UW Research

Business Attire Policy

  • Purpose

This policy provides guidance regarding appropriate business attire for employees of the Office of Research.

  • Revision History

None

  • Persons Affected

This policy applies to all permanent classified non-union and permanent contract classified employees, professional staff (both overtime exempt and non-exempt), temporary staff and staff still in their trial or probationary period in the Office of Research.

  • Policy

Professional business attire appropriate in the Office of Research generally means attire which is:

  • Neat and clean
  • Without derogatory slogans, symbols or pictures
  • Of a degree of formality that is suitable for meetings, events, or the work environment in general.

NOTE:  Casual attire is acceptable, including sandals and appropriate shorts in the summer as long as it is in alignment with appropriate clothing for a business/office setting.  Some casual office attire may be inappropriate in settings such as:

  • Meetings with researchers and their staff both outside and in the office
  • Presentations to others, including training.

Additionally, staff are required to wear shoes or sandals.  This requirement is based on hygiene as well as safety in the workplace.
In general:

  • Conventional personal hygiene principles should be followed.
  • Staff are encouraged to minimize the use of scented products (especially perfumes and colognes) because scents can cause significant distress to people with asthma, allergies, or chemical sensitivities.

Any special or circumstances should be discussed with your manager.

  • Responsibilities

5.1       Supervisors are responsible for implementation and application of OR policies and any policies/processes internal to the unit in a fair and consistent manner.
5.2       OR staff are expected to adhere to OR policies and internal work unit policies/processes.
5.3       The OR management team is responsible for general oversight of the policy and processes, for ensuring that they are applied fairly and consistently among supervisors and to make changes or clarify policies/processes as necessary based on UW rules, and state and federal laws.
 

  • Content Creator

Director of Operations and Human Resources

  • Effective Date

April 1, 2013