CNCounty News

How Casual Is Twirler Casual?

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What does “casual dress” mean in your organization?

Imagine a group of employees chatting over lunch. Kim talks about her daughter, a talented baton twirler who is preparing for an upcoming competition. The costumes are elaborate and Kim shares photos on her phone. She explains that the interview portion of the twirler competition is done in casual dress. The listeners immediately develop a mental image of the twirlers in khakis and polo shirts. No, the mom explains, casual dress in the twirling world means a holiday party dress that is mid-calf length, as opposed to a formal gown or twirling costume.

Twirling, like any other activity, sport or hobby, has its own language and terms. Organizations and departments have their own languages and terms, as well, and new employees usually figure things out over time. Perhaps it would be helpful if new hires would each receive a list of terms when hired, much like the long-laminated pages of plays football coaches refer to on the sidelines. One thing to include on the play sheet: a discussion about dress code and clarification of the word “casual.”

While supervisors spend time teaching new hires the terms and acronyms of the organization, there are so many new things to learn that often we assume they have the basics already: the foundational items of how to call in sick, how to request a day off and how to answer a phone. We also assume they know what professional attire means. Presumably, your organization has a dress code policy. Such a policy likely includes language that allows for a wide range of job-specific attire. Staff who work in public works are required to dress dramatically different than staff who work in courts. Hopefully, the policy mentions the importance of modesty, professional appearance and personal hygiene.

Perhaps your organization has a “casual day,” allowing employees to leave the ties and heels at home and wear khakis or jeans instead. If so, be aware that unless such specific suggestions are included in your policy, the term “casual” is up for interpretation, and might create an environment where employees look around at other employees to determine what is acceptable attire, what is acceptable modesty and what is acceptable grooming. This may or may not be a good thing.

As part of onboarding a new employee, take time to discuss dress code. Discuss the expectations of the department. Be specific about items like casual day, open-toed shoes, sandals, Capri pants, sleeveless shirts, baseball caps, skirt length, and safety equipment. Does the dress code change due to weather? For example, does a snowy day allow an employee to wear snow boots all day, or should the employee be expected to change out of their snow boots when they get to the office?

Be aware of any discussion about dress as it relates to religion or ethnicity. Call HR immediately if that is the direction the conversation is taking.

It is a good practice to follow up on that initial conversation by taking an employee aside if it becomes necessary to advise about grooming, attire or appearance if it appears unacceptable. The conversation might go beyond clothing to include accessories or requiring a neutral lanyard for identification badges.

As public servants, we strive to ensure all people are respected. There are times when clothing might lead to complaints. Supervisors sometimes hear from male employees complaining about the attire of their female coworkers or vice versa.  Employees might complain about the professional sports team represented on an employee’s lanyard. Employees interviewing for an internal promotion within the organization might wear clothing that is more casual than they would wear to an interview with another organization. Likewise, an employee sitting on an interview as a panel member might assume it is acceptable to dress down if the interviews are held on a casual Friday. Often supervisors ask questions about holes in jeans, slogans or phrases on T-shirts and attire at company holiday parties.

Talking to an employee about attire is not an easy task. Often employees are defensive, as their clothing is a personal expression of who they are. Sometimes employees will cite finances as a reason to not have professional attire. However, it is important to address clothing that is not within the dress code or is not appropriate. If the infraction is not addressed, not only will that same outfit show up again, but others may think that attire is permitted and wear something similar. The important thing is to be consistent with employees and in alignment with the policy.

The twirling attire conversation in the lunch room continued when Abby said that her sister wore “dress flip-flops” to an interview. What are dress flip-flops someone else asked? “They have beads or sparkles on them. You know, the kind you can wear to a wedding,” Abby replied. “You would wear flip-flops to a formal event?” another listener asked. “Why not?” someone responded. “I never would,” said a third.

The different generations in the lunch room obviously had conflicting feelings about dress flip-flops, and their inclusion in a job interview or a wedding. Even if the applicant you are interviewing doesn’t show up in their dress flip-flops for the occasion, you should remember to discuss the constraints of professional attire as they relate to your organization. After all, you don’t want to assume your new employee speaks “twirler” when you mention casual Friday.  

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