Personal appearance regarding personnel in the

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Personal appearance regarding personnel in the

Employers must avoid unlawful discrimination in any dress code policy. Employers may have health and safety reasons for having certain standards.

Dress codes must apply to both men and women equally, although they may have different requirements. Reasonable adjustments must be made for disabled people when dress codes are in place.

A dress code can often be used by employers to ensure workers are safe and dressed appropriately. It should, however, relate to the job and be reasonable in nature, for example workers may be required to tie their hair back or cover it for hygiene reasons if working in a kitchen.

Personal appearance regarding personnel in the

Employers may have a policy that sets out a reasonable standard of dress and appearance for their organisation. Any dress code should be non-discriminatory and should apply to both men and women equally.

Standards can be different, for example a policy may state "business dress" for women but may state for men "must wear a tie". High Heels and dress codes Reports in the media have high-lighted the case of a temporary worker who was sent home without pay for refusing to wear high heels at work.

Although staff can be dismissed for failing to comply with a dress code, employers should be cautious when operating a dress code in this way. Any dress code should not be stricter, or lead to a detriment, for one gender over the other. It has been reported that wearing high heels can cause physical pain and even harm, and therefore may lead to a successful claim of direct discrimination on grounds of sex.

Employers may adopt a more casual approach to dress during the summer, but this may depend on the type of business.

Some employers may require staff to wear business dress all year because of the nature of the work, for example sales representatives who meet with clients will need to maintain a certain standard. It is good practice when drafting or updating a dress code for an employer to consider the reasoning behind it.

Consulting with employees over any proposed dress code may ensure that the code is acceptable to both the organisation and employees.

Once agreed it should be communicated to all employees. When setting out a policy employers should take into account employees who may dress in a certain way for religious reasons.

However, workers can be required not to wear certain items that could be deemed a safety risk, for example loose clothing may be a hazard if operating machinery. If employees do not comply with the standards it may result in a disciplinary hearing.

Exceptions to the rule There may be times when employees wish to support different charities, and they would like to ask for exceptions to the normal dress code rules, for example jeans for jeans day, Christmas jumper day etc.

On these occasions people should ask their line manager if it would be ok to take part.Personal appearance is an often disregarded part of communication and presentation skills.

When you are speaking in public you may be representing your organisation or . Personal Appearance Regarding Personnel Currently Serving in the United States Army.

As stated in AR , Wear and Appearance of Army Uniforms and Insignia, paragraph A, “General. The Army is a uniformed service where discipline is judged, in part, by the manner in which a soldier wears a prescribed uniform, as well as by the individual’s personal appearance.

Personal Appearance Policy Uniform Use and Appearance Situations regarding specific safety issues will be brought to the personnel to added personal injury the acceptability of the style will be evaluated by the following criteria: Page.

1. of. 3. grooming and personal appearance standards for men and women would not be in the Navy's best interest and is not a factor in the assurance of equal opportunity. Overview of the right to protection of personal data, reform of rules and the data protection regulation and directive.

A well-drafted personal appearance policy, however, can go a long way toward reducing unnecessary workplace problems and employment claims. About the Author Mark G.

Kisicki is a shareholder at Ogletree Deakins (@OgletreeDeakins) in Phoenix.

Data protection | European Commission