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 employees' rights. 

Communicating and enforcing dress code policies are essential. Learning to set and manage policies by working directly with internal managers, business partners, and executives in handling issues such as inappropriate or provocative dress, and unhygienic employees is important, as well as identifying and mitigating any legal issues. (protected class considerations, working with the legal department, and working with employee requests for accommodations).

This course will cover the business of dress and appearance requirements for HR or managers Implementing an easy-to-understand dress code can prevent problems from occurring and ensure your entire staff dresses consistently.

• How to Handle Provocative Clothing 
• 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

• Human Resource
• Team Leaders
• Human Resource Professionals
• Employee Relations Professionals
• HR professionals, particularly those who are either in the process of implementing/changing a dress code policy or who are spending too much time on dress code-related problems.