Handling Sensitive Dress Code Issues without Getting Sued

Employers realize that their employees typically are the face of the company, and employers are finding it increasingly advisable to control that image.

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 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 employee rights.

WHY SHOULD YOU ATTEND?

This course will cover the business of dress and appearance requirements for HR or managers. Set and manage policies by working directly with internal managers, business partners and executives in handling issues such as inappropriate or provocative dress, unhygienic employees

LEARNING OBJECTIVES

• Identify and mitigate legal issues, such as protected class considerations, by working with the legal department
• Work with employee requests for accommodations
• Please mention below the Areas will be covered during the Session: (Should have more than 6 bullet points):
• How to Handle Provocative Clothing (and what word not to use)?
• Where Dress Codes and Discrimination Claims Meet (and how to avoid them)?
• How Far You Can Go … tattoos, facial hair, nose rings, etc.?
• How to Deal with Transgender Dress-Related Issues?
• How to effectively communicate your dress code expectations to workers?
• Dealing with employees who consistently push the dress code envelope

WHO WILL BENEFIT?

• HR professionals, particularly those who are either in the process of implementing/changing a dress code policy or who is spending too much time on dress-code-related problems.
• Human Resource professionals
• Employee Relations professionals
• HR administrators
• Owner
• President
• HR manager
• HR executive
• Team leaders