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Too Pierced, Too Tattooed, Too Much: What You Can Prohibit in Your Dress Code Training Class |
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Too Pierced, Too Tattooed, Too Much: What You Can Prohibit in Your Dress Code Training Seminar
Can you legally require an employees to hide tattoos, rings, and studs during work hours? Can a dress code mandating facial hair and other grooming policies invite a discrimination claim? Is it time to reign in casual attire?
Use caution if you're considering a new dress code policy, or risk costly litigation...- The EEOC just sued Champion National Security Firm for religious discrimination after the company did not hire an applicant who refused to shave his beard and take off his turban
- Four African American officers filed a federal civil rights lawsuit against the city of Houston, claiming discrimination because shaving triggers a skin condition, known as PFB or pseudofolliculitis barbae, that disproportionately affects black men (Houston doesn't allow its police officers to have beards)
- A Massachusetts woman just sued for the right to wear her 11 earrings and eyebrow piercings while at work as a Costco cashier. Claiming membership in the Church of Body Modifications, she has argued her piercings are a form of religious expression
Learn how to address the practical and legal ramifications surrounding your dress code and other company policies that regulate "lifestyle expressions" by participating in the all-new audio conference: "Too Pierced, Too Tattooed, Too Much: What You Can Prohibit in Your Dress Code".
In just 90 minutes, an experienced employment law attorney will give you straight answers to such questions as:- How should tattoos and piercings be addressed?
- What clothing -- if any -- should be mandated or prohibited in a company appearance code?
- How do you regulate micro mini-skirts, tank tops, saggy pants, and other clothing that looks as though it should be worn after work hours?
- What are the harassment issues regarding physical appearance? How far can you go in prohibiting offensive slogans on workers' clothes, so that they're not seen as contributing to a hostile work environment?
- What are the discrimination issues to consider when developing a dress code? Is it discriminatory to require female employees to wear make-up, while prohibiting it for men?
- Can you ban facial hair or head coverings that express religious beliefs?
- Can an employee legitimately dispute a no-smoking policy?
- Could the proposed Employment Non-Discrimination Act (ENDA) risk more lifestyle discrimination claims based on sexual orientation?
- What if a male employee insists on wearing a bra outside his shirt at the office? How do you respond without getting into legal trouble?
- Can an employee claim a legitimate right to visit porn websites at work? What do you do if one of your employees makes this claim?
About Your Speaker
R. Brent Ballow has over 20 years of legal experience in the area of labor and employee relations matters. He has represented clients before the courts and before the various government agencies regulating labor and employment law matters.
The former Chair of the Labor and Employment Law Section of the Tennessee Bar Association, Mr. Ballow regularly provides advice, training and representation for management on labor and employment issues. He is a frequent speaker and trainer throughout the country on labor and employment issues, including the ADA, the FMLA, Privacy in the Workplace, Discrimination Laws, Labor Relations, and Wage & Hour Laws. He has also served as an adjunct professor in First Amendment issues at Utah State University and has served on the Alumni Board of Centre College.
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Price |
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US$ 237.00
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