A tattoo used to be regarded as a part of Since tattoos were associated with gangs, bikers, and other groups outside the social center for years, it’s probably a fairly accurate statement to say that people associated them with gangs, bikers and other groups. In today’s society, tattoos are becoming increasingly acceptable, which is why there are more and more people, men and women alike, who As well as entry-level jobs and top executive positions, tattooed people can be found working in a variety of industries. A question arises, then, what does an employer What is the impact of body art in the workplace? Is the presence of a visible tattoo a good indicator of what a person is capable of in their
With today’s global marketplace, employers are becoming more concerned about the need to offer a workplace that is welcoming to employees from a wide variety of Companies are striving to demonstrate the value they place on both individual and group contributions as a means of attracting and retaining skilled workers. The need to offer a benefit package that supports a range of lifestyles is growing in importance as well. Do you think people with visible tattoos should be treated
Employers may or may not view tattoos as a problem depending on the tattoo’s location and what the tattoo is. It is still common for workplace dress codes and appearance policies to be supported by the law, and employers remain in a position to create rules that require employees to present themselves in a manner that is consistent with the company’s It doesn’t mean, however, that tattoos should be banned from public spaces altogether. Although it isn’t illegal in every instance, it can still lead to legal trouble sometimes.
Workplace policies for visible tattoos
There are a number of companies with policies that prohibit It may make sense for the employer to do this depending on the type of job and the industry. If a four-star hotel concierge has large tattoos of skulls and crossbones on his back, this is likely to raise concerns. But the same hotel may be less concerned about the tattoos on a dishwasher in the kitchen, since that employee has very limited direct contact with customers. the hotel’s point of view, the issue is to craft a policy that helps distinguish between jobs where visible tattoos are appropriate and those where they are not.
An easy example like this one probably best illustrates the point. However, if an employer fails to take a proactive approach, it can become more complicated. If, for example, a bank employs a valued administrative assistant who never has contact with its clients, what does that mean for the employees? Unlike our other employees, he is based within our corporate headquarters and works exclusively with the company. If this person shows up to work one day with a star tattooed under his eye, will it be considered ok? It really depends on the corporate culture of the bank as well as the general attitude the bank has The ability to recruit and retain good administrative assistants is also dependent on the difficulty of hiring and retaining them.
If you have a policy that forbids a face tattoo, then you will probably lose a good employee or you will not be able to hire a new one while you may not appreciate a tattoo on the face. However, the bank is more likely to be concerned about a teller who regularly interacts with bank customers who has the same tattoo. If the tattoo is prohibited in that case, a policy to prohibit it
Drafting a workplace policy addressing tattoos
Developing policies that prohibit tattoos should not be viewed as a value judgment about tattoos or people who get them. That is why it is important to avoid referring to them as irrelevant to the business at hand. Some employers would be surprised to get to know how many current employees have tattoos and simply cover them up during work hours. As a result, it is very common for negative assumptions about tattoos to be misplaced in regard to their owners. There may be more problems raised by tattoos if a person is a woman or a person who practices a In light of these issues, employers should be aware when drafting or enforcing policies prohibiting visible tattoos on work premises. It is likely that historically, more men than women wore visible tattoos. In that instance, a non-reaction may result in an interviewer finding a tattoo on a man’s arm. However, more and more women are getting tattoos, some of which are visible, and when an interviewer sees a tattoo on the ankle of a female applicant he may have a negative reaction. The employee’s tattoo may be considered discriminatory if the hiring decision was based on it. This can expose the employer to sex discrimination lawsuits.
Even more challenging questions can arise when it comes to religious tattoos. Does the company have a policy that prohibits visible tattoos in customer service positions when there is an employee who works directly with customers with a tattoo around his wrist? Do you think it’s okay to require an employee to wear sleeves long enough to cover his/her As a result, we can say The answer depends on the situation. Tattoos may be covered if they are part of a deeply held religious belief or practice, but if the employee has to cover them up because of that belief, the employer must allow them to do so. In other words, employers are required to accommodate religious beliefs and practices sincerely held, unless doing so would pose an undue hardship to them. When it comes to employees with tattoos covered by their work attire, it is best to ask them about the tattoo and find out whether they are prohibited from covering it by their religious beliefs.
Providing managers with proper training
When managers have that type of conversation, it is important to coordinate with human resources as a mistake could expose the company to liability for religious discrimination if it is not handled appropriately. A manager may be able to determine that an employee is able to cover their tattoo by using appropriate techniques. An employee could be allowed to request an exception in the policy as a reasonable accommodation if the policy does not specify them. Therefore, doing so as an accommodation will not necessarily result in having to grant an exception under the policy that prohibits visible tattoos for all employees. In order to be successful as an employer, it is critical to have a written policy that all employees must read and sign and then to enforce it In this way, employees cannot claim they have been treated unfairly due to the policy. Lastly, policies should be based on sound judgment as to what is in the best interest of the organization. As a result, it is important also to consider the interests of employees and customers prior to drafting a policy. Developing business dress code/appearance policies that are reasonable and can be successfully enforced can be accomplished in collaboration with your human resources department. It is a good practice to consult with human resources and legal counsel before talking to an employee about covering a tattoo unless it is obvious that the tattoo has no religious significance and covering the tattoo is in line You should also keep in mind that assuming that tattooed persons have less qualifications than those without is not only false, it could lead to discrimination claims. Even if she has a tattoo of a skull on her arm, a woman is no less entitled to be judged by legitimate business factors than a former U.S. citizen. A person wearing a tattoo of an anchor on his arm is a naval worker.