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Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. Dress codes are used to communicate to employees what the organization considers appropriate work attire. A dress code or appearance policy allows an employer to set expectations regarding the image it wants the company to convey. Dress codes can be formal or informal and might include the use of uniforms.

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Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. Dress codes are used to communicate to employees what the organization considers appropriate work attire. A dress code or appearance policy allows an employer to set expectations regarding the image it wants the company to convey.

Dress codes can be formal or informal and might include the use of uniforms. This toolkit discusses workplace dress and appearance, including policy considerations, challenges including discrimination issues and best practices. The toolkit also refers to federal and state laws and to Equal Employment Opportunity Commission EEOC rules that may affect dress and appearance policies.

Employers realize that impressions made on clients and customers are important to the success of an organization. Employees typically are the "face" of the company, and employers often find it necessary to control that image. In the past, employers used dress and appearance policies to help employees work comfortably and safely while still projecting a professional image to clients, customers and future employees.

Employers over the years also have used dress and appearance policies to help create an employment brand. Some organizations intentionally use dress to create a specific perception or certain image as an employer. Dress codes help employers fulfill these varying goals of comfort, professionalism, safety, brand and image.

Ideas behind dress and appearance have developed into more than just unwritten policies and practices made and used by managers and supervisors. Dress and appearance policies now require organizations to develop strategies that align with employer goals and culture while protecting the employer from discrimination claims and protecting employees' rights. HR, which is frequently responsible for policy development, must work with other parts of the organization to ensure that dress codes are managed consistently and fairly.

Dress codes used in many organizations range from those that require formal business dress or "business casual" to those that allow more casual wear in summer or those that include grooming and hygiene standards. Employers must consider which type of dress code will not only provide the image they want to portray but will also support company cultures and values.

Those cultures and values might embrace a more serious and formal image in a law firm; a uniform in a delivery company; or colorful, informal dress that still acts as a kind of uniform at a casual restaurant. Employers also need to consider relevant industry standards or safety regulations that affect employee dress and appearance. To present a professional, businesslike image to clients, visitors, customers and the public, some employers implement dress and appearance policies requiring formal business attire.

Environments likely to enforce formal business attire are law, finance, banking and accounting firms. These policies include wearing only business suits and dress shirts. No other attire, such as sport coats for men or dresses for women, is acceptable. The policy typically also requires men to wear ties and dress shoes and women to wear stockings and closed-toe shoes. Some employers create business casual policies that are a little less formal.

Industries that tend to be more creative or artistic, like technology environments, are more likely to have a business casual dress code. The attire can include business suits and dress shirts, but ties may be optional. Men may also be able to wear a collared shirt with a tie or sports jacket. Women may be able to wear businesslike dresses, dress trousers or dressy skirts, and blouses.

Some employers do not require any type of jacket to be worn for male or female employees. Some organizations designate Friday as the day of the week when employees may dress more informally than the normal day-to-day formal business or business casual attire. These provisions usually apply only to employees who have no client or customer contact.

On these days, employees can wear blue jeans, T-shirts without any inappropriate slogans or images , long or knee-length shorts or capri pants, and athletic shoes. Many employers offer summertime policies and activities to keep employees productive and happy on sunny, warm days. The relaxed summer dress code typically runs from Memorial Day through Labor Day for employees who have no client contact.

Blue jeans, T-shirts and athletic shoes are permitted, but employers may have specific provisions against showing midriffs or wearing sandals or flip-flops.

See Summer Dress Policy. Employers often address grooming and hygiene standards in dress code policies. Grooming standards might include the requirement that clothing be neat and clean and not ripped, frayed, disheveled, tight, revealing or otherwise inappropriate. Hygiene standards tend to include a regular bath or shower, use of deodorant, and appropriate oral hygiene. A written policy about grooming and hygiene can help support an employer's action if a workplace situation involving hygiene arises that must be addressed by the employer.

Employers should also be aware that body or breath odor issues may be related to medical conditions. If that is the case, the employer should address the issue appropriately and confidentially; otherwise, it could run afoul of the Americans with Disabilities Act or anti-discrimination provisions under Title VII of the Civil Rights Act of See What should HR do when an employee's body odor is affecting the workplace?

Although no federal law bans employment decisions based on appearance in general, most employers know better than to base employment decisions on appearance that is related to legally protected factors. What employers and managers may not know is that employees' appearance can still qualify for legal protection in some situations.

For example, some local jurisdictions have enacted laws that specifically protect workers from discrimination based on appearance. And some aspects of appearance, such as those related to gender roles or sexual orientation, can—in some situations—qualify for legal protection. On the other hand, the nature of the business or of the job can play a role in determining how much latitude employers have in requiring a certain look for their employees.

Whenever an organization has a job requirement such as a particular dress or grooming code, a good HR professional should question whether that criterion really is relevant to the job. A dress and appearance policy should be clear and specific. Employers also want to ensure some flexibility.

Managers may need to use some discretion when dealing with certain matters such as disability, religious requirements or other case-specific issues that might require accommodations.

Employees Dressing Too Casually? Clarify Your Dress Code. Managing Equal Employment Opportunity. One aspect of dress codes is the ability of employees to wear union buttons, decals or other insignia in the workplace.

The right of employees to wear union insignia at work has long been recognized as a reasonable and legitimate form of union activity. Employers that curtail that activity risk violating the National Labor Relations Act. However, an employer might be able to show special circumstances that justify limiting employees' ability to wear union insignias.

Safety could be compromised, for example, if people confused decals or buttons, such as union insignia, with safety-related insignia on uniforms. If an organization requires specific employees—those with particular certifications or training—to wear insignia indicating that they are qualified to help in an emergency, then the wearing of other insignia on their uniforms could create confusion. In an emergency, people might be confused by multiple insignias and unsure who is qualified to help.

