DRESS CODE POLICY
Dress Code Policy
Page:
Page 1 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
Recommended by
Policy Group
Approved by
Trust Board
Approval date
19 August 2013
Version Number
2.0
Review Date
August 2016
Responsible Executive Director
Director of Organisational Development
Responsible Manager
Assistant Director Employment Practices
For use by
All staff
This policy is available in alternative formats on request. Please contact the Corporate Governance Assistant on 01204 498379
Dress Code Policy
Page:
Page 2 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
CHANGE RECORD FORM Version
Date of change
1.1
28 August 2009
1.2
7 October 2009
1.3
18 November 2009
1.4
16 December 2009
1.5
3 May 2013
1.5
19 August 2013
Date of release
Changed by
Reason for change
DB
Update
th
DB/JW
Update
rd
JW
Update from Policy group
rd
JW
Update from Policy Group
rd
J Warren
Reviewed by Policy Group
J Warren
Approved by Workforce Committee
th
th
9 November 2009
th
3 December 2009
th
3 January 2010
rd
th
3 May 2013 th
19 August 2013
Dress Code Policy
Page:
Page 3 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
DRESS CODE POLICY Policy for managers and members of staff on the application of the code on dress and appearance Contents 1.
Policy Statement/Key Objectives ........................................................................................ 5
2.
Rationale of the Policy ........................................................................................................ 5
3.
Scope of the Policy .............................................................................................................. 6
4.
Personal Appearance, Dress, Grooming & Hygiene............................................................ 6
5.
Laundry Guidance ............................................................................................................. 12
6.
Tax Relief ........................................................................................................................... 12
7.
Failure to Comply With the Uniform / Dress Code ........................................................... 13
8.
Responsibilities.................................................................................................................. 13
9.
Other Issues....................................................................................................................... 13
Dress Code Policy
Page:
Page 4 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
1.
POLICY STATEMENT / KEY OBJECTIVES
1.1
North West Ambulance Service NHS Trust (NWAS) is a uniformed organisation and as such provides uniform for its entire operational staff in order to comply with the corporate identity, which along with their identity badges will ensure that staff are easily identifiable and recognisable to members of the public, other healthcare professionals and external organisations.
1.2
It is the responsibility of all members of staff to adopt a standard of dress and appearance that contributes to the professional image and identity of the North West Ambulance Service NHS Trust. Therefore when a uniform is issued it must be properly worn at all times whilst on duty.
1.3
In setting and maintaining standards of dress and appearance managers, supervisors and members of staff must have regard to the following:
Compliance with Health and Safety legislation and Infection Prevention Control procedures and the Health and Social Care Act 2008 – Hygiene Code Compliance with Equality & Diversity i.e. in respect of gender, race, ethnic origin, religion or belief, or disability The presentation at all times of a professional image of the Trust
1.4
The policy accommodates personal and cultural diversity where this does not compromise the safety of patients or staff, or damage the professional standing of the individual or the Trust. Adjustments to accommodate disability will be determined on an individual basis, with advice and support from the Occupational Health and Human Resources Departments.
2.
RATIONALE OF THE POLICY
2.1
North West Ambulance Service NHS Trust is a public service organisation which serves the public and is concerned with health, patient care, safety and hygiene. It is Trust policy that each employee’s personal appearance, dress, grooming and hygiene should be appropriate to the work situation.
2.2
Employees at all levels and positions are representatives of NWAS and, therefore their personal appearance affects both public impression and staff morale.
2.3
The purpose of introducing the dress code is as follows: 1. 2. 3.
To present a professional appearance for patients, relatives, carers and members of the public that promotes confidence in the service To promote a positive working environment and limit distractions caused by inappropriate dress or personal hygiene To ensure employee safety whilst at work and enhance patient safety
Dress Code Policy
Page:
Page 5 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
3.
SCOPE OF THE POLICY
3.1
This policy applies to all staff. However, the HART team have a separate dress code policy.
3.2
Uniforms and protective clothing are provided by the Trust for those members of staff who are required to wear uniform in the course of their duties.
3.3
The allocated uniform must be worn at all times whilst on duty including nights and weekends. No other personal clothing should be visible.
3.4
Apart from the underlying aim of cultivating a positive, professional image of staff, there are specific principles to the dress code:
To avoid unintentional injury to patients and staff To reduce the risk of cross-infection To reduce the likelihood of injury to staff To avoid offence to people with different cultures and beliefs
3.5
Under the Health and safety and Moving and Handling Regulations, where provided by the Trust staff must only wear safety footwear as provided by the Trust.
