Program
How can workplaces effectively develop and enforce dress code policies that meet business needs while complying with human rights and safety obligations. Specifically, the panel will discuss:
- What is the purpose of workplace dress codes, and how can organizations ensure that they are reasonable,effective, and enforceable?
- Will courts or tribunals find that requiring an employee to remove religious attire to comply with a dress code was discriminatory?
- To what extent can employers regulate or restrict employees from wearing clothing or accessories indicating personal beliefs or affiliations (e.g., wearing union insignia or attire with political slogans)?
- Can employers regulate the grooming habits of employees? In what circumstances, if any, can an employer restrict the use of make-up or jewelry, or the visibility of tattoos and body modifications in the workplace?
- Are dress code policies enforceable for remote workers? Can employers enforce dress code policies for positions that don’t involve client or public interaction?
- Can dress code policies regulate how employees dress outside of work hours?
- Must employees comply with the “work now, grieve later” principle when asked to alter their appearance (e.g. remove false nails, shave a beard, remove piercings, etc.)?
- What are best practices for employers and unions when addressing an employee’s non-compliance with dress code policies? Will past inconsistent enforcement of dress code policies affect discipline and/or enforcement?
Moderator
Speakers
Accreditation
This program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.
This program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.
This program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
- This program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.
- Members of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.
- Members of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.
- Members of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.