Dress Code

Revised: 12/01/2015


Business Casual (Monday-Friday)
For men, this may include dress or khaki slacks with a casual (denim or knit) shirt or polo shirt with a collar. Ties and sport coats are optional. For women, this may include dresses, jumpers, or skirts in dressy or casual fabrics (denim, khaki, or twill), or dress or khaki slacks with casual shirts or blouses. Knee highs or pantyhose are optional. Capri, gaucho, or crop pants in casual fabric, khaki, or twill are allowed.

Shoes in Office Settings
Loafers, oxford (lace up) shoes, heels or flat shoes are all acceptable footwear. Dressy sandals are acceptable in season, but NOT flip-flops, or flip-flops disguised as sandals. No sneakers in the main office except for center staff on errands.

Shoes in Classrooms and Socialization Rooms
Closed toed shoes only. Stilettos, sandals, or any other open toed shoes are NOT acceptable and applies to all staff working in or entering a classroom or socialization room, working with children, riding or driving a bus, and during field trips or outdoor activities.  Sneakers are always acceptable at centers, and center staff who have errands at the main office may wear their sneakers to the main office. 

Shoes when Visiting other Worksites
Office staff visiting classroom or socialization worksites must change into classroom approved footwear. Classroom staff visiting office worksites are welcome to keep their sneakers on.

Common sense rules to follow

  1. No sweat shirts, no sweat pants, no workout clothes, no jeans of any color, and no shorts.
  2. No crew-neck T-shirts except Child Start logo shirts.  Knit tops (with jewel neck, v-neck, scoop neck, boat neck) are acceptable.
  3. Clothes may be fitted but should not be tight and do not show cleavage or midriff.  This includes while bending and stretching.
  4. Skirts (including dressy split skirts) should be no more than 3” above the knee (standing). Skirts should be below the knee with children present.
  5. Appropriate underwear is required and should not be showing.
  6. All clothes and shoes should be clean, pressed if appropriate, and in good repair.
  7. No body piercing jewelry, except earrings, should be visible.
  8. Good hygiene is required, including clean hair, clean teeth, clean hands and fingernails (and clean feet and toenails if wearing sandals). Good hygiene also includes no bad breath or body odor.
  9. Tattoos:
    1. Child Start recognizes that personal appearance is an important element of self-expression and will allow reasonable self expression with regard to tattoos, unless a) it conflicts with an employee’s ability to perform his or her position effectively or with his or her specific work environment, or b) it is regarded as offensive or harassing toward co-workers or others with whom Child Start employees have contact.
    2. Child Start permits employees to display tattoos at the workplace within the following guidelines. Factors that management will consider to determine whether tattoos may pose a conflict with the employee’s job or work environment include:
      1. Personal safety of self or others, or damage to company property.
      2. Productivity or performance expectations.
      3. Offensiveness to co-workers, families, customers, vendors or others in the workplace based on racial, sexual, religious, ethnic, or other characteristics or attributes of a sensitive or legally protected nature.
      4. Corporate or societal norms.
      5. Complaints.

If management determines an employee’s tattoos may present such a conflict, the employee will be encouraged to identify appropriate options, such as covering of tattoos, transfer to an alternative position, or other reasonable means to resolve the conflict. An environment of mutual cooperation, respect, and fair and consistent treatment for all employees is the company’s goal. Nonetheless, the company is legally responsible for ensuring that no employees are subject to harassment or a hostile work environment. As an initial step toward resolution of any complaint or offense under this policy, supervisors and managers will be responsible for explaining the policy and answering employee questions. If an agreeable solution cannot be reached at that stage, the human resource manager will follow company procedures to resolve the issue.

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