"A company does not have the right to
tell a person they can't pierce their body," says Sherry
Smith, president of Workforce Compliance Service, a human resources
consulting firm in Midwest City, Oklahoma. "A company does
have the right, however, to establish a dress code for workers
on the job."
Dress codes may be based on image requirements
or safety issues. For safety reasons, a manufacturing facility
may restrict the type of jewelry that can be worn on the production
floor. A financial services firm may prefer that employees project
a conservative, professional image to clients. And as long as
your dress code is not discriminatory, you have the right to
establish the policies you prefer.
Smith advises making your dress code as specific
as possible to reduce the risk of misinterpretation. Outline
exactly what is and is not acceptable. You might limit the number
of earrings someone can wear, or set a policy of "no visible
tatoos."
Be reasonable when setting your dress code,
Smith says. When safety is not the issue, allow your employees
as much self-expression as possible while still being appropriately
attired for your industry and their role in the company.
All new hires should be advised of the dress
code as part of their orientation. If you decide to implement
a new dress code or change your existing one, consider how you
will deal with current employees whose dress may not comply
with the new rules.
Finally, Smith advises, have an attorney or
someone familiar with labor law review your written policy to
make sure it's not discriminatory and that it doesn't violate
any existing legislation. |