Such an example demonstrates the possible "special circumstance" in which an employer could curb employees' rights to wear union buttons, decals or other insignia. Many employers are familiar with making reasonable accommodations pertaining to schedules or job duty modifications.

An employee with a disability can also request modification of the company dress and appearance policy as a reasonable accommodation. For example, an employee may ask to wear sneakers instead of dress shoes due to a foot condition that is a result of diabetes.

Or an employee may ask to wear a different uniform shirt because of a severe allergic reaction to the material of the standard uniform shirt. Like with any reasonable accommodation, an employer must permit the exception unless it creates an undue hardship for the organization. A dress and grooming policy that has different requirements for men and women may be challenged because the requirements for one sex are based on stereotypes.

In addition, employers must be mindful of whether requirements for one sex are more burdensome than those for the other. For example, if dress code requirements are more extensive for women e.

S ee Can employers have dress code requirements that differ between genders? Employers should be aware of an April EEOC decision that dramatically altered the legal landscape for transgender workers. The decision means that the EEOC will accept claims brought by transgender individuals and can bring lawsuits against employers determined to have discriminated against transgender employees or applicants.

Employers doing business on a national or regional scale should review all state and local provisions. Employers may have to make accommodations to their dress and appearance policies for employees in transition or those choosing to express themselves as the opposite gender. In some industries such as health care, hospitality, manufacturing and corrections, employers must enforce guidelines designed to protect employees or others from injury.

These guidelines often include restrictions related to dress and appearance. HR professionals may be required to enforce such restrictions and may have to deny requests for exemptions from such policies. Some requested exemptions may stem from employees' need to wear certain religious garb. For example, three Muslim women employed in a prison requested accommodation to wear head coverings at work but were denied an exemption on safety grounds when the prison successfully argued that the head coverings posed hazards because an inmate could use them to strangle the employees, the coverings could make it difficult to identify employees, or they could be used to hide contraband.

Also see the section below on religious expression. Grooming and appearance standards that contain prohibitions against certain hairstyles or beards or that treat traditional ethnic dress differently from other attire may also result in race discrimination allegations.

For example, although employers can generally require employees to be clean-shaven, Title VII requires exceptions for men who have a condition in which shaving causes inflammation—a condition that occurs primarily in black men.

The EEOC provides another example: Employers can require employees to have neatly groomed hair, but such rules must "respect racial differences in hair texture" and cannot, for instance, prohibit black women from wearing their hair in a natural Afro style.

The EEOC recommends that to minimize the likelihood of discrimination claims, employers should make sure grooming standards are race-neutral, adopted for nondiscriminatory reasons and consistently applied. Employers must be prepared to make exceptions to dress codes when an employee has a sincerely held religious belief that conflicts with the rules and when no undue hardship for the employer such as a serious safety problem would exist as a result of the exception.

The Religious Discrimination section in the EEOC Compliance Manual notes that religious grooming practices may relate to shaving or hair length and that religious dress may include clothes, head or face coverings, jewelry, or other items.

Determining if a religious belief exemption is legitimate may involve discussion between the employer and the employee. The question of whether a particular belief is or is not religious in nature is one that employers typically will not want to address. In some situations, though, the employer may reasonably question either the sincerity of the particular belief or whether it is in fact religious in nature. In such cases, the employer would be justified in seeking additional information from the employee.

HR can prohibit body piercings and tattoos as long as it does so evenhandedly. Religious issues arise only if an employee asserts a religious basis for such piercing or tattoos. In that case, the employer will have to determine whether the request for an exception is based on a sincerely held religious belief and, if so, whether allowing an exception will create an undue hardship.

If tattoos or piercings are not worn due to religious reasons or another protected class reason , employers can deny the exception request. In workplaces where employers require uniforms, employers must still make reasonable accommodations for religious beliefs.

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Semi Formal Dresses. Set the fashion standard at your next big event with semi formal dresses. Choose from sleeveless, one-shoulder dresses and more to get the perfect look for a semi formal occasion.

The clothes, accessories, and hairstyle you choose for your passport photo can make the difference between a passport you love and one that makes you cringe every time you pull it out. Pick the wrong items, and your photo might even be rejected by the State Department!

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Casual wear

Few issues create as much confusion among cruisers as what to wear to dinner. Some cruise line dress codes accept a clean T-shirt and jeans as acceptable evening attire, while others require a jacket and tie if you want to dine in the main restaurant. If you're wondering what you should wear on a cruise, especially onboard at night, here's how each major cruise line would like you to dress. The Dress Code: Azamara 's dress code is "resort casual"; acceptable attire includes sportswear, collared shirts, pants and jackets if desired, but not required for men and sportswear, casual dresses, or skirts and pants with blouses or knit tops for women. Regular, but not torn or distressed jeans, are fine. No bare feet, tank tops, caps, bathing suits or shorts are allowed in the dining room or specialty restaurants. In the casual Windows Cafe buffet, the only requirements are footwear and a cover-up or shirt. Number of Formal Nights: The line says "Formal eveningwear is not expected nor required.

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Casual wear casual attire or clothing is a Western dress code that is relaxed, occasional, spontaneous and suited for everyday use. Casual wear became popular in the Western world following the counterculture of the s.

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Managing Employee Dress and Appearance

But dressing for job interviews is a lot more complicated than it used to be. Should you still dress formally for the occasion, or will you look out of place? And if you do decide to go for a more casual look, how can you make sure that you still appear professional and respectful? Dress codes vary. For example, a tech start-up in Silicon Valley might frown on someone who dresses too formally, while a Fortune 50 company on Madison Avenue might frown on someone who dresses too casually.

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