Uniform policies are a necessity in larger organisations, but they will be very useful in small to medium sized businesses, a consistent policy explains how the corporate uniform should be worn, what’s acceptable (and what’s not), and therefore the implications if these guidelines are breached. We break down the advantages, what to incorporate and a free uniform policy template to urge you started.
There are many aspects to a successful uniform program. you would like to curate a selected “look” for your uniforms that aligns together with your brand, make sure the various departments in your business are catered for, make sure that seasonal uniforms are included, ensuring the uniforms are fit purpose, are top quality , fit together with your budget, and consistent quality and colour. This could be well outlined in your uniform design brief.
It are often very overwhelming. So it’s understandable that when you rollout your new uniform, you protect its integrity by implementing a consistent policy so staff understand the expectations of them concerning their staff uniform.
The advantages of getting a consistent policy
Some workplace environments dictate the code or uniforms required to be worn. This is often particularly relevant if your team are required to wear compulsory hi-vis clothing or PPE thanks to workplace hazards. Another example is that it is going to not be safe for visitors to a factory to wear a tie or loose clothing near machinery, or wear particular footwear on certain surfaces.
Providing a document that clearly outlines the workplace standard relevant to the company dress features a number of benefits:
• When workers associate their uniform and grooming with a specific standard it also can foster a particular level of professionalism, which may positively influence performance.
• Employees clearly understand, what is being asked of them, so there is no confusion, resulting in difficult conversations with managers.
• Strengthens the perception and awareness of the company brand.
• Ensures consistency across the business – colour, quality and the way staff present themselves.
• Uniform policies allow you to define specific requirements for various business units, which needs specific considerations, made to their uniform.
• Demonstrate your business’ commitment to staff wellbeing and safety.
The difference between a code and a consistent Policy
There is a difference between a piece code and a consistent.
A code outlines the sort and elegance of clothing permitted to be worn at work. Employers usually have a code Policy that outlines their requirements and rules. These may include the presentation and condition of clothing worn to figure, revealing or offensive clothing. It should also indicate a selected style to be worn, for instance “smart casual”. Additionally to the clothing itself, a company code policy can also cover footwear, jewellery, hairstyles and length, tattoos and body piercing.
Uniforms are usually compulsory and stipulate employees (or a specified role or business unit) to wear an equivalent sort of clothing. Some awards and enterprise agreements contain provisions covering the availability, wearing, replacement and laundry of uniforms. Some businesses provide for workers to pay as “uniform allowance”. Employers are entitled to line uniform standards and need employees to comply Key considerations If you have got (or are developing) a consistent Policy, make sure you are observing these 4 rules:
1. Include it in contractual documents
The uniform, and its use, must be complied and mentioned into the utilization contract, you ought to include it in your company policy and procedure manual. Some companies even have a consistent Policy, which allows you to be specific about the expectations. There should be little question that the worker fully understands that wearing a consistent may be a condition of employment and you have got been clear about the results if they are doing not comply.
2. Be clear who is financially liable for the uniform
Most companies have a staff allowance for uniforms and are ready to provide them freed from charge to employees. Alternatively, some companies prefer the workers purchase the uniforms at cost from them. Whatever your policy, communicate this clearly to your staff and disclose the worth of the uniform on all receipts if they are purchasing direct from you.
3. Know your obligations
If staff are purchasing their own uniform, by law you want to pay them a consistent allowance, and in some cases an allowance to hide washing costs. Your obligations will vary counting on the industry you are in.
4. Avoid discrimination in your staff uniform policy
When writing your policy, consider everything, which will prevent an employee from adhering to the principles — including those with a spiritual requirement. Justify and communicate any rules, which are crucial for safety reasons, respectfully.
Adjustments may have to staffer, who features a disability, illness, allergy or staff who might not fit the quality uniform sizes provided.
The code should not differentiate supported gender. Rules must apply equally to every gender — albeit particular garments differ.
What does one include during a Uniform Policy?
Whether you are creating a consistent policy from scratch or improving your existing one, here’s what to incorporate.
• Purpose – what are you trying to realize by having a consistent policy
• Application – across which parts of the business does this uniform policy apply?
• Policy – what aspects structure your uniform policy; describe the statements you would like your team to uphold
• Guidelines – this outline all the rules that require to be observed like responsibility, provisioning for uniforms, purchasing the uniforms, maintenance of uniforms, the way to affect uniform returns, personal hygiene and grooming, identification badges and consequences of non-conformity.
Think about how you present the uniform policy to your staff. Where possible, attempt to make it visually engaging and descriptive. If you’re revitalising your uniform policy, introducing one into a business with current uniforms
Grooming and hygiene considerations
Grooming standards may include requirements like uniforms be neat, clean, ironed and dishevelled or clothing must not be too tight or revealing. It should also include specific requirements like removal of body or facial piercings, wearing of nail enamel, suitable footwear allowed or covering of tattoos. Counting on the industry your business is in, some grooming aspects may have a Health & Safety requirement.
Some employers prefer to include guidelines addressing personal grooming and hygiene standards for the workplace. A written policy should be designed to not only communicate workplace standards so employees know what’s expected of them, but also support employer action if a workplace situation arises relevant to grooming or personal hygiene.
Hygiene standards typically include requirements that employees must be regularly bathed or showered, use deodorant (body odour) and have appropriate oral hygiene (bad breath).
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