Download our free e-book, HR Outsourcing: A Step-by-Step Guide to Professional Employer Organizations (PEOs) This makes it easy for your employees to reference guidelines anytime they have questions or concerns, and it provides an effective medium for formally communicating your expectations.Talk about your employee handbook and its recommended uses as part of the onboarding process. Every workplace attire and appearance standard and/or guideline should include a statement that certain staff may have to meet special attire, grooming and hygiene standards. This, of course, is mitigated by whether the nature of the employees’ roles, or the company’s services, demand otherwise.For companies considering a dress code policy, below is some gender-neutral language which may be helpful:Keep in mind that the stakes for getting this wrong may be high. A person's personal grooming routine may determine how he … Employers that create and enforce poorly drafted gender-based dress code policies assume the risk of running afoul of gender discrimination laws.
Do your employees know what’s expected of them when it comes to hygiene and appearance?It’s a delicate subject, but one that still needs to be addressed. There are no federal civil employee rights laws explicitly addressing transgender employees or protecting gender identity. Rights for transgender and transitioning employees in the workplace are still an evolving area of the law. Nevertheless, gender-based dress codes continue to raise concerns in the workplace. They specialize in providing administrative relief and better access to comprehensive employee benefits, while helping businesses minimize risks. This site uses cookies to store information on your computer. No law requires an employer to maintain a dress/appearance policy. Fill out the form and one of our representatives will contact you within one business day.Looking for an easy way to keep up on the latest business and HR best practices? Some are essential to make our site work; others help us improve the user experience. In other words, your grooming guidelines should complement your dress code by addressing personal appearance issues that extend beyond attire.A good rule of thumb is to think of grooming as having to do with alterations or applications For example, hairstyles, beards, deodorant and cologne are in the grooming category, but the style of dress (i.e., business casual, no denim, etc.) Opinions expressed are those of the author. Departure from appropriate grooming, hygiene and attire standards will result in employee counseling and/or disciplinary action up to and including termination of employment. Literally, walk them through it.On an annual basis, make sure all employees review your employment policies and guidelines. would be considered dress code. ).Although it’s important to establish and properly communicate your company’s personal grooming standards, it’s also important that you respect others’ feelings and rights.You want to take care in ensuring you don’t violate employees’ religious freedoms or impose on their creative expression. Scope Additionally, there is a potential impact to transgender employees.Title VII of the Civil Rights Act of 1964 protects employees against discrimination on the basis of their gender. By using the site, you consent to the placement of these cookies. This is key to help you Always keep top of mind the ADA when formulating dress code and grooming policies – and how they may be applied. Accordingly, employers need to be mindful of what jurisdictions they are doing business in when considering the legal risk of creating and enforcing gender-based dress code policies, given the potential impact on transgender employees.In addition to any legal exposure, companies should keep in mind diversity and inclusion best practices. Join our growing community of business leaders and get new posts sent directly to your inbox.Even if it’s not a formal one, you’ve probably communicated your expectations regarding how employees should dress in some form or fashion (no pun intended).But what about personal grooming? Several weeks ago, the internet was ablaze with discussion of a Outside of this academic context, many employers today are aware of the dangers of creating and applying gender-based employment policies.
Keep up with the times so that your business's view of what is appropriate for business dress stays current. would be considered dress code. Normally, these special standards are invoked for health or safety reasons, customer/patient contact or … For instance, be sure to discuss if and when any tattoos or body piercings should NOT be displayed.If the nature of your business dictates that employees with body art should cover it up when meeting with clients, then say so. It may make good business sense to prohibit casual dress when employees meet customers face to face. But allow for exceptions – for example, those that are faith-based.What’s the most sure-fire way to avoid vague references to dress and grooming standards and give employees a clear-cut guide for what’s expected of them? For example, hairstyles, beards, deodorant and cologne are in the grooming category, but the style of dress (i.e., business casual, no denim, etc.) Their knowledge and experience can position you to avoid problems and leverage your workforce to concentrate on core business matters.Ready to learn more about what a PEO can do for your business? Habits that are considered personal grooming include bathing, dressing, applying make-up, hair removal, and taking care of one's teeth and skin.
while those in non-customer-facing positions may be permitted a more relaxed dress code (business casual, uniforms, etc.
Emphasize the importance of dress in promoting a positive company image to customers. In fact, current Attorney General Jeff Sessions has Further to the federal law question, a number of state laws explicitly protect transgender and transitioning employees from employment discrimination.