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Validity : 18th Apr'24 to 28th Apr'24
Handling Sensitive Dress Code Issues
- How to establish an acceptable and legal dress code policy.
- What are the latest issues with gender orientation and identity?
- How to Change Your Company Dress Code (or institute one) Without Causing a Revolt.
- How to handle provocative or inappropriate clothing?
- Where Dress Codes and Discrimination Claims Meet (and how to avoid them).
- Where the Legal Line is Drawn When You Have Separate Dress Codes for Men and Women.
- How to Tailor Your Dress Code to Fit Workers in Different Types of Jobs-- From the Warehouse to the Corner Office.
- How to Effectively Communicate Your Dress Code Expectations to Workers.
- Dealing with Employees Who Consistently Push the Dress Code Envelope.
Overview of the webinar
Dress codes are used to communicate to employees what the organization considers appropriate work attire. The policy allows us to set expectations regarding the image we want to portray.
At the same time, there has been a decided interest in dress codes from federal and state agencies and, in particular, the EEOC
Employers realize that impressions made on clients and customers are important to the success of an organization.
Since employees typically are the first contact made with a company it is often necessary to control that image projected.
In the past, employers used to dress and appearance policies to help employees work comfortably and safely while still projecting a professional image to clients, customers, and future employees.
Over the years employers have also used dress and appearance policies to help create an employment brand.
Today, and especially post-pandemic, dress and appearance policies require us to develop strategies that align with both employer goals and culture and, at the same time, protect us from discrimination claims and “push-back” from our employees.
HR is on the front lines of policy development and enforcement and we need to work with other parts of the organization to ensure that dress codes are managed consistently and fairly.
Who should attend?
- Human Resource Supervisor
- Human Resource Manager, Director, Vice President
- Managers and Directors of operational units
Why should you attend?
Pre-Covid, the concept of “professional dress” was under severe strain. Today, as we begin to return to the office, employees are using traditional discrimination concepts in making claims of lifestyle discrimination based upon sexual orientation, gender identity, physical appearance, piercings, tattoos, smoking, and other privacy/personal issues.
At what point does the employee’s right to self-expression interfere with the employer’s right to set boundaries?
Faculty - Dr.Greg Chartier, SPHR, GPHR, SCP
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource programs, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce the company mission, vision, values, and culture and the content is practical for team leaders, managers, supervisors and executives alike.
Dr. Chartier has a Bachelor’s Degree in Political Science, an MBA in Finance, and a Ph.D. in Human Resources. He is a National Member of the Society for Human Resource Management (SHRM) and is certified by the Human Resource Certification Institute (HRCI) as a Senior Professional in Human Resources (SPHR) and a Global Professional in Human Resources (GPHR) as well as a Senior Certified Professional (SCP) by SHRM.
He is a member of the faculty at Pace University, where he works with the Continuing and Professional Education Programs and the Human Resources Institute at Pace. He is also a member of the faculty of the New York Medical College, where he teaches in the Masters in Public Health Program.
He is the author of What Law Did You Break Today? A guide to the federal laws and regulations that employers must comply with.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org