• 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

• Human Resource Supervisor
• Human Resource Manager, Director, Vice President
• Managers and Directors of operational units

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?

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.