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EEOC Continues to Slam the Brakes on Employer Dress Code Policies

Nearly all employers maintain a dress code, oftentimes for different reasons. For example, service employees may be required to wear uniforms so that customers can easily identify them. Likewise, construction and manufacturing employees may be required to wear protective clothing to mitigate safety risks. Although state and federal anti-discrimination legislation recognizes an employer’s legitimate need for a dress code, the EEOC continues to take aim at employers who fail to engage in the interactive process when employees request a religious accommodation. The interactive process consists of good faith dialogue between the employer and the employee regarding potential accommodations that may be acceptable to the employee without placing an undue hardship on the employer’s business. Continue Reading