Dear Human Resources:
Our business’ dress code is traditional business casual. In addition to this question, I could use some help defining “Business Casual.” Yikes… does business casual really mean Daisy Dukes & Shorty Shorts have to be acceptable? (Insert gulp) In addition to needing some direction about “Summer Business Casual” our Company has the business bandwidth to allow staff to work flexible schedules. Is there any direction you can provide for summertime alternative schedules or benefits that I can offer? I’m starting to feel the heat, and I want to make sure that I am prepared in advance!
Sincerely- Worried in Warrington
With the temperatures already rising, your dress code policy is bound to become a HOT topic. Ensure that this policy clearly communicates what is acceptable and not acceptable for employees to wear. The policy should also plainly state if there are violations and what the consequences will be. Such as, an employee will be sent home non-paid (regardless of status) and asked to change.
Here are some guidelines that we recommend are included in Dress Code Policies:
- Determine if shorts are acceptable – (No gym shorts and be sure to communicate no daisy dukes!)
- No skirts above the knee or exposed midriffs, halter tops or tank tops
- Jeans are acceptable (every day or only on dress down or “jeans” days?) – no holes, tears or fading, and no cut-off jeans. Jeans should not be too tight.
- No yoga pants, sweatpants, or leggings (this includes jeggings)
- Sandals are acceptable as long as they do not have a thong between toes. Rubber “flip-flops” are not permissible.
- Are non-offensive tattoos and piercings permissible? Or do they need to be covered at all times?
- No provocative, tight, low necklines, revealing clothes, or clothes with offensive written statements, jokes, pictures, or messages
Now that you have the clothing “covered”, let’s talk about summer benefits!
We are getting ready to head into what is often termed the “most unproductive time of the year.” Yes, you guessed it… vacation season, the “I want to leave early because its nice out” season, the “I would rather be on the golf course or the beach or anywhere but staring at the walls of my cubicle” season.
It can be difficult at this time to keep employees engaged and productive but also give them some space and autonomy to have flexible work schedules over the next few months.
Here are some of McCloskey Partners’ recommended Summer Benefits:
- Short weeks; 4-day work week (10-hour days or 8-hour days with a total of 32 regular hours worked)
- Allowing employees to work remote one day a week (Companies without formalized “working remote options” may find it difficult to compete for top talent because we have found that one of the links to positive job satisfaction isan employees’ access to workplace flexibility.)
- Close the office half day a few days between the Memorial Holiday and Labor Day
- Participate in “Summer Fridays”, which allow employees to leave early on Friday, with the understanding the hours are made up on other days
- Have lunch delivered and paid for by the company
- Water Ice / Ice Cream delivered to employees and paid for by the company
- Offer convenience services such as Concierge services to be available to employees at a discounted rate
Hope this helps!
Need your Dress Code policy reviewed? Do your current Summer Benefits policies need an overhaul to ensure you are competitive? Don’t hesitate to contact McCloskey Partners, LLC.
Office: 215-716-3035 x711