June 2, 2008
Summer Dress Codes
The ultimate slippery slope is the subject of office dress codes. It used to be that male employees were the ones pushing the envelope on casual dress but today women seem to be the aggressors. We were told that within minutes of issuing a three page summer dress policy, one firm’s HR Director received dozens of questions including:
- “It says no tank tops; does that mean I can’t wear a sleeveless, collarless silk shell?”
- “I see you can’t wear open-toed shoes; are backless mules okay?”
- “Is designer denim acceptable?”
Many CHRO’s suggest that dress codes be as simple as possible. The following is an example from a large firm’s manual:
The Firm requires business wear on a daily basis except on Fridays and other special occasions, which will be announced as they come up. On those days, employees will be allowed to work in casual dress. However, if business needs of the day warrant it, you are required to dress in business wear even if it is a designated casual day, e.g., for a meeting with clients. No matter what dress policy you follow, your clothing should always be neat and clean.
Acceptable forms of casual dress may include the following: slacks, casual pants, and jeans in good condition; open neck shirts, vests, cardigans; loafers, sandals. Unacceptable clothing includes: tank tops, bare midriffs, see-through or low-cut blouses, halters, t-shirts; cut-offs, leggings, sweats; gym clothing, beachwear; ripped or worn clothing; beach sandals, work boots, sneakers.
We recognize that casual dress encompasses many different looks, and not all of them feel right to our employees. We also understand that not all employees are comfortable in casual dress, so we want you to know that it is an option, not a requirement.
Employees who report to work in unacceptable dress may be required to go home and change into acceptable clothing. Repeat offenders will be subject to the progressive discipline system, which includes suspension and termination. The Company reserves the right to change or cancel its casual dress policy at any time, with or without notice.
In addition some firms are finding it helpful to include pictures in the policy of causal dress that is acceptable and unacceptable. Biking to the Office
The high cost of gasoline has many law firm staff members considering their transportation options. While public transportation is the number one choice, fitness advocates are promoting “Ride Your Bike to Work” programs in some firms. Firm support for such programs includes negotiated volume discounts at local bicycle dealers and reserved space in their building’s garage for bike parking. The enthusiasts are also creating pages on the firm’s intranet to deal with the main issues employees raise about bicycle commuting including: safety, carrying and changing clothing, carrying laptop computers, time and bike theft. Body Art Restrictions
With more revealing summer clothing and the increased popularity of tattoos and piercings, some law firms are finding it necessary to create policies prohibiting or limiting body art. A typical employee handbook provision would read:
Your personal appearance is your first chance to make a professional impression with a client. Clients come to our firm with the expectation of excellent client service and professionalism. Therefore, all lawyers and staff are expected to be neat, well groomed, and appropriately dressed while working. Lawyers and staff are not allowed to wear any visible body piercings while at work with the exception of one earring in each ear. Any body art, tattoos, or other piercings should be concealed by clothing.
The key to an acceptable program is that it be realistic (bans on tattoos would eliminate large segments of the work force) and be uniformly enforced regardless of gender. Going Green
A priority in many law firms is making the workplace more environmentally friendly. Besides social consciousness, there are some business reasons to consider “Green” policies including reduced operating costs and an edge up in recruitment. Most importantly, there are lots of Green policies and programs that Administrators can implement with little or no expense. We’ve assembled a list of 20 such actions. Contact Erica Ringenberg ( Erica@LRGLLC.com) for a free copy. Forgivable Loans
With the mortgage market in shambles, some firms are using a tool known as forgivable loans to attract associates. These loans can be a tremendous encouragement for candidates who might not qualify for a mortgage due to outstanding student loans. For example, a firm might offer an associate a $10,000 forgivable loan to defray down payment and closing costs on a home if they join the firm. The loan might be forgiven over a period of time such as three years if the associate continues with the firm. The portion forgiven is taxable to the associate in the year in which it is forgiven. The loan must be repaid if the associate leaves the firm prior to its forgiveness. Legal Resource Group LLC specializes in serving the executive and administrative recruiting needs of law firms. We maintain the largest data base of law firm executive and Administrative staff in the world. This allows us to immediately identify the very best candidates. We find the best people, complete searches faster and have extremely reasonable fees. For further information, visit our website at www.LRGLLC.com , contact us by e-mail at inquiries@LRGLLC.com or by phone at 1-800-688-4147.
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