Curbing harassment when clothing choices - and employee behavior - relax

Preventing sexual harassment is a priority in any workplace, at any time, but it takes a new spin during the “easy, breezy” days of summer. When the temperatures are rising, there's more to keeping your cool than running the air conditioner and sipping on iced drinks.

This is a good time to review your company’s dress code policy and specify what’s acceptable. Don’t assume that employees will use their better judgment when it comes to certain clothes (and how much skin they expose). Unless you clearly specify whether or not an item can be worn in the workplace, it’s likely to make an appearance. Are shorts, capris, tank tops, strappy summer dresses, sandals, flip-flops, hats and other warm-weather staples acceptable? And what if an employee shows up to work wearing something inappropriate? Will you send them home immediately, or issue a warning?

Keep in mind, too, that teens may be particularly vulnerable to harassment. Because they are younger and less experienced, they may be reluctant to stand up to harassing behavior. Or they may feel they don’t have the authorization to complain about a colleague, especially one in a more senior position. Further still, uninformed teens may be guilty of harassing another coworker, perhaps without even realizing the boundaries.

Working teens need to know what constitutes harassment, as well as what resources are available to them if they are victimized. Harassment training shouldn’t take a summer vacation: It is essential for reducing incidents of improper behavior among your year-round and seasonal employees.

Curbing harassment when clothing choices - and employee behavior - relax

Snuggies in the workplace? Oh no you didn't!

Do HR pros really need to delve deep into dress code decorum to determine that “the blanket with sleeves” is NOT acceptable in the workplace? Should this even be debatable? It’s as absurd as men wearing pleated shorts that expose their sock garters in summer. You just don’t go there … EVER.

But apparently there are those who want to “fight for their right to Snug-gie!”, based on a lively discussion I encountered in a BLR forum. The responses were pretty hilarious.

Here’s the deal, as “IrisD” explains:

"Our facility manager lowered the thermostat to save money. We don't allow space heaters, so some of the women are wearing those "snuggy" blankets and even going outside with them for their smoking breaks.

This has caused kind of a rift between men and women in the office because the men are wearing sweaters and jackets to keep warm, not blankets. One male supervisor told the snuggy wearers to "wear more clothes, not blankets." Emails are flying.

Can we ban snuggys? Or should we? They really don't come under dress codes."

The general consensus, as you might imagine, was that fleecy robe thingys don’t belong in the workplace. Shocking, right? My favorite response:

"Honestly, if your dress code does not rule out blankets-as-clothing, there’s probably something wrong with your dress code. It’s not like this is a question about a man with makeup or a woman refusing to wear hose, or oxfords vs. polos. This is a person in a fabric zip-lock bag with sleeves."

Then there’s the issue of safety, as someone else pointed out: A long, flowy robe might get caught on objects and be a safety hazard for the wearer.

So what we have here is not only a serious fashion faux pas, but also a potential safety risk. And regarding your company’s dress code, I sincerely hope your employees use a little more common sense than those at Iris’ workplace. I know, I know, there’s always that one employee who will push the envelope with his or her wardrobe, but seriously? A brightly colored, one-size-fits-all, floor-length blanket?!?

So let’s do our best to keep the temperature at a comfortable level this winter - and encourage employees to grab their favorite cardigan, blazer, hoodie, shawl - anything but their Snuggie - to fight the chill.

P.S. Did you know that Snuggie ads also suggest you wear this warm, cuddly garment at sporting events, movie theaters and, my personal favorite, night-time pub crawls? Please, unless you’re a college student in the middle of rush week, stop the madness!

P.S.S. I don't own a Snuggie. But now that I live in the Pacific Northwest, I think I could really use one. Royal blue, please. And I promise you, no one will ever see it except my husband and my two Jack Russell Terriers.

Snuggies in the workplace? Oh no you didn't!

Home Depot employee fired over "politically driven" pin that violated dress-code policy

In yet another real-life reminder of why it’s so important to maintain an employee handbook with crystal-clear workplace policies, a Home Depot employee claims he was fired for expressing his personal beliefs though an American flag button he wore on his apron. The former cashier of the Okeechobee, FL, store says he had the right to wear the “One nation under God, indivisible” button, while his employer argues that he DID NOT – and the reason being the company’s written dress-code policy forbidding it.

