Healthcare Dress Code and Work Appearance Webinar

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This document discusses dress and appearance codes in the workplace. It notes that dress codes set clear expectations, protect an organization's image, promote a productive work environment, and comply with health and safety standards. However, dress codes must avoid discrimination and consider religious, gender, age and other factors. The document outlines legal issues and best practices for dress codes, such as being flexible when possible and addressing grooming in addition to clothing. Employers have the right to establish dress codes if they are business related and non-discriminatory. The document provides guidance on developing an effective written policy.

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Dress and Appearance Code
Rights, Responsibilities, and Potential Liabilities for 2022
Susan Strauss EdD RN
Organizational and Management;
Discrimination & Harassment Consultant

Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas
include management/leadership development, organization development, communication, and
harassment and bullying. She trains and consults with business, education, healthcare, law, and
government organizations from both the public and private sector. She has been an adjunct professor
at several universities. Susan has held positions in training, organization development, and
management, which enable her to use her multitude of real life experiences to draw on in her training
sessions and organization development consulting. She has presented to thousands of people during
her career and to a variety of audiences and receives outstanding evaluations.
Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has
been featured on 20/20, CBS Evening News, and other television and radio programs as well as
interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and
Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and
the U.S. She has consulted with professionals from other countries such as England, Australia,
Canada, Beirut and St. Maartin. She has her doctorate in organizational leadership, is a registered
nurse with a bachelor’s degree in psychology and human services, a master’s degree in community
health, and professional certificate in training and development.
Susan Strauss
susan@straussconsulting.net
www.straussconsulting.net
Bio

Objectives
To discuss why a dress code is
advantageous to employers and employees
To state legal issues associated with dress
& appearance
To identify best practices for an
organization’s dress code
To describe how explicit and implicit bias
influences dress codes

Dress Code vs Appearance Code
Hair
Make-up
Nails
Fragrance
Hygiene
Jewelry
Facial hair
Material of employees’ shoes

Why a Dress & Appearance Policy?
Sets clear expectations
Protects organization’s image
Promotes productive work environment
Complies with health & safety standards
Prevents claims of discrimination & harassment
Outlines – permitted vs not permitted

Employer Has Right to
Establish Dress Code
Can legally set limits to self-expression re:
Tattoos, piercings, extreme dress, jewelry, hairstyles
Be somewhat flexible
Business related
Promotes company’s image
Addresses safety

Gender
Age
Religion
Race
National
Origin
Discrimination

EEOC Religious Garb and Grooming in the
Workplace: Rights and Responsibilities
http://www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm

Head Coverings
Policy needs to address in detail,
remembering religious reasons

EEOC vs. Abercrombie
If an employment decision is motivated by
religion—even if the employer does not know
the individual’s religious requirement—the
employer may be liable for religious
discrimination or failure to accommodate.

Tattoos & Body Piercing
>20% adults
38% millennials – 50% two or more
23% millennials – body piercing
Number of tattoos and piercings?
Size?
Placement (visibility)?
Offensiveness?

Policy to Include:
Rules
Rationale for
rules
Consequences
for violating
rules
Examples of
compliant
and non-
compliant
attire

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CMS Emergency Services 2022 | Follow Nursing Standards

Conference Panel

Get the tips on HIPAA Training for the Compliance Officer to protect the rights of patients and your healthcare organization. HIPAA Training for the Compliance Officer - What you Need to Know with Mark R Brengelman significantly breaks the differences between Privacy Officer, Security Officer, and Compliance Officer. What if the PHIs are not protected, and you are not aware too? Who will be responsible for this violation? However, a HIPAA Compliance Officer digs away the chances of facing high penalties, and this is what the session discusses. The roles and functions of a Compliance Officer ensure the basic needs a healthcare entity serves. Don’t let this away, and practice compliance with dignity! The HIPAA Compliance Officer is a supreme body that looks over the compliance of healthcare entities! To get a detailed walkthrough, learn HIPAA Training for the Compliance Officer - What you Need to Know by Mark R Brengelman. The session will help the healthcare organizations to get the proper roles and functions of a HIPAA Compliance Officer. Violations can occur if not followed HIPAA standards, the confidentiality has to be maintained to safeguard patients’ rights. Information to restrict breaches and unlawful actions reassure the fulfillment. While you are still struggling, HIPAA Training for Compliance Officer is here to break down your issues. Learning Objectives Basics of HIPAA privacy and security Identifying and establishing a HIPAA compliance officer Duties of the compliance officer under HIPAA rules Advantages and disadvantages to having your corporate legal office be designated as the HIPAA compliance officer Whether you may outsource your compliance officer duties What to do if you are a solo health care practitioner – can you be your office’s own HIPAA compliance officer? Best practices for the use of the HIPAA compliance officer Basic tips and techniques to have an effective, functioning HIPAA compliance officer. Why Should You Attend Why Should You Attend this HIPAA Compliance officer training This HIPAA Compliance Officer Training webinar examines the duties of a HIPAA compliance officer of a healthcare entity and its proper role in helping the healthcare entity comply with HIPAA regarding confidential patient protected health information. Erase the fear, uncertainty, and doubt by knowing the proper function of the HIPAA compliance officer

