Employers are offering creative perks to attract and retain today’s workers.
Plus all the HR resources you need to be more efficient and effective this fall!
SHRM Seminars will host HR education every month in San Francisco this fall! Select the program that meets both your scheduling and development needs.
September 27 - 28.
Chat – Dress Codes in the Workplace
Dress codes in the workplace are written (or more often
unwritten) rules that dictate what we should and should not wear to work.
With summer coming to a close, many organizations will start to worry less
about their dress code policies.
Dress codes may be put in place to maintain professionalism,
identify employees, and/or for safety purposes. But do cooler temps
ALWAYS mean there should be no enforcement of policy or cause for concern?
Please join the SHRM Young Professional Advisory Council at
12 noon CST on August 21 for a #Twitterchat
(<< will link this to the intro in the Next Blog) to discuss dress codes
in the workplace – what works, what doesn’t and how HR can handle dress code
issues in the workplace. Please follow the #SHRMYP hashtag. (What’s
Q1. Does your organization have a written dress code
policy? If so, what industry are you in and how are EEs made aware?
Q2. If your organization does NOT have a written policy,
is there an unwritten or implied dress code policy? How are EEs made
Q3. What should be included in a written dress code
policy? Do EEs deserve an explanation?
Q4. If an organization requires a specific dress code,
should there be a reimbursement? #SHRMYP
--Q4.1. Some hospitals provide scrubs to nurses and doctors, while some do
not. How should they make this determination?
--Q4.2. Do you think this could sway a candidate’s decision as to which hospital
they apply to or accept a job offer with?
Q5. There are fewer companies with written dress code
policies today than there were 10 years ago. Why do you think that
Q6. Would you consider casual dress to be a
benefit? Why or why not?
Q7. Because the perception of casual dress can differ
from person to person, should this offering require a written policy as
Q8. If a company does not have a written policy, should
an EE be subject to disciplinary action for inappropriate dress?
--Q8.1. How can companies remain
consistent in their discipline of EEs with the lack of a written policy?
Q9. #SHRM offers a template on their website to
companies for a “Business Attire Policy”. How would you define Business
Q10. If a company has never had a written dress code
policy and is considering putting one in place, where should they start?
--Q10.1. How much say should the EEs have in the creation of a dress code
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