ARTICLE
QUESTION: Our agency is updating our personnel policies and would like to know if any agencies have a policy that addresses, tattoos, piercings and unnatural hair color. If so, would they be willing to provide a sample of those policies? Our agency has revised our Employee Handbook to include the following verbiage: “Extreme hairstyles and wild or bright colors (such as pink, purple, green or blue) should be saved for after work or time off hours. While working, especially when performing direct care supports, employees should have no visible piercings other than the ears. No dangling jewelry, such as hoop or drop earrings, necklaces or bracelets should be worn while performing direct care supports, as this type of jewelry can be a safety hazard for both the employee and the individual(s) with whom they are working. Additionally, Agency will not be responsible for repairing or replacing jewelry that is damaged while working or for injuries caused by wearing jewelry while working.” This policy does not address tattoos specifically, but it does contain a statement of “…setting an example and serving as a role model for the individuals with whom you work.” *** Our agency has the following in our policies to address tattoos, piercings and unnatural hair color: “Jewelry should be worn with care and consideration at work. Please remember that dangling earrings and necklaces can present a safety hazard to you if the consumer would grab them. Agency is not responsible for replacing damaged jewelry.” “Visible body piercings, other than ears, may not be appropriate. Excessive earrings may also need to be removed during work hours.” “Visible tattoos may or may not be appropriate and the employees may be required to cover visible tattoos. Discretion is given to the supervisors to make the decision if visible tattoos are appropriate at each service location.” This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
Our agency has revised our Employee Handbook to include the following verbiage: “Extreme hairstyles and wild or bright colors (such as pink, purple, green or blue) should be saved for after work or time off hours. While working, especially when performing direct care supports, employees should have no visible piercings other than the ears. No dangling jewelry, such as hoop or drop earrings, necklaces or bracelets should be worn while performing direct care supports, as this type of jewelry can be a safety hazard for both the employee and the individual(s) with whom they are working. Additionally, Agency will not be responsible for repairing or replacing jewelry that is damaged while working or for injuries caused by wearing jewelry while working.” This policy does not address tattoos specifically, but it does contain a statement of “…setting an example and serving as a role model for the individuals with whom you work.”
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Our agency has the following in our policies to address tattoos, piercings and unnatural hair color: “Jewelry should be worn with care and consideration at work. Please remember that dangling earrings and necklaces can present a safety hazard to you if the consumer would grab them. Agency is not responsible for replacing damaged jewelry.” “Visible body piercings, other than ears, may not be appropriate. Excessive earrings may also need to be removed during work hours.” “Visible tattoos may or may not be appropriate and the employees may be required to cover visible tattoos. Discretion is given to the supervisors to make the decision if visible tattoos are appropriate at each service location.”