Whether you feel the pin and its message was religious, political or just patriotic (and as such, acceptable in the workplace) is a matter of interpretation. And it’s because of this sort of interpretation that employee policies exist.

“The issue is not whether or not we agree with the message on the button," says
Craig Fishel, a Home Depot spokesperson. "That's not our place to say, which is
exactly why we have a blanket policy, which is long-standing and
well-communicated to our associates, that only company-provided pins and badges
can be worn on our aprons."

While the employee’s lawyer is suing Home Depot for religious discrimination, the case probably won’t go very far. As Michael Masinter, a civil rights and employment law professor at NOVA Southeastern University in Fort Lauderdale, explains:

"Because it's a private business, not one that's owned and operated by the
government, it doesn't have to operate under the free speech provisions of the
First Amendment."

He clarifies the matter of religious displays and expression, too, for those who feel Home Depot’s pin-banning action was a form of religious discrimination:

“But we're not talking about religious displays here," he said. "This sounds
more like a political message ... Wearing a button of that sort would not easily
be described as a traditional form of religious expression like wearing a cross
or wearing a yarmulke."

As a private business, Home Depot has a right to protect its image by not promoting different employee opinions via pins and badges - opinions that might offend customers who are as diverse as the employees serving them.

Some important details in this case: The employee was first asked to remove the pin. He refused. He was also offered a company-approved pin that said, “United We Stand,” but he declined.

It would appear that Home Depot did everything right, from an HR standpoint, in this situation. They based their actions on company policy, they confronted the employee first (and hopefully documented the exchange) and when all was said and done, the employee refused to cooperate with policy. Thus, the employee was fired.

What do you think? Do you agree with Home Depot’s actions? Please leave a comment - I’d love to hear your thoughts on the matter!

Home Depot employee fired over "politically driven" pin that violated dress-code policy

What workers want most this summer: Time

Flexible schedules and leaving work early on Fridays are the the benefits employees want most this summer, a new survey by OfficeTeam suggests.

More than 450 office workers were asked, “Which of the following summer benefits would you most like to have?” They answered:

• Flexible schedules 38%


• Leave early on Fridays 32%


• Activities (e.g. company picnic, potluck) 6%


• More relaxed dress code 5%

“Employees appreciate flexibility in their jobs because it gives them greater control and enables them to handle other commitments without sacrificing their work performance,” said Robert Hosking, executive director of OfficeTeam.

Flexible scheduling can be an inexpensive way to motivate employees during the summer months, adds Hosking. For businesses worried that customer service will suffer, he suggests staggering workers’ schedules to maximize the total number of hours employees are able to assist customers.

“Companies should pilot flexible schedule programs before rolling them out permanently,” Hosking recommended. “This gives businesses time to evaluate the impact on workflow and productivity.”

If flex time isn’t an option, allowing employees to occasionally leave early on Fridays can boost morale. Many workers plan activities and weekend trips during the summer months and would appreciate the extra time to get started, says Hosking.

What workers want most this summer: Time

Can The "I Know It When I See It" Test Be Applied to The Dress Code?

In 1964, Justice Potter Stewart tried to explain "hard-core" pornography, or what is obscene, by saying, "I shall not today attempt further to define the kinds of material I understand to be embraced...but I know it when I see it..."

Now, you're asking, what does porn have to do with my office?

Ever come across an employee that seems to dress just a little too sexy, or has a few too many holes on their face to be dealing with the customers, or is dressed for a day at the ballpark instead of the office park? You review your company dress code and discover that, technically, there are no rules being broken. You've added a general catch-all for "inappropriate attire" to your formal policy, but how do you define it? Return to Justice Stewart..."I know it when I see it."

One of your employees keeps walking back and forth to the copier in her form-fitting dress and spiked heels, causing raised eyebrows from some and lascivious leers from others. In the same department, another employee wears a similar outfit - yet with a different fit and figure, doesn't cause a stir. There is nothing in either case that would technically violate the dress code, item by item - and only one of the ladies is creating a distraction and making people feel uncomfortable. And there is nothing in your policy that specifically spells out what constitutes "inappropriate attire." Does "I know it when I see it" allow you to address the one employee?

Bigger question: can you or should you address only the one causing the stir; or does it create a fairness issue with regards to the other employee not being addressed?

Can The "I Know It When I See It" Test Be Applied to The Dress Code?