by Susan Martin
In today’s workplace, tattoos and piercings are sensitive subjects. Knowing where to draw the line is the key to resolving problems when company grooming standards and employee beliefs collide.
The Survey Says
According to a 2013 survey of 199 metro St. Louis and central Illinois businesses conducted by AAIM Employers’ Association, 64% of the surveyed companies do not have a policy regarding visible employee body piercings at work. In addition, 67% do not have policies concerning tattoos.
Among employers that do have written policies, survey highlights include:
• 9% do not allow visible piercings of any type, while 44% prohibit exposed tattoos.
• 34% allow both women and men to have ear piercings/jewelry, while only women are allowed the privilege by 16% of the responding companies.
• 24% allow exposed tattoos – if the body art is small and nonoffensive.
• 27% indicate that their body piercing and tattoo restrictions depend on the employee (e.g., production safety issues, interaction with the public)
Issues to Consider
Employers with strict grooming and dress codes risk driving off talented employees or running afoul of the law for not accommodating religious beliefs. According to the Equal Employment Opportunity Commission, employers must accommodate sincerely held religious practices unless it would impose an undue hardship. The key is consistency.
It makes sense to consider the underlying reasons for requirements and involve workers in the development of dress policies.
Susan Martin (susan.martin@aaimea.org) is member answer center coordinator for AAIM Employers' Association, which helps Missouri and Illinois companies manage their people and processes.
Submitted 9 years 331 days ago