Ask the BPHR Advisor: Dress Codes

Ask the BPHR Advisor: Dress Codes 2560 1707 Balance Point Team

BPHR’s Director Lisa Salcido, SPHR, SHRM-SCP provides answers to your pressing HR questions.

Question – During the summer months, some of our employees tend to take advantage of our business-casual dress code. Should we send a memo telling them what to wear?

Answer – To deter employees from thinking that anything goes once the temperature rises, it’s best to define your company’s dress code in a formal policy. Consider your company’s culture and what is important or necessary for success in your business. Include details regarding specific permitted or prohibited items of dress.

Eliminate separate dress code policies for male and female employees, such as “only women may wear earrings.” Employers cannot force employees to conform or identify with a certain gender. Be sure to enforce the dress code uniformly but keep in mind, employers may need to exempt certain employees from dress code provisions to accommodate religious or medical needs.

Communicate your new policy consistently to all employees and let them know the consequence of reporting to work dressed inappropriately. You may require that they leave (unpaid or use Paid Time Off) and not return until the issue has been addressed.

Depending on the type of work and visibility to customers and clients, you may want to consider implementing “Casual Fridays.” This way your employees have a designated day to bend the rules if they so desire.

Take a More Balanced Approach to HR with BPHR

Human resources is a juggling act—you’re an enforcer of policy one minute, counselor the next. When it’s time to call in the experts, Balance Point has got you covered. Our HR support service, BPHR, can help make your to-do list doable. By satisfying day-to-day operational demands of managing your workforce, we can help you focus on the strategic side of HR.

Satisfy Compliance, Focus on Strategy

Schedule your free phone consultation today to learn how your organization can benefit from BPHR.

DISCLAIMER: The material presented on this page is for informational purposes only and does not constitute legal advice or legal opinion.

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