3.6
Failure to comply with this dress code could result in disciplinary action being taken against the individual member of staff.
4.
PERSONAL APPEARANCE, DRESS, GROOMING & HYGIENE
Item
Standard
Comments
Uniform
Trust wide uniform
No creased or dirty clothing
(where worn)
Cleaned, ironed and in a good state of repair Uniform must be worn as authorised and as officially issued by the Trust.
High visibility Where provided - high visibility clothing clothing must be available for use at all times. Crews may wear high-visibility clothing at all times if they wish, but it must be worn when working Dress Code Policy
Page:
Page 6 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
at dawn and dusk, in the dark, on all roads and by water or where Health and Safety regulations apply.
Protective Clothing
Policy and procedures and dynamic See Infection Prevention Control risk assessment will determine Procedures for guidance when: Plastic aprons, sleeve protectors, goggles and gloves for control of infection purposes should be worn.
Identification Identification badges Badges available at all times.
must
be If ID badges are worn the picture must be outward facing
lf these are worn around the neck, the cord must be one that breaks in the middle to ensure the safety of staff ID badges to be placed in a position so as not to cause injury to staff or patients No Stickers or pins attached to ID badges obscuring clarity No other badges to be worn that A Trade Union pin badge or charity badge may be worn provided it can are not designated by the Trust be decontaminated Grade Insignia
Trust issued epaulettes of post must be worn and visible at all times
T-shirts
Trust supplied navy blue t-shirts are only to be worn underneath green shirts Navy blue t-shirts alone do not constitute appropriate uniform
Uniform shirts
The green shirt must always be fully buttoned at all times Shirts should be worn ‘tucked in’. The white shirt for EOC staff must
Dress Code Policy
Page:
Page 7 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
always be fully buttoned at all times Shirts should be worn ‘tucked in’. Footwear
Where issued - only Trust issued shoes / boots may be worn by staff whilst on duty Footwear polished
must
be
clean
and
Socks
Socks worn when in uniform – will When worn must reflect be those issued with the uniform. professional appearance.
Headwear
Headwear provided by the Trust No other headwear is appropriate must be worn where appropriate
a
Safety head wear, as appropriate e.g. cycle helmets When medically indicated allowed Religious or cultural headwear must be clean, freshly Iaundered and pinned back when dealing with patients Safety Helmets
Helmets are provided to ensure that staff are afforded appropriate protection when there is a degree of risk or injury Helmets must be worn at all scenes that are ‘unsafe’ or where instructed. This rule does not apply to Sikhs wearing turbans
Utility Pouch
Staff may need to carry certain items of equipment in a belt pouch If this is the case, these should not present any risk of injury to themselves, other staff or their patients
Jewellery
Uniformed staff One solid flat band ring may be
Dress Code Policy
No liability will be accepted by the Trust for any damage to or loss of Page:
Page 8 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
worn. No Carved, sculpted, raised any type of jewellery that is brought or stoned rings. If a wedding band into the work place has carved sculpted, raised or stones then it must be suitably Sikhs can wear the Kara – (this is a covered. single steel bangle and is one of the Fob watches to be worn by clinical 5 Ks which are the five objects of staff religious significance worn by Sikhs). Wrist watches in clinical areas or when performing clinical duties are not to be worn on the wrist no visible necklaces, bracelets or anklets to be worn Small stud earrings only* * If a risk assessment identifies an injury is likely to be sustained, they should be covered and made safe. If they cannot be made safe, they must be removed All staff No visible adornments which do not reflect a professional appearance Scarves
Uniformed staff Head Scarves should not be worn unless they are worn for a religious or cultural reason. When medically indicated
Body Piercings
No visible body piercing ornamentation other than earrings e.g. No item(s) of jewellery through the nose, eyebrows, lips or tongue or other visible body piercing.
Hair
Clean, groomed and arranged so that it does not interfere with the performance of duties or constitute a hazard.
Hindu women who wear nose studs – nose studs can continue to be worm with a circular plaster covering them.
