“Are you really going out in that!?” 10 tips for developing employee dress code policies

As warm weather approaches, employee dress habits tend to become more relaxed. With the summer months almost here, now is the perfect time to review your company’s dress code policy. Not only is inappropriate dress a distraction, some employees may find it offensive. And while employee productivity is certainly a concern, company image may also be compromised by poor workplace dress habits. Your employees’ appearance is directly tied to your company’s image and an inappropriately dressed staff doesn’t promote the company in a positive light.Below are 10 important considerations when developing a dress code policy to ensure that your employees dress for success:

1. Communicate the reasons for your company’s dress code. Your dress code policy should align with your company’s philosophy, mission, and business strategy. If your company is more traditional, a conservative dress code may be most appropriate. However, if your company is more creative or cutting edge, your dress code may be a bit more relaxed. For employees to buy-in, there needs to be a connection between what the company does and the image you wish to portray.
   

2. Think about the work employees do. Sometimes the type of work employees do will dictate how they should dress.For example, an employee working in a production facility should not be permitted to wear open-toed shoes due to obvious safety concerns. However, because this individual works with machinery, he or she may be permitted to dress more casually than other employees with regular exposure to clients or customers.
   

3. Will casual days be permitted? Comfortable dress has been shown to boost employee morale. As such, many employers have implemented “Casual Fridays” as a benefit for their employees. If you okay casual dress days, it is important to define what “casual” means (e.g., maybe jeans are acceptable, but not sweat pants) and indicate when employees are permitted to dress casually.
   

4. Be specific about what’s prohibited. Provide examples of what is, and what is not appropriate dress for your office. Include in your policy that, for example, opened-toed shoes, tank tops, short skirts, and revealing and form-fitting clothing are not permitted. Also, be sure to indicate the type of attire you expect your employees to wear with examples included. Specificity will ensure employees understand exactly what is, and what is not, allowed at work.
5. Appearance doesn’t just mean clothing. Polices relating to personal appearance should not only regulate employee dress, but they should also communicate guidelines relating to hygiene and other physical characteristics, such as piercings, tattoos, or facial hair.

6. Consider discrimination concerns. To avoid legal liability, make sure your policy does not adversely affect employees of a protected group. For instance, women have argued that requiring them to wear skirts or dresses is discriminatory. Make sure your policies apply evenhandedly to all employees. Dress codes should never favor one gender over the other or certain religions, races, or employees of a particular national origin.

7. Disciplinary action. It is important to clearly state the repercussions for failing to comply with your company’s dress code policy. Will employees be sent home to change? If so, will they be paid for their time spent away from work? Will employees be issued warnings based on the number of offenses as well as the severity of the violation? Whatever consequences you decide to apply to your dress code, make sure your employees are aware of it. When employees understand the consequences, they are more likely to abide by the policy.

8. Promote awareness for the policy. Employees must be aware of your company’s dress code policy in order to comply with it. Remember to reinforce the policy during company meetings, through company memos, and throughout the orientation process.

9. Be a role model to your employees. Dress how you would like your employees to dress. You can’t expect employees to wear a suit and tie if company executives show up in jeans.

10. Apply the policy consistently. To avoid allegations of discrimination, be sure to consistently apply your dress code policy. Policies are intended to ensure everyone is treated fairly and that all employees are held to the same standards. It’s important to train your managers to consistently respond to dress code violations and to always follow company policy when doing so.

There are a variety of issues that should be addressed when determining an appropriate dress code policy for your company. Consider the image you would like to portray to clients and customers as well as the policy’s implications on employee performance and morale. Regardless of the policy you decide to incorporate, it should be clearly communicated and consistently applied.

Keeping Politics out of the Office

With the recent instability of the U.S. economy and mounting concerns over where we’re headed with the war and Iraq there is no better time than now for change. Because these issues are very real concerns for many Americans, this year’s presidential election is sparking an enormous amount of public interest. The political “buzz” can be heard everywhere!

Mother always said not to talk politics at the dinner table; but what about in the workplace? In a work environment discussions related to politics can be distracting. It takes the focus off of work and can sometimes result in emotional reactions which have the potential to breed anger, discontent, and reduced productivity. But, with so many important issues up for grabs in this year’s election, how can employers ensure employees concentrate on their jobs rather than the upcoming election?

Employers can manage political distractions by taking a few simple steps:

1. Manage political expression. While employees may claim their rights to freedom of speech have been violated when employers enforce policies limiting political dialogue and activity while on the job, this provision of the first amendment simply doesn’t apply to the private workplace. Employers are certainly within their limits to incorporate restrictions on political expression into policies relating to solicitation, personal appearance, and employee decorations. With respect to solicitation, employees should understand that posting or distributing non-work related material, such as partisan brochures, campaign buttons and political posters, is prohibited. Personal appearance policies should also be reviewed in order to prohibit employees from wearing campaign related clothing, pins or buttons. Remind employees that the workplace is not the time to press their political views on others.
2. Know your limits. Restrictions on political activity may only be confined to the workplace and must not go too far. An employee’s outside political activity cannot be controlled by their employer. In addition, an employee’s outside political activity as well as their political beliefs must not be used as a basis for employment-related decisions. Employers should be careful not to threaten or engage in punitive actions based on the political affiliations, voting decisions and viewpoints of their staff.
3. It’s all about perception. The concept of a hostile work environment does not only apply to sexual harassment. Employers should be doing their due diligence in protecting employees that may consider public displays of political affiliation and heated political dialogue to create a hostile work environment. A hostile work environment exists when an employee perceives a co-worker’s conduct to unreasonably interfere with his or her work or that such conduct creates a hostile, intimidating, or offensive work situation. Certainly an employee pressing their political views on others and never-ending discussions relating to politics may be perceived as hostile. It’s your responsibility to take the appropriate recourse against employees that go too far politically.
4. Set the example. In the office, employers must refrain from engaging in political debates with their employees. The manner in which employers broadcast their political views during work hours sets the tone for how employees will communicate their political standpoints. Remember, company policies apply equally to employees and employers!
5. Time off to vote. As a means of encouraging employees to exercise their civic responsibility, many states require employers to grant employees time off to vote. It’s important to note, however, that states vary in their voting time requirements; therefore, before drafting a voting time policy check your state laws. Some states may require voting time to be paid, others do not. Even if your state does not require that employers grant employees time off to vote, if such a provision is included within your employee handbook you may be obligated to provide the time as promised.
6. Post-election conduct. Keep in mind that the days following the election can cause the same effects in the office as the campaign season leading up to the election. Employees may be tempted to spend precious work time expressing their “approval” or “disapproval” of the newly-elected; therefore, it’s important to continue to enforce the policies set forth during the pre-election period.

Our primary political season rolls around every four years; employers need to prepare standard policies and procedures in advance so that employees know what is expected of them. Having specific guidelines in place regarding what is and what is not acceptable workplace conduct is the best way to combat displays of political “soap boxes”. Following the procedures outlined above will help take politics out of the office, but not the fun!