Dress Code: Jewelry and Tattoo Policy

LIKE SAVE

Objective

[Company Name] expects all employees to exercise appropriate judgment with regard to personal appearance, dress and grooming to be most effective in the performance of their workplace duties. The company recognizes that personal appearance is an important element of self-expression and strives not to control or dictate appropriate employee appearance, specifically with regard to jewelry or tattoos worn as a matter of personal choice.

In keeping with this approach, [Company Name] allows reasonable self expression through personal appearance, unless a) it conflicts with an employee’s ability to perform his or her position effectively or with his or her specific work environment, or b) it is regarded as offensive or harassing toward co-workers or others with whom [Company Name] conducts business and has contact with employees.

Procedures

[Company Name] permits employees to wear jewelry or to display tattoos at the workplace within the following guidelines. Factors that management will consider to determine whether jewelry or tattoos may pose a conflict with the employee’s job or work environment include:

  1. Personal safety of self or others, or damage to company property.
  2. Productivity or performance expectations.
  3. Offensiveness to co-workers, customers, vendors or others in the workplace based on racial, sexual, religious, ethnic, or other characteristics or attributes of a sensitive or legally protected nature.
  4. Corporate or societal norms.
  5. Customer complaints.

If management determines an employee’s jewelry or tattoos may present such a conflict, the employee will be encouraged to identify appropriate options, such as removal of excess or offensive jewelry, covering of tattoos, transfer to an alternative position, or other reasonable means to resolve the conflict.

An environment of mutual cooperation, respect, and fair and consistent treatment for all employees is the company’s goal. Nonetheless, the company is legally responsible for ensuring that no employees are subject to harassment or a hostile work environment. As an initial step toward resolution of any complaint or offense under this policy, supervisors and managers will be responsible for explaining the policy and answering employee questions. If an agreeable solution cannot be reached at that stage, the human resource manager will follow company procedures to resolve the issue.


LIKE SAVE

SHRM HR JOBS

Hire the best HR talent or advance your own career.

When Was Your Handbook Last Updated?

Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements.

Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements.

Update Your Handbook Today!

SPONSOR OFFERS

HR Daily Newsletter

News, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.