HIPAA Training for the Compliance Officer – Get Your Guide

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Attend HIPAA in Post-Roe America – Confusion, Concern, Chaos live and get learning insights from the speaker Paul R Hales. Are you aware that the U.S. Supreme Court saved a pregnant woman’s liberty to have an abortion in Roe v. Wade 1973? However, Dobbs v. Jackson Women's Health Organization overturned Roe v. Wade on June 24, 2022. The updated laws are based on punishing the providers and those who assist women to opt for an abortion. The HIPAA in Post-Roe America webinar will briefly review the decision by Dobbs and their legal issues, taking a look at the Supreme Court decision on Roe to protect the privacy of the patient, as well as HHS guidance. What are those practical questions that Dobbs raised? Join the session live to address the impacts. Tackle the confusion swiftly by learning what HIPAA wants to depict through the recent laws! Areas Covered A brief overview of the Dobbs decision Legal and practical issues raised by the Dobbs decision HHS Guidance to Protect Patient Privacy in Wake of Supreme Court Decision on Roe issued June 29, 2022 OCR’s guidance on the HIPAA Privacy Rule and disclosures relating to reproductive health care were issued on June 29, 2022 OCR’s guidance on protecting the privacy and security of health information when using a cell phone or tablet was issued on June 29, 2022 Today and tomorrow – looking ahead Why Should You Attend? The impact of Dobbs on patients, providers, and payers Practical questions arising from Dobbs that must be addressed HIPAA Privacy Rule issues and compliance

Outlook of HIPAA in Post-Roe America – Confusion, Concern, Chaos?

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Outlook of HIPAA in Post-Roe America – Confusion, Concern, Chaos?

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1. Dress and Appearance Code Rights, Responsibilities, and Potential Liabilities for 2022 Susan Strauss EdD RN Organizational and Management; Discrimination & Harassment Consultant

2. Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter. Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Maartin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development. Susan Strauss susan@straussconsulting.net www.straussconsulting.net Bio

3. Objectives To discuss why a dress code is advantageous to employers and employees To state legal issues associated with dress & appearance To identify best practices for an organization’s dress code To describe how explicit and implicit bias influences dress codes

4. Dress Code vs Appearance Code Hair Make-up Nails Fragrance Hygiene Jewelry Facial hair Material of employees’ shoes

5. Why a Dress & Appearance Policy? Sets clear expectations Protects organization’s image Promotes productive work environment Complies with health & safety standards Prevents claims of discrimination & harassment Outlines – permitted vs not permitted

6. Employer Has Right to Establish Dress Code Can legally set limits to self-expression re: Tattoos, piercings, extreme dress, jewelry, hairstyles Be somewhat flexible Business related Promotes company’s image Addresses safety

7. Gender Age Religion Race National Origin Discrimination

8. EEOC Religious Garb and Grooming in the Workplace: Rights and Responsibilities http://www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm

9. Head Coverings Policy needs to address in detail, remembering religious reasons

10. EEOC vs. Abercrombie If an employment decision is motivated by religion—even if the employer does not know the individual’s religious requirement—the employer may be liable for religious discrimination or failure to accommodate.

11. Tattoos & Body Piercing >20% adults 38% millennials – 50% two or more 23% millennials – body piercing Number of tattoos and piercings? Size? Placement (visibility)? Offensiveness?

12. National Labor Relations Act Cannot ban derogatory images or words regarding company Cannot require employees to wear hats/ T-shirts with company logo and not union logo

13. Policy to Include: Rules Rationale for rules Consequences for violating rules Examples of compliant and non- compliant attire

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