance, or expensive replacement parts.  Obviously, one thing one can count on replacing at some point is the lithium-ion battery and you should be aware that when or if you want to replace the lithium-ion batteries in the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER, you will need to send the entire clipper unit to the Wahl Service Center for replacement. 

I am grateful to local SALLY'S BEAUTY SUPPLY store for being a resource to quickly obtain the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER without the delay shipping would have imposed.  I have however, since the WAHL 5 Star Cordless SENIOR LITHIUM-ION CLIPPER purchase acquired the ANDIS PROFFESIONAL MASTER CORDLESS LITHIUM-ION CLIPPER through a dealer on eBay, so look for a review on that clipper from us at Tonsorial Virtuoso LLC very soon!

Thanks!

Happy Haircutting,

John L. Roseman
Managing General Director,
Tonsorial Virtuoso LLC.
johnlroseman@howtvcutblackmenshair.com
313-815-0119

​#wahl,  #SALLY'S,  #BEAUTY,  #SUPPLY,  #REVIEW,  #Cordless,  #lithium-ion, #john, #Roseman, #Barber, #FLOYD'S 99

​Here in Michigan where I currently live Barbershops and Salons are currently ordered closed in precautionary and mitigating measures related to COVID-19. What's going on in "your neck of the woods"? In the U.S. many of us are accustomed to living and working at a somewhat "impossible pace"; what's it like to slow down a bit? Are you making any interesting discoveries in the absence of "normal". If you have been forcibly furloughed due to COVID-19 crisis, what do you /anticipate about the future of your career? Do you expect that we operators (barbers/stylist/etc) will be overwhelmed when the spigot is turned back on? Yours truly, John Roseman...wishing all health, safety and prosperity! Cheers!

Bill #5517 and 5518 has been introduced in Michigan to repeal Barber Laws, effectively eliminating the need for a Barber License. Good idea or not? What your oppinion and why?

I recieved this notice a few days ago. Bill is introduced in Michigan to repeal current barber laws, eliminated the need for a Barber License. What do you think? Good idea or bad way to go?