Piercings, Tattoos and More: Dress Codes for the Workplace - Legally Compliant Policies and Guidelines

Setting a dress code is not as simple as it used to be. This 60-minute workplace dress code webinar covers your reasons and rights as an employer to set one, and how to create a policy that fits your business.

You'll weigh what counts as professional attire against cultural and generational preferences, including younger workers' preference for informality. Topics include defining business, business casual and casual, safety in office and manufacturing roles, uniforms, piercings, tattoos and hair, fragrance and hygiene, and religious and cultural exceptions.

The session also reviews dress-related discrimination cases based on sex or gender, religion or race, and how to communicate clear guidelines.

• Create and implement legal policies on clothing, jewelry, tattoos, grooming and religious expression
• Enforce dress and appearance rules without violating the law
• Decide whether gender-specific or role-specific requirements are lawful
• Handle requests to wear attire or headwear for religious reasons, including when safety takes priority
• Address tattoos and body jewelry among younger workers
• Recognize the legal risks of unlawful dress codes

• Reasons to have a dress code
• Your right to set a dress code as a condition of employment
• What to include in a dress code
• Defining business, business casual and casual
• Professionalism in customer contact roles
• Morale and respect among coworkers
• Safety in office and manufacturing roles
• Uniforms and logo wear
• Piercings, tattoos and hair
• Perfume and cologne
• Hygiene
• Cultural and religious considerations and other exceptions
• Younger workers' preference for informality
• Dress-related discrimination cases based on sex or gender, religion or race
• When dress affects performance, positively or negatively
• Designing a policy that fits your business

A well-designed dress code promotes a professional, safe and comfortable workplace that reflects your culture. A poorly designed or enforced one can lead to discrimination claims. Thinking through the reasons and legal limits first helps you get it right.

It suits HR professionals, supervisors and managers, recruiters, training professionals, affirmative action officers, consultants and business owners.

• Human Resource Professionals
• First line Supervisors and Management
• Recruiters and Employment Specialists
• Training and Learning Professionals
• Affirmative Action Officers
• Consultants and Business Owners

Susan Fahey Desmond is a partner with McGlinchey Stafford, PLLC which has offices in 33 states across the country. She has been representing management in all areas of labor and employment law for over 35 years. A noted author and speaker, Susan is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers