Dress Code Policy At Work

Dress Code Policy At Work

First there is absolutely no federal requirements regarding dress code. They cater to the employer to decide how employees should dress, so that policies are not discriminatory. Dress code policies are not allowed to discriminate against any employee of race, sex, religion, disability or other status protected federal. That said, it's a good idea to avoid rigid rules and very restrictive to avoid the bitterness, negativity, or potential litigation.

Dress code policy:
Gender: Policies should not be the same for both sexes, the rules for each sex are reasonable for the business environment. The best practice is to avoid dress requirements that differ by gender. For example, instead of implementing a policy requiring the skirts of women and ties for men, a "professional work clothes."

Religion: When a dress code conflicts with religious beliefs of an employee, the employer must carefully consider the situation and meet with employees of religious beliefs unless accommodation is an undue hardship for the employer. An employer is not legally required to provide accommodation for an employee favorite, just reasonable. The best practice is to establish dress codes on objective criteria such as safety and the professional image and be prepared to make reasonable accommodations for employees with the dress and appearance requirements that do not meet the dress code, but do not present health or safety problems.

Race: If a dress policy has an odd effect of a particular race, as opposed to another, it would be a form of racial discrimination. Dress and appearance requirements may violate the civil rights of the federal government if they affect a protected class of employees. The best practice is to avoid specific dress and grooming practices and allow alternatives to the policies.

Tattoos and piercings: For body art, an employer may set different standards for different categories of employees, but not for the different sexes. For example, the prohibition of the employer on visible tattoos and piercings for employees who find themselves face to face with customers, as the employer uses the dress code equally to all employees in that category, no religious accommodation. But an employer can not prohibit visible tattoos on women, while men show their body art or piercings enable women to sport, while excluding men to do the same. The best practice is to be reasonable, but understand what can be described as offensive body art. If there is any doubt, take the employee to a position where there is no face to face contact with customers, or ask to be removed / covered at work.
Effective practice

In short, the employer has a legitimate interest in the business world of work today, which is a "reasonable looking professional," and whose task is "safe." Therefore, an employer may adopt policies to wear and care to protect their interests. It is advisable to dress basing on objective criteria, such as safety in the workplace and professional image, and a statement included in the personnel manual states that the non-profit making every effort to accommodate employees 'religious beliefs'.

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