Dress code policies can vary from extremely rigid to quite lax depending on the needs of the business or the corporate. Typically, a human resources department is responsible for the drafting and enforcement of the company dress code. Aside from organizations that assist employees with filing complaints, there is little regulation governing company dress codes. There is much to consider when establishing a policy that is fair and practical while incorporating safety measures.
Employer Rights
As an employer, it’s up to you to establish a dress code policy that suits your business needs. You have the right to enforce your policy as you see fit, which might include the use of verbal and written warnings, suspension or termination of employment. A typical dress code policy includes lists of permitted and prohibited attire and information about how the policy is enforced and consequences faced by those who fail to comply.
Employee Rights
Regardless of the type of dress code policy you implement, you must treat all employees with certain job categories equally. The policy must not treat employees less favourably as a result of their race, colour, religion, gender, national origin, age, disability or genetic information. For example, a dress code may prohibit certain kinds of ethnic dress, such as casual Indian attire, only if the policy prohibits all casual attire, such as jeans, across the board. If a company's dress code conflicts with the religious practices of an employee, that employee may request accommodations. Unless the employer can prove that modifying the dress code to accommodate that employee’s request would result in undue hardship, the employer must modify the dress code. The same applies to requests for accommodations based on disability.
Practicality
Institute and enforce a practical dress code for your business. Take all factors into account when drafting your policy, such as whether employees are exposed to elements like rain and cold temperatures and whether they are visible to the general public or remain behind the scenes. Piercings, tattoos and hairstyles, although socially acceptable, can be taken offensively by some. There may be an extremely fine line between sexual harassment and artful expression. You’re within your rights as an employer to require piercings to be removed, tattoos to be covered up and stylistic expressions to be tamed. You’ll want to enforce a dress code that reflects your industry. Some companies institute a uniform dress code that clearly shows company logo and employees’ names. Other companies, such as banks, may opt for a business dress code enhanced with a name tag.
Safety
A dress code always should incorporate safety considerations, such as if employees are required to wear safety gear, such as goggles, steel-toe boots and helmets. Clearly, list any regulations, and let employees know if they are responsible for providing their own safety supplies or if the company issues them. Address facial and body hair in your policy, particularly for such industries as food. Address shaving, hairnets and other means of pulling hair back.
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