Run: Personal Appearance Dress Code Policy

This policy establishes clear, consistent expectations for employee appearance, grooming, and dress in the workplace. The policy is intended to support a professional environment, customer confidence, safety, and operational consistency while complying with applicable employment laws, including **Title VII of the Civil Rights Act of 1964**, the **ADA**, and applicable **OSHA** requirements.

This policy applies to all employees, interns, temporary workers, and contractors when they are working on company premises, attending company events, representing the company off-site, or appearing in virtual meetings where a professional appearance is expected. **Applicable roles** may include customer-facing staff, field employees, production workers, managers, and any role requiring uniforms or PPE. **California employees:** appearance standards and grooming rules must be applied in a manner consistent with **California Government Code § 12926** and related anti-discrimination protections. **New York employees:** appearance-based rules must not discriminate based on protected characteristics under the **New York State Human Rights Law**.

Employees are expected to present a neat, clean, and professional appearance appropriate to their role and work environment. - Clothing must be clean, in good repair, and suitable for the employee's assigned duties. - Employees in customer-facing or leadership roles may be required to follow a more formal standard than employees in non-customer-facing roles. - Clothing must not display offensive language, discriminatory messages, explicit imagery, or content that could reasonably disrupt the workplace. - Modest attire may be required where work duties, customer interaction, safety, or company image call for additional coverage. - Footwear must be safe and appropriate for the work environment; open-toed shoes may be prohibited in operational or safety-sensitive areas. - Hair, facial hair, and grooming must be maintained in a clean and professional manner and must not interfere with safety equipment, hygiene requirements, or job performance. - Visible tattoos and piercings are generally permitted unless they create a safety issue, interfere with job duties, or conflict with a legitimate business requirement. - The company may require removal, covering, or modification of jewelry, piercings, or accessories when necessary for safety, sanitation, or equipment use.

When uniforms, branded apparel, or PPE are required, employees must wear the items provided or approved by the company. - PPE must be worn whenever required by the job, task, site, or supervisor instruction. - Employees must keep PPE in usable condition and report damaged or missing items promptly. - Safety footwear, high-visibility apparel, hair restraints, gloves, eye protection, or other protective items may be required based on the role. - The company may restrict loose clothing, dangling jewelry, long nails, or other items that create a safety hazard or interfere with machinery, sanitation, or sterile environments. - Employees may not alter uniforms or PPE in a way that reduces safety, visibility, or compliance. - If a uniform requirement conflicts with a religious practice or disability-related need, the employee should request accommodation through the interactive process.

The company will consider requests for reasonable accommodation for sincerely held religious beliefs, disabilities, pregnancy-related needs, and other protected circumstances as required by law. - Requests will be reviewed through an individualized, good-faith interactive process. - The company may request limited documentation when permitted by law and necessary to evaluate the request. - Approved accommodations may include alternative uniforms, modified grooming standards, head coverings, beard accommodations, or exceptions to jewelry, hair, or modesty requirements. - The company will not deny a request based on stereotypes, assumptions, or customer preference alone. - If an accommodation would create an undue hardship or compromise safety, the company will discuss alternative options where available.

Employees who need an exception to this policy should notify their manager or HR as soon as possible before the issue affects attendance, safety, or work performance. 1. Submit the request to HR or the designated policy holder. 2. Participate in the interactive process if the request involves a protected characteristic or medical need. 3. Follow any interim guidance while the request is reviewed. 4. Comply with the approved standard or accommodation once confirmed. Managers should address policy concerns promptly, privately, and consistently. If an employee does not meet the standard and no approved exception applies, the company may issue a verbal reminder, documented warning, or PIP where appropriate, depending on the severity and frequency of the issue.

**Employees** must follow the dress code, maintain personal grooming, wear required PPE, and request accommodations when needed. **Managers** must apply the policy consistently, avoid discriminatory enforcement, and escalate accommodation requests to HR. **HR / Policy holder** must review requests, maintain documentation, coordinate the interactive process, and ensure the policy is applied in compliance with Title VII, the ADA, OSHA, and applicable state law. **Safety / Operations leaders** must identify role-specific PPE and safety attire requirements and communicate them clearly.

Failure to follow this policy may result in corrective action, up to and including removal from the work area, loss of customer-facing duties, a documented warning, or further discipline under the company's disciplinary process. - Enforcement must be consistent and non-discriminatory. - The company will not discipline employees for requesting a lawful accommodation. - If the company requires employees to purchase or maintain specific uniforms or equipment, it will review those requirements for compliance with the **FLSA** and any applicable state wage laws. - Any time spent changing into required gear or performing required appearance-related tasks will be handled in accordance with wage-and-hour rules, including whether the time is compensable under the **FLSA** and applicable state law.

This policy will be reviewed at least annually and updated as needed to reflect changes in law, business operations, safety requirements, or workplace standards. Revisions should be approved by the policy holder, HR, and legal counsel as appropriate.