Dress Codes of SLCH

A professional image is projected in each employee’s individual appearance.  All employees should strive to present a well-groomed and professional appearance appropriate for a first-class organization.   In maintaining this policy, supervisors will enforce the policy in letter and spirit.

1. APPLICATION
   Management will determine what is appropriate attire for their areas based on customer contact, working conditions, and/or safety issues.  As a rule, the “business casual” and “unacceptable attire” guidelines will apply.
2. ACCEPTABLE ATTIRE
   1. Patient Care Areas
      Scrubs and other required uniforms should be clean and pressed.  Scrubs should be worn as a complete set.  Accessories for scrubs and uniforms are limited to the employee identification badge, professional pins or patches, and service award pins.
      
      Clean, appropriate shoes must be worn at all times.  Athletic footwear, such as running shoes or sneakers, may be worn in patient care areas.  Socks must be worn with shoes.  Jeans are not acceptable.
   2. Non-Patient Care Areas
      Employees are expected to use good judgment in dressing appropriately for work.  In all cases, clothing is to be clean, neatly maintained, and in good repair.  Employee grooming, dress and fashions should be professional, of moderate style, and within the standards generally observed in the business community.  Jeans are not acceptable.  Extremes should be avoided
   3. Bench Research Areas
      The P.I. will determine the attire according the safety requirements for each laboratory.  Jeans are allowed, however employees wearing jeans should not enter patient care areas.
3. UNACCEPTABLE ATTIRE
   In general, some attire, including items that, in the eyes of our patients or visitors, reduce respect for that employee, is not acceptable at anytime.  Exceptions to some of the items below may be made based on business reasons, with the approval of both the administrator for that area and the Division Director or Unit Leader:
   
   • Clothing with Controversial or offensive Language
   • Excessively Short Skirts
   • Beach sandals / flip-flops
   • Shorts
   • Tennis or athletic shoes in office settings
   • Wearing of nonprescription sunglasses indoors
   • Spandex Clothing
   • Sleeveless Tee Shirts
   • Tight or Revealing Clothing
   • Hats or caps
   • Spaghetti strap blouses / dresses
    
4. BADGES
   Identification badges must be worn while on duty.  Badges are to be worn above the waist, with the full first and last name, title and department visible at all times.  Stickers, pins or other items that cover any part of the above information are not permitted.
5. PIERCING(S) AND TATTOO(S)
   1. Jewelry should be appropriate for the work setting.  Facial, tongue, or other piercing(s) (excluding earrings) are not appropriate, and must be removed during working hours.
   2. Visible tattoos should be covered at all times.
6. GROOMING
   Employees’ must maintain good grooming habits and personal cleanliness at all times.  Perfumes, colognes or other scents should be worn in moderation due to possible allergic asthmatic responses by both patients and staff.
7. HAND CARE
   Employees’ fingernails should be clean and neat, and maintained at a length appropriate for the employee’s job.
   
   Due to the risk of bacteria and/or infection, employees who have direct and/or indirect contact with patients are prohibited from wearing artificial fingernails, extenders, acrylics wraps or nail art.  Painted nails must be free of chipped polish.  Employees who have “direct contact” with patients provide hands-on patient care.  Employees who have “indirect contact” with patients touch items that will be used by the patient.
8. EXCEPTIONS
   Limited exceptions to this policy may be made where required by State or Federal Law.
9. MANAGEMENT RESPONSIBILITY
   Management has the responsibility for monitoring and communicating standards to their employees.  Employees will be required to correct their dress, where it is appropriate, on the employee’s own time.  Continued non-compliance may result in corrective action, up to and including termination of employment.