Uniformed staff Male and female staff must wear their hair tied up or cut so that it Dress Code Policy
Page:
Page 9 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
sits above the collar Long hair is tied back and away from the face and secured with modest bands and clips No extremes of hair colour or style which are unnatural or that could cause offence and/or invite provocation from members of the public or colleagues Facial Hair
It is recognised that facial hair could interfere with the fit and offered protection of face masks and therefore staff who may be required to use masks should be clean shaven when fit testing takes place or during times when indicated such as when pandemics are declared Facial hair for religious/cultural reasons alternative solutions will be offered.
Sunglasses
Staff may wear sunglasses when in the cab of a vehicle in conditions of bright sunlight
No liability will be accepted by the Trust for any damage to or loss of sunglasses
Sunglasses must always be removed when speaking to or dealing with a member of the public. Cosmetics
Tasteful make up that is complimentary to natural features Markings for religious or cultural reasons Camouflage make up for medical reasons Make up should be of a colour and type that is appropriate to the work environment No excessive or extreme make-up which may be deemed offensive
Dress Code Policy
Page:
Page 10 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
Tattoos
Tattoos may become relevant if they could cause offence and /or invite provocation from members of the public or colleagues Tattoos must be of a nature which is suitable to the workplace or if not, they should be covered in an appropriate manner. No offensive or excessive tattoos which cannot be covered up at work Marks for religious or cultural reasons will be allowed
Finger Nails
Where staff have patient contact false nails (i.e. overlays, acrylic and gels etc) must not be worn as they pose an infection control risk. In general Finger nails should be short, neat and clean. Varnish may be worn but should be neutral colours. No nails of extreme length.
Care of Uniform
Care must be taken of all uniform and equipment and any article that is lost or damaged must be reported immediately Uniform must be washed in line with the manufacturers instructions (see below)
General Clothing (Support Staff)
Clothing that is clean, neat, ironed, in good repair Smart casual or Business attire Clothing should be suitable for the role of the individual and the workplace concerned
Dress Code Policy
Page:
Page 11 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
Standards of dress should assist in bringing an appropriate degree of formality to the workplace A professional image is important when dealing with colleagues and internal customers, as well as the public Business suits are acceptable for wearing by either sex. These are the preferred style of dress whenever Support Service staff are representing the Trust at events.
Personal Hygiene
Clean and presentable Use of mild scented deodorants and perfumes
5.
LAUNDRY GUIDANCE
5.1
The following guidance should be followed when cleaning used uniforms:
Wash separately from other items, in a washing machine at 60ºC Wash in laundry detergent in quantities recommended by the manufacturer Dried quickly, or tumble dry as appropriate
High visibility jackets should be washed as per manufacturer’s instructions Hand washing uniforms is ineffective and therefore not acceptable. Please see Linen management section of the Infection Prevention and Control Procedure.
6.
TAX RELIEF
6.1
Tax relief is not applicable if your employer provides laundry arrangements, or if you choose not to use them. However, staff can claim tax relief in respect of laundry costs where they have to pay for laundering their uniforms. More information is available via your union representative or your local Inland Revenue Office.
Dress Code Policy
Page:
Page 12 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
7.
FAILURE TO COMPLY WITH THE UNIFORM / DRESS CODE
7.1
Staff who are deemed by a Supervisor/Manager to be contravening the Uniform/Dress Code policy will be asked to adhere with the recommendations as soon as practicably possible.
7.2
Repeated noted incidents of a member of staff failing to comply will result in disciplinary action.
8.
RESPONSIBILITIES
8.1
It is the responsibility of all staff to ensure that every effort is made to keep uniforms in good repair and staff must inform their manager when items need replacing/repairing.
8.2
It is the responsibility of all Supervisors and Managers to monitor compliance.
8.3
A clean uniform must be worn and laundered in accordance with the guidance issued.
8.4
All members of operational staff should have a spare clean uniform available within the workplace should contamination occur.
9.
OTHER ISSUES
9.1
Replacements: Uniforms are designed to last approximately 2 years, however they will be replaced if they become worn. If items need to be replaced within the timescale, it must be clearly demonstrated that the replacement request is due to an accident or incident at work.
9.2
Leaving the Trust: All uniforms or personal protective equipment provided remain the property of the Trust and must be returned when staff leave along with their identity badge and other Trust property.
Dress Code Policy
Page:
Page 13 of 13
Author:
Asst Dir. Employment Practices
Version:
2.0
Date of Approval: Date of Issue:
19 August 2013
Status:
Final
21 October 2013
Date of Review
August 2016
