This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 10,000 companies