Checklist: Factors to Consider When Drafting a Casual Dress Policy
Begin by underscoring the fact that clothes in the workplace cannot be disruptive or reflect negatively on the company's image and service to customers. This should be your starting premise.
Before you begin by identifying what is not acceptable, be sure you have considered these issues:
If you send an employee home to change, will you pay the employee while he or she is gone?
Will you also provide mileage reimbursement?
Do the same rules apply if this is the second or the third time the same individual has been asked to change his or her clothes?
Do violations of the dress policy have the same consequences as other policy violations? How will they differ?
Can a person be terminated for improper dress? What if it's one of your highest-potential employees?
Will your policy be reviewed periodically, at least annually?
Who is responsible for reviewing the policy?
How is the policy modified?
Do all employees have a copy of the dress policy?
In the policy, stress the importance of dress to customer service and in presenting a positive company image. Stress that:
- Even though the standards of dress have been relaxed as a benefit for employees, there are standards of dress to ensure that the customer is not offended and that the company's image is not negatively impacted.
- A "dress-down day" or casual workplace is a benefit, not a right. If you are introducing "dress down" or casual days, set a future date, such as three months later, to review the policy to determine if you are going to continue the practice. Communicate clearly that the policy is being introduced on a trial basis.
Reprinted with permission. © CCH
Checklist: Factors to Consider When Drafting a Casual Dress Policy. Begin by underscoring the fact that clothes in the workplace cannot be disruptive or reflect negatively on the company's image.
Checklist: Factors to Consider When Drafting a Casual Dress Policy
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