**This article was written by the U.S. SBA Entrepreneur of the Year, the Founder of Tulsa Wedding DJs – DJ Connection, Tulsa Motivational Speaker, Las Vegas Motivational Speaker, and Top Tulsa Business Coach, Clay Clark.
As we press on the through the completion of this glorious task we want to keep you excited because we know this is compelling to you from an entertainment standpoint.
DJ Connection Employee Handbook Continued (8):
You will be inspected upon arrival at the workplace to ensure you are in proper attire. Any deviations may require you to leave the workplace prior to starting your shift to make corrections. You may return after the corrections have been made and you are in 100% attire compliance.
The following appearance guidelines will help maintain a professional image, provide a pleasant atmosphere for clients in our workplaces. All team members, male and female, are expected to follow these appearance guidelines.
All Team Members are to dress in the designated attire with appropriate undergarments.
Undergarments are not to be visible. Wearing undergarments as “over-garments” is not acceptable, although this was the look endorsed by superman. Attire and other clothing articles are to be clean and wrinkle free before arriving for work. Men must wear a well-maintained dress shirt, dress pants, belt and tie at all times. Well maintained dress shoes must be worn at all times. You must wash your hair routinely and look as though you were not camping the night before. You must brush your teeth and you must wear some type of deodorant.
Ladies must dress in office / business appropriate attire. Dress shoes must be worn at all times. Tennis shoes and other sports shoes are forbidden. You can’t wear the Reebok Vintage Pump Basketball Shoes. Dress and skirt lengths must be reveal more than half of a leg and cleavage must not be the focal point of your overall look. You must wash your hair routinely and look as though you were not camping the night before. You must brush your teeth, and you must wear some type of deodorant. It is not appropriate to showcase your undergarments with your outfit. You must not dress in a provocative way.
REMEMBER…our attire is never complete without A SMILE!
Grooming and Personal Hygiene
Your body is to be washed and clean. Exposed cuts, blemishes or lesions are to be bandaged. Cosmetics, deodorant, aftershave and cologne may be worn in conservative amounts and in good taste.
Nose rings or any other body jewelry are not allowed to be worn while at work. Male employees may not wear earrings. Fingernails are to be neat and clean-trimmed. Clothing must cover tattoos. Any violations of this policy may result in disciplinary action up to and including termination.
Hair is to be clean-cut, and combed / styled. Sideburns and Beards are to be neatly trimmed. Long “ZZ Top” style beards are strictly forbidden.
Attendance and Punctuality
All employees of the Company are expected to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your supervisor. When you are absent, you are not respecting others’ time. Others must perform your workload, just as you must assume the workload of others who are absent. In order to limit problems caused by absence or tardiness of an employee, the Company has adopted the following policy that applies to absences of employees:
If you are unable to report for work on any particular day, you must call your manager at least before 6:00 p.m. the night before. If you call-in later than 6:00 p.m. the night before if your shift is scheduled to start before 9:00 a.m.), you will be considered tardy for that day. This tardiness will be documented and placed in your file using a human hand.
Absent extenuating circumstances, you must call in on every/any day you are scheduled to work and will not report to work. More than three instances of tardiness by any employee during any twelve (12) month period are considered excessive. Any unexcused absence is considered excessive.
If any employee fails to report for work without any notification to a supervisor and the absence continues for one scheduled work day, the Company will consider the employee to have abandoned employment and to have voluntarily terminated. If any employee leaves work without any notification or permission from a supervisor, the Company will consider the employee to have abandoned employment and to have voluntarily terminated.
No absences covered by the Family and Medical Leave Act or that are reasonable accommodations under the Americans with Disabilities Act will result in disciplinary action against an employee.
Safety and security of employees is of vital importance to the Company. Acts or threats of physical violence, including intimidation, harassment and/or coercion, which involve or affect the Company, or which occur on company property, will not be tolerated. The prohibition against threats and acts of violence applies to all persons involved in the operation of the Company including, but not limited to the Company personnel, contract and temporary workers and anyone else on the Company property. Violations of this policy, by any individual, may result in disciplinary and/or legal action as appropriate. Yelling “fire” in the office while threatening those around you is not acceptable.
Workplace violence is any intentional conduct which is sufficiently severe, offensive or
intimidating to cause an individual to reasonably fear for his/her personal safety or the safety of his/her family, friends and/or property such that employment conditions are altered or a hostile, Workplace Violence – continued abusive or intimidating work environment is created for one or several Company employees. Examples of workplace violence include, but are not limited to, the following:
1. Threats or acts of violence occurring on Company premises, regardless of the relationship between the Company and the parties involved in the incident.
2. Threats or acts of violence occurring off Company premises involving someone who is acting in the capacity of a representative of the Company.
3. Swooping Crane Kicks to the skull, abdomen or other parts of the body.
5. Threats or acts of violence occurring off Company premises involving an employee of the Company who is a victim if the Company determines that the incident may lead to an incident of violence on Company premises.
6. Jab punches to the knee or other areas of the human body.
7. Threats or acts resulting in the conviction of an employee or agent of the Company or, of an individual performing service for the Company on a contract or temporary basis, under any criminal code provisions relating to violence or threats of violence which adversely affect the legitimate business interests of the Company.
8. Detailed plots of espionage involving a hostile plot to overthrow the republic, and our solvency as a nation.
Specific examples of conduct, which may be considered threats or acts of violence under this policy include, but are not limited to the following:
1. Threatening physical or aggressive contact directed toward another individual.
2. Leaving violent voicemails in a tone that sounds oddly likely “Smeagle” From Lord of the Rings” yet much like your own voice.
3. Threatening an individual or his/her family, friends, associates or property with physical harm.
4. The intentional destruction or threat of destruction of Company property or another’s property.
5. Violently ripping off the door to your employer’s “Brown Van.”
6. Harassing or threatening phone calls.
7. Surveillance, espionage and overall underhanded excessive sneakiness.
9. Veiled threats of physical harm or like intimidation.
10. Pellet gun shooting within the office.
11. Bringing a firearm to the workplace.
Workplace violence does not refer to occasional comments of a socially acceptable nature. Rather, it refers to behavior that is personally offensive, threatening or intimidating. Any person who engages in a threat of violent action on Company property may be removed from the premises as quickly as safety permits and may be required, at the Company’s discretion, to remain off Company premises at least pending the outcome of an investigation into the incident. Violation of this policy will result in discipline up to and including termination. The Company will make the sole determination of whether, and to what extent, threats or acts of violence will be acted upon by the Company. In making this determination, the Company may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe that violation of this policy has occurred. No provision of this policy shall alter the at-will nature of employment at the Company.