Pages

Saturday, 14 January 2012

Summer Dress Code Policy

Five Common Summer Casual Dress Code Mistakes

We all wait for it. That time of year when the Office Manager sends out her annual email which gives us permission to dress "casually" in the office. There are guidelines of course, but despite them, mistakes are made. Here are the the top five casual summer attire mistakes with some helpful hints to turn your "don't" into a "do".

Shorts

When permission is given to wear shorts, the intent is that they be Bermuda style. This is the style of shorts that sits just above the knees. Any shorter and you risk showing a little too much leg. It is important as well, that the shorts are the right size. Too short and/or too tight can be a very inappropriate combination leading to an absolute fashion disaster. Find your right size and follow the rule of the hemline sitting just above the knees and you can't go wrong.

Skirts

Again, length is very important here. It is often said that woman over 35 should not wear mini skirts. While, I don't completely agree with this, as many woman over 35 have fantastic legs and should definitely show them off, there is no place for a mini skirt in the office. Here is another situation where if it is just above the knee, you are on the right track. Any shorter, and you risk not only showing off too much leg, but potentially a whole lot more.

Tops

At this time of year, we are given permission to wear more casual style tee and polo shirts at work. While it most likely goes without saying that beer logos and rude statements are out, there are a few more things to consider. Halter and tank tops are only acceptable, when worn with a nice cardigan or jacket. These types of tops often bare more skin or cleavage, which is not appropriate for the office without coverage. Another type inappropriate top at any time of year is the midriff baring top. If your top shows any part of your belly, including your belly button, do not wear it to work. If you must, keep such items for off work occasions.

Shoes

Sandals and open toe shoes are very appropriate to wear to work during the summer months. However, there are still a few cautions. If your shoes are something you'd wear to the beach, such as rubber, thong flip flops....they are not appropriate for the office. Also, beware of wearing shoes such as metallic strappy kitten heels to the office. These are meant for more formal occasions such as going out to dinner, weddings or perhaps a summer garden party. Chose instead a conservative wedge, heel or peep toe.

Capris

Capri pants have become a staple in most woman's summer wardrobes. They are a great alternative to long pants, providing relief from the summer heat, while still providing considerable coverage. Capris come in all fits and styles from the tailored chino to the "cargo" style. Save the cargo for your off duty time. This style is meant to be more casual and not the workplace. Choose instead the more tailored Capri for work.

Following these guidelines above and you are sure to present yourself as the professional you are, while still enjoying the relaxed office dress code this summer.

Thank you for reading and good luck.

Thursday, 12 January 2012

Work Dress Code

The Best Dress Code For Work?

Is what you wear important for work? You might end up in a long debate if you sit down and discuss the subject for any length of time. Dress for work is a tricky thing, although fashion is quite a thing now a days and dress code can be certainly a helping hand.

Why Implement Dress Codes?

Maintaining a standard for what to wear in the office is very important. Younger people often dress shabbily without bothering what others have to say. Making dress code compulsory can maintain theirs and the company's image in public.

If there's no dress code in the office, people will tend to wear whatever they want whenever they want. Imagine someone coming into the office in a singlet, shorts and slippers.


Image description from www.michaelhyatt.com

If they could they would.

But deciding what people should wear has to be reasonable and not go overboard.

Employees and Dress Code

Signing in neat for work is very important, they may choose between casual or formal business attire but this varies from place to place.

Some things that are forbidden are:

- Clothing with abusive or foul language
- Tank tops, t-shirt or halter tops
- Torn jeans and tops
- Hats, caps
- Sweat pants or sweat suits

What employers should keep in mind when choosing a dress code

What they choose has to be reasonable for long hours at work. Employers must make sure that:

- It is work related
- Does not favor one sex or the other
- Not favor one race less than another

Dress code is very important for both employees and employers alike and due thought must be put into it before one heads for a day at the office.

Wednesday, 11 January 2012

Dress Code Policy Workplace

Dress Code Policies in the Workplace

Dress Codes

First and foremost, there are absolutely no federal dress code requirements. It is completely up to the employer to decide how the employees should dress, as long as the policies are not discriminatory. Dress code policies are not allowed to discriminate against any employee's race, gender, religion, disability, or any other federally protected status. Having said this, it is a good idea to avoid rigid and highly restrictive rules to avoid resentment, negativity, or potential law suits.


Image description.

Dress Code Policies Concerning:

Gender: Policies do not have to be the same for both genders, as long as the standards for each gender are reasonable for the business environment. Best practice is to avoid dress requirements that differentiate by gender. For example, instead of implementing a policy requiring skirts for women or neckties for men, simply require "professional business attire".

Religion: When a dress code requirement conflicts with an employee's religious beliefs, the employer must carefully examine the situation and accommodate the employee's religious belief unless the accommodation is an undue hardship for the employer. An employer is not legally required to grant an employee's preferred accommodation, but merely a reasonable one. Best practice is to base dress codes on objective criteria such as workplace safety and professional image and to be prepared to make reasonable accommodations for employees with dress and grooming related requirements that do not adhere to the dress code, but do not present health or safety concerns.

Race: If a dress code policy has an unequal impact of a particular race as opposed to another, this would be a form of racial discrimination. Dress and grooming requirements may run afoul of federal civil rights if they adversely impact a protected class of employees. Best practice is to avoid specific dress and grooming practices and to allow alternatives to policies.

Tattoos and Body Piercings: With regard to body art, an employer can impose different standards for different classes of employees, but not for different genders. For example, an employer can ban visible tattoos and piercings for employees who meet face-to-face with customers, as long as the employer applies the dress code equally to all employees in that class, absent religious accommodations. But an employer cannot prohibit visible tattoos on women, while allowing men to show off their body art or allow women to sport body piercings, while precluding men from doing the same. Best practice is to be reasonable, but understand what qualifies as offensive body art. If there is any doubt, switch that employee to a position where there is no face to face contact with clients, or ask for them to have it removed/covered while in the workplace.

Effective Practice

In short, an employer has a legitimate business interest in presenting a workforce that is "reasonably professional in appearance" and whose workplace is "safe." Therefore, an employer can implement grooming and dress policies to protect those interests. We suggest basing dress codes on objective criteria such as workplace safety and professional image, and to include a statement in the personnel handbook reaffirming that the nonprofit will make every effort to accommodate employees' religious beliefs.

-Kimberly A. Gilmour- Article Source: http://EzineArticles.com/6441873

Thank you for reading.

Recent Comments

Blogspot