Dress and Appearance. Section 1.
Dress and Appearance. As representatives of the City of Sherwood, volunteers, like staff, are responsible for presenting a professional image to the community. Volunteers shall dress appropriately for the conditions and performance of their duties. Individual departments may have specific requirements for appropriate dress. Personal cleanliness and neatness are required of all volunteers. Clothing with pictures or messages that may be offensive to others cannot be worn. Volunteers that are directly working with library materials are encouraged to wear closed-toe shoes. The City of Sherwood provides a drug-free, healthy and safe environment. A volunteer may not use, possess, distribute, sell, or be under the influence of, or impaired by, alcohol or illegal drugs while on City premises or while conducting volunteer related activities off City premises. The legal use of prescribed drugs or over-the-counter medications is permitted while on city business only if it does not impair a volunteer’s ability to safely perform the duties of the position.
Dress and Appearance. 3.1 Circles Alternative Education Ltd recognise that dress and appearance are matters of personal choice and self-expression. However, all staff must dress in a manner that is appropriate to a professional role and that promotes a professional image.
3.2 Staff should dress in a manner that is not offensive, revealing or sexually provocative and in a manner that is absent from political or contentious slogans.
3.3 Staff should dress safely and appropriately for the tasks they undertake.
3.4 Tattoos and body art should be covered while staff are in Circles Alternative Education Ltd. Discreet earrings are acceptable but all other body piercings should be removed while on Circles Alternative Education Ltd premises.
Dress and Appearance. Employees shall groom and attire themselves in a neat, clean manner.
Dress and Appearance a. Prescribed school uniform, as approved by the Governing Body, must be worn at school and at approved school functions.
b. When in school uniform learners must be neatly dressed at all times whether they are in the school grounds or not.
c. Clothing such as coloured jerseys, windbreakers and non-regulation shoes may not be worn with the school uniform.
d. All articles of clothing worn at school must be clean, in good condition and clearly marked with the learner’s name.
e. Sports clothing must be worn for physical education lessons and games.
f. After extra-mural activities, learners may go home in their full kit or full school uniform. After swimming learners must change into full school uniform.
g. On cold days, the full school tracksuit may be worn to school.
h. School tracksuits may not be worn with school uniform but only as a unit with the match shirt underneath.
i. Hats must be worn during outdoor activities and during break. No hat no play.
j. Children are not to wear overly large, colourful or smart watches.
Dress and Appearance. Unit employees are expected to comply with reasonable apparel and grooming standards that are derived from consideration of health, safety, and type of position occupied. Any prohibitions by supervisors on unit employee dress and appearance must be based on a clear showing that the prohibited appearance item contributes to an unsafe, non-productive, or disruptive work environment.
Dress and Appearance. Each employee is a representative of the District. Therefore, each employee must be dressed neatly in clothing appropriate to the duties assigned and be clean and well groomed. If an employee’s attire or overall appearance do not measure up to such standards, he or she may be suspended without pay until the particular problem has been remedied. Safety clothing must be worn when appropriate. The General Manager will determine which job classification(s), if any, and under what circumstances, will be issued uniforms. Work shirts and District identification cards will be issued to the field personnel for the purpose of community identification and employee safety.
Dress and Appearance. Unit employees are expected to comply with reasonable apparel and grooming standards that are derived from consideration of health, safety, and type of position occupied, and the need of the Agency to project a professional public image. Accordingly, frayed, tattered, torn or worn attire and rubber shower shoes may not be worn by any unit employee at the worksite during normal workdays. Any prohibitions by supervisors on bargaining unit member dress and appearance will be based on a clear showing that the prohibited appearance item contributes to an unsafe, nonproductive, or disruptive work environment. Slogans, drawings, or language on clothing items (including headwear and footwear) which could be construed as lewd, obscene, profane, discriminatory, or sexually suggestive, or which advocates or glorifies the use of illegal drugs or other unlawful conduct shall not be worn.
Dress and Appearance. The Franchisee shall ensure that all inspectors engaged in the operation of the franchised business dress in acco rdance with the regulations as prescribed by the Franchisor from time to time and as indicated in the official Equipment List & Catalogue and at all times present a neat and clean appearance and rend er competent, sober and courteous service to clients in accordance with the procedure laid down by the Franchisor.
Dress and Appearance. Section 1. Unit employees are expected to comply with reasonable apparel and grooming standards that derive from consideration of health, safety, and type of position occupied.
Section 2. Any prohibitions by supervisors on unit employee dress and appearance must be based on a clear showing that the prohibited things contribute to an unsafe, non-productive, or disruptive work environment. The Employer will not set standards that infringe on attire that meets the requirements of the unit employee’s religion or for health reasons.
Section 3. Displeasure with styles and modes of dress and grooming that may be currently in vogue is not adequate criteria for making such a determination.
Section 4. The Employer shall not differentiate “reasonableness” based on the gender of a unit employee.
Section 5. Discussions between a supervisor and a unit employee on an alleged failure to comply with reasonable standards must precede the imposition of disciplinary action.
