Janette Levey Frisch
Founder of The EmpLAWyerologist Firm/Attorney
It’s a new year and with new resolutions—among them, Immigration and Customs Enforcement (ICE) has apparently resolved to continue auditing and inspecting employer compliance.
Correctly completing a Form I-9, that seemingly simple form involves sifting through gray areas and often conflicting instructions that can prove to be a trap for the unwary, and often most well-intentioned employers. Even seemingly minor “paperwork” violations can land employers in hot water for non-compliance.
Why Should You Attend?
From the length of one’s hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization’s culture and policies, as well as following federal and state laws. How does an organization balance employees’ rights to express themselves with the organization’s rights to determine its legitimate business needs while maintaining an inclusive work environment? The pitfalls for employers are many.
More businesses are likely to face these issues especially now that research is confirming these types of biases exist broadly across U. S. workplaces. The potential for organizational errors are plentiful. Organizations expect employees to use sound judgment in their dress and grooming, however, what if the employee’s sense of dress and grooming varies from the organizations? After all, types of self-expression have become more commonplace with society demonstrating more acceptances in people’s choices of self-expression—shouldn’t the workplace reflect this change in social rules too?
This webinar will discuss the laws pertaining to dress code at workplace and how to implement discrimination free dress code.
Who Will Benefit: