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Healthcare Dress Code and Work Appearance Webinar

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Healthcare Dress Code and Work Appearance Webinar

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From the style and length of one’s hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization’s culture and policies, as well as following federal and state laws.

Organizations expect employees to use sound judgment in their dress and grooming, however, what if the employee’s sense of dress and grooming varies from the organizations?

Religious dress and dress that defies gender stereotypes are the two areas that are the most challenging for employers. These issues and others will be discussed.

Learn More,

https://conferencepanel.com/conference/dress-and-appearance-code-rights-responsibilities-potential-liabilities-for-2022

From the style and length of one’s hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization’s culture and policies, as well as following federal and state laws.

Organizations expect employees to use sound judgment in their dress and grooming, however, what if the employee’s sense of dress and grooming varies from the organizations?

Religious dress and dress that defies gender stereotypes are the two areas that are the most challenging for employers. These issues and others will be discussed.

Learn More,

https://conferencepanel.com/conference/dress-and-appearance-code-rights-responsibilities-potential-liabilities-for-2022

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Healthcare Dress Code and Work Appearance Webinar

  1. 1. Dress and Appearance Code Rights, Responsibilities, and Potential Liabilities for 2022 Susan Strauss EdD RN Organizational and Management; Discrimination & Harassment Consultant
  2. 2. Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter. Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Maartin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development. Susan Strauss susan@straussconsulting.net www.straussconsulting.net Bio
  3. 3. Objectives To discuss why a dress code is advantageous to employers and employees To state legal issues associated with dress & appearance To identify best practices for an organization’s dress code To describe how explicit and implicit bias influences dress codes
  4. 4. Dress Code vs Appearance Code Hair Make-up Nails Fragrance Hygiene Jewelry Facial hair Material of employees’ shoes
  5. 5. Why a Dress & Appearance Policy? Sets clear expectations Protects organization’s image Promotes productive work environment Complies with health & safety standards Prevents claims of discrimination & harassment Outlines – permitted vs not permitted
  6. 6. Employer Has Right to Establish Dress Code Can legally set limits to self-expression re: Tattoos, piercings, extreme dress, jewelry, hairstyles Be somewhat flexible Business related Promotes company’s image Addresses safety
  7. 7. Gender Age Religion Race National Origin Discrimination
  8. 8. EEOC Religious Garb and Grooming in the Workplace: Rights and Responsibilities http://www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm
  9. 9. Head Coverings Policy needs to address in detail, remembering religious reasons
  10. 10. EEOC vs. Abercrombie If an employment decision is motivated by religion—even if the employer does not know the individual’s religious requirement—the employer may be liable for religious discrimination or failure to accommodate.
  11. 11. Tattoos & Body Piercing >20% adults 38% millennials – 50% two or more 23% millennials – body piercing Number of tattoos and piercings? Size? Placement (visibility)? Offensiveness?
  12. 12. National Labor Relations Act Cannot ban derogatory images or words regarding company Cannot require employees to wear hats/ T-shirts with company logo and not union logo
  13. 13. Policy to Include: Rules Rationale for rules Consequences for violating rules Examples of compliant and non- compliant attire

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