Handling Sensitive Dress Code Issues without Getting Sued
Audrey Halpern is a soft skills training facilitator consultant with 20+ years of experience. Audrey’s is currently a faculty member of American Management Association where she trains communication skills.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, 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
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Employers realize that their employees typically are the "face" of the company, and employers are finding it increasingly advisable to control that image. HR, which is frequently responsible for policy development, must work with other parts of the organization to ensure that dress codes are managed consistently and fairly. Dress and appearance policies now require organizations to develop strategies that align with employer goals and culture while protecting the employer from discrimination claims and protecting employees' rights. This course will cover the business of dress and appearance requirements for HR or managers.
Areas Covered
- How to handle provocative clothing (and what word not to use)
- Where dress codes and discrimination claims meet (and how to avoid them)
- How far you can go, tattoos, facial hair, nose rings etc
- How to deal with transgender dress-related issues
- How to effectively communicate your dress code expectations to workers
- Dealing with employees who consistently push the dress code envelope
Who Should Attend
- Human Resource -Team Leaders-HR professionals, particularly those who are either in the process of implementing/changing a dress code policy or who are spending too much time on dress-code-related problems.
- Human Resource Professionals
- Employee Relations Professionals
Why Should You Attend
- Set and manage policies by working directly with internal managers, business partners, and executives in handling issues such as inappropriate or provocative dress, unhygienic employees
- Identify and mitigate legal issues, such as protected class considerations, by working with the legal department
- Work with employee requests for accommodations
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$200.00
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