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The Case Against "Business Casual"
"Employees who don't dress appropriately cap out a ceiling on their careers really quick," says professor Dennis Tootelian. According to the study done by Tootelian at California State University, nearly two-thirds of Americans have felt inappropriately dressed at a business or a social function; and more than two-thirds are uncertain about the differences among business attire, business casual, and casual dress in the workplace.
The biggest fashion problem for workers today is the concept of "business casual," according to Tootelian. Nearly one in three reports that it is harder to know what is acceptable to wear to the office today than it was 10 years ago. Business casual is also difficult to define for 47% of the population.
It's no wonder the term "business casual" creates confusion, because the term is an oxymoron. You are either dressed for business or you're dressed for casual activities, and one has nothing to do with the other. Ultimately, you are dressed for your own comfort or dressed to impress clients. And clients get it. You literally hurl an insult at a client when you don't dress professionally, because it shouts "My comfort is more important than impressing you."
Not surprisingly, Tootelian found that younger participants in his study had a different, more casual, perception of what constitutes business attire. "For them, the concept of a coat and a tie isn't even on their radar screen," he said. This study was done just before the current recession. In these shaky financial times, the attitude of young employees may very well have to change if they want to get hired.
Younger employees are much like small children who have been permitted to indulge themselves with sweets, soft drinks, and other things that may not be good for them in terms of healthy bodies. We would all agree that parents who let their children eat what they want are not doing them a favor. By the same token, indulgent companies who institute a "business casual" policy because employees demand it may not being doing their staff a favor. That's because the way you dress affects many things, including your success in life. It defines who you are not only to others, but to the person in the mirror when you leave the house each morning. Casual attire suggests a casual attitude; professional attire says, "I'm serous about who I am and what I do."
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Hampton Roads
Employment News | |
Reliance Announces Launch of New Web Site 
Reliance Staffing is pleased to announce the launch of our new website, fully integrated with social media in the hopes of increasing communication with candidates and our valued clients. We encourage you to join us on Facebook, Twitter, Linkedin, and RSS feeds to stay abreast of current events in the staffing industry and the local job market. Please click on www.reliancestaffing.com and join us in helping to keep Hampton Roads working strong.
Thomas S. Sarach, Jr.
President
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At-Will Employers Are Not Safe From Employment Lawsuits
Kelly Shannon,
Placement Specialist
Yes, it is true that at-will employers may terminate employees for any reason or for no reason at all; however, it is wise to always keep in mind that termination is easier to defend when an employee is terminated for a legitimate business reason. Legitimate business reasons include workforce reduction, theft, violation of safety rules, absenteeism, poor work performance, noncompliance with an employer's policies and procedures, etc.
The following actions will help companies avoid potential lawsuits. Provide 90-day and annual performance evaluations. Always be honest on evaluations. Upon termination, favorable performance reviews, promotions, and pay increases make it difficult for an employer to justify terminating an employee for performance related reasons. Conduct employee training annually, to include harassment training for all managers and staff and instruction on implementing and maintaining an effective unlawful discrimination and harassment policy.
Documentation is key! Maintain thorough documentation of all evaluations, training, and policy reviews for each employee. Performance should be documented as well, regardless of whether the only discipline given is a verbal warning or counseling.
In the latest survey provided by www.JuryVerdictResearch.com the median award for all employment-related claims in 2009 skyrocketed by 60% over 2008.The median amount in 2009 was $326,640. Companies pay the most for retaliation, as judges and juries are especially harsh when they perceive that a supervisor got tough with an employee who filed a complaint about discrimination or other unfair treatment. Juries award the most to employees seen as victims of age or disability discrimination, but the claim your company is most likely to get hit with is sex or race discrimination. They remain the most common.
Here are a few questions to ask yourself before you terminate an employee. Are your terminations consistent with previous actions of your company? Is the decision to terminate premature? Should the employee be given a last chance or an improvement plan? By asking these important questions and following some of the procedures above you may not only avoid a potential employment lawsuit but also an unemployment claim.
Kelly Shannon is a Placement Specialist at the Suffolk branch of Reliance Staffing. She received an Administrative Certificate from The Braxton School of Business in Richmond, VA, and began her Human Resources career with Benchmark Hospitality International. Kelly's top priority is to provide her clients with well-qualified personnel who easily integrate into the clients working environment.
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Year over Year Change in Temp Levels Indicate Recovery
Thomas S. Sarach, Jr.
On February 12, 2010, the BLS published their monthly Employment Situation Report. While non-farm payrolls were a bit below expectations, the number of people employed by temporary help services firms increased by 52,000 jobs (with the number of temporary workers being revised upward in December by 10k). The number of workers employed by temporary staffing firms increased 0.3% on a year-over-year basis, which marks the first month of year- over-year improvement since early 2007 and the sixth consecutive month of sequential increases in temporary labor usage.
The chart above illustrates what appears to be the bottoming and now the growth in temporary staffing. As many beleive the staffing industry is a leading economic indicator, this is likely strong recovery news at the least.
Source: Northcoast Research, Eric Lin
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Need a Contingent Workforce Assessment?
The goal of Reliance Staffing is to understand your personnel needs and to provide you with the most qualified, experienced professionals possible.
Reliance Staffing Services is in the business of helping clients understand the benefits and cost savings of contingent workforce solutions.
We take pride in knowing that we provide our clients with the most skilled and knowledgeable employees through
programs that are custom designed for your firm.
Contact Reliance Staffing Services Today
Newport News 757-873-6644
Virginia Beach 757-490-1700
Chesapeake 757-382-7222
Suffolk 757-925-0400 | |
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