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B U S I N E S S AT T I R EHot Weather Means Dress Codes Are a Hot Topicfor Employers By David MonksSummer brings toall of us a spirit of relaxation,freedom andof fun. While workethics remain strong— you would hope —attitudes may changeon issues such as dresscodes.The already widelatitude availableunder many “casualattire” policies can bestretched further byemployees wearingdresses with shorter hemlines, jeans with “fashionable” holes, Hawaiian-styleshirts, tank tops, flip-flops and other revealing or “super-casual”clothes. Do you go with the flow or take a hard-line approach?Like all employment policies, dress codes are written to informemployees of the employer’s workplace expectations. The most effectivepolicies are those that give clear guidance. But when it comesto dress codes that approve “business casual” attire, summertimecauses many employees to focus on the “casual” rather than the “business”aspect.“Business casual” usually refers to dressing comfortably yet professionallyand neatly. Employees’ broad interpretation of the policyduring the summer months can create problems for employers. Forone, the wearing of revealing clothes increases the risk of inappropriatecomments and other conduct that potentially gives rise toclaims of sexual harassment. Moreover, some employees might beoffended by the revealing nature of some summer wear.Another concern among many organizations is that a relaxed approachto employees’ attire could lead to an unprofessionally relaxedapproach to customer service, collaboration among employees andother aspects of work. These can adversely affect public image andworkplace relationships.What can you do to reduce the risk of such problems? Keep theseguidelines in mind:Decide whether your current dress code policy needs more detailto give employees the proper guidance about what’s acceptable andnot acceptable during the summer months. If necessary, define “businesscasual” and, if appropriate, prohibit employees from wearing t-shirts, shorts, flip-flops and other overly-casual attire.Clearly communicate the dress code policy and the reasons behindit. If flip-flops, cutoff shorts and t-shirts are not appropriate inyour workplace, tell that in a written memo and inform employeesduring staff meetings.Remind employees of your policy against harassment. It can behelpful to specify that comments about an employee’s clothing constituteinappropriate conduct that violates the policy.Be consistent with enforcement. Make sure that employees knowthe consequences for violating the policy.Applying the dress code should be flexible enough to account forcultural or religious obligations of some employees.A dress code makes good business sense for companies that valuesa positive public image and professionalism among its employees.Having a detailed policy will help you navigate the additionaldress code challenges that come with summer.David Monks is a recognized expert in the fieldof employment law. He is a past president of theSan Diego Society for Human Resource Managementand a member of the National Societyfor Human Resource Management.2 7 T H A N N I V E R S A R Y 1 9 8 5 - 2 0 1 2 | J U LY 2 0 1 2 | S A N D I E G O M E T R O . C O M2 9