![\"Professionally](\"https:\/\/www.californialaborlaw.info\/wp-content\/uploads\/2018\/06\/GaudiLab.jpg\" "\\"Photo")
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In today\u2019s work world, it is more common than not for employers to establish proper attire and grooming policies for their employees. These policies serve as a guideline for appropriate workplace appearance, clothing, grooming, and hygiene. Employers typically establish these dress codes in order to maintain a well-functioning workplace environment, free from unnecessary distractions. Most employees are required to maintain a neat and clean appearance that is appropriate for the workplace setting and for the work being performed.<\/p>\n
Employers are allowed to regulate their employees’ appearance, as long as they do not illegally discriminate against certain employees. An employer generally cannot single you out or discriminate against you or a particular group of people, dress code policies must target all employees. In order to prevent any illegal discrimination practices, an employer may require his or her employees to wear a uniform so that all employees remain consistent in their dress code.<\/p>\n
A common issue that many employers face in today\u2019s modern culture is whether to allow tattoos and body piercings. Under the law, employees have no legal right to show body art in the workplace because it isn\u2019t considered a religious or racial expression.<\/p>\n
While employers have the legal right to require employees to cover or remove tattoos or piercings, a reasonable approach would be to specifically state their policy regarding body art in the workplace.<\/p>\n
However, an exception to an employer\u2019s attire and grooming policies is whether a person\u2019s religion requires him or her to wear, or forbids them from wearing certain clothing. Courts have held that employers have a legal obligation to reasonably accommodate their employees’ religious beliefs so long as it does not impose a burden or undue hardship on the employer.<\/p>\n
If your employer wants to lawfully prevent you from wearing certain clothing, it must show that allowing you to wear this clothing would pose an undue hardship on the business or conflict with a safety hazard. For example, a factory may impose clothing restrictions for assembly line workers to protect them from loose clothing getting caught in the machinery or to protect them from getting burns.<\/p>\n
Employers establish attire and grooming policies for the safety and well-being of each employee and the workplace environment. However, these policies must refrain from illegally discriminating against a certain person or a particular group, and must fairly apply to all employees.<\/p>\n
If you, or someone you know, are facing legal issues in the workplace United Employees Law Group has answers, Call Today for your free and confidential case review. Please feel free to CONTACT US with any questions about this blog or your exact situation.<\/p>\n
Photo Credit: Shutterstock\/ GaudiLab<\/p>\n","protected":false},"excerpt":{"rendered":"
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