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What (Not) to Wear: Dress Code, Grooming & Appearance Policies - On-Demand

What (Not) to Wear: Dress Code, Grooming & Appearance Policies - On-Demand

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What (Not) to Wear: Dress Code, Grooming & Appearance Policies - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn the do’s and don’ts of managing dress, appearance, and grooming policies at work and tactics for keeping a fair, consistent and EEOC-compliant environment for all.


When was the last time you reviewed your company’s dress code, grooming, and appearance policies?

In the wake of the #MeToo movement and the growing need to embrace diversity, many employers aren’t thinking about a potential legal landmine sitting in plain sight.

Many state and local communities are addressing the impact hair-related policies may have on protected classes of employees. For example, the New York City Human Rights Commission (NYCHR) recently released guidance stating that workplace policies and practices based on hairstyles and hair may be illegal. That’s because such policies and practices could have a discriminatory impact on black employees.

In California, the legislature is also considering a bill that would amend the Fair Employment and Housing Act to include hair and hair styles, such as twists and braids.

You need to be ready to identify and mitigate any legal issues, consider protected classifications, and work with employees who request accommodations. To successfully do this, you need to have a solid, clear, EEOC-compliant dress, grooming, and appearance policy in place.

Join us on April 16 for an all-new webinar on the legal pitfalls to avoid when drafting and enforcing dress, grooming and appearance policies in your workplace.

You’ll learn how to:

  • Identify what your rights as an employer are–and aren’t–when it comes to creating dress codes and grooming and appearance policies
  • Not overstep when creating and enforcing a dress code and grooming/appearance policy in your workplace
  • Recognize the different factors, such as race, religion, disabilities and gender, that can make managing a dress code more complicated
  • Avoid hot-button issues in your workplace that are currently playing out in the courts and before the EEOC
  • Draw– and enforce—lines in today’s increasingly casual workplace around specific items you want to prohibit, such as piercings or tattoos
  • Be mindful of how these policies could adversely impact transgender employees and spark legal liabilities
  • Create a formal policy if you don’t already have, and how to make an existing one better
  • And more!

About Your Presenter

Darcey GrodenDarcey Groden, Esq.
Fisher & Phillips LLP

Darcey Groden is an associate in the firm’s San Diego office. Ms. Groden defends employers in a variety of employment matters, including discrimination, retaliation, harassment, disability accommodation, civil rights violations, wrongful termination, wage and hour, worker misclassification, and breach of contract.

Prior to joining Fisher & Phillips, Ms. Groden was an associate at a large general practice law firm in its Labor & Employment Department. Among her accomplishments, she obtained summary judgment on all 16 causes of action in a wrongful termination case.

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