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    Dress Code Guidelines

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    khramanthonynicol

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    © All Rights Reserved
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    Dress Code Guidelines

    Uploaded by

    khramanthonynicol
    7 views2 pages

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    © © All Rights Reserved

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    Copyright:

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    7 views2 pages

    Dress Code Guidelines

    Uploaded by

    khramanthonynicol

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    You are on page 1of 2

    ASSOCIATE CONDUCT AND BEHAVIOR DRESS CODE

    One of the ways Sitel projects a professional image is through personal appearance. Personal
    appearance is affected by dress, use of grooming aids and general cleanliness.

    Sitel has a ‘business casual’ dress code policy, however, a professional appearance should be
    presented at all times. It is expected that Associates will always adhere to appropriate hygiene
    and cleanliness in their clothing and personal appearance. Associates may not in any
    circumstances (including “theme days”) dress in a manner that is offensive, revealing or
    distracting to others.

    Generally acceptable clothing in most locations may include:


    tennis shoes, sandals, t-shirts, jeans, kakis, sweatshirts, mid-thigh length shorts, or skorts,
    sweaters, Capri mid-calf length pants, skirts, dresses, etc. Shoes must be worn at all times, and
    appropriate undergarments should be worn and not be visible.

    Unacceptable:
    Sunglasses, flip flops, slippers, ripped or torn clothing, suggestive or revealing clothing,
    loungewear, beachwear or sleepwear items, shorts that do not reach mid-thigh, midriff tops, crop
    tops, halter tops, tube tops, “muscle” shirts, mini skirts, backless sundresses, spaghetti straps,
    cut-offs, skin-tight or see-through clothing.

    Potentially offensive or obtrusive clothing or accessories is also not acceptable as


    indicated below:
    _ Clips, pins, rings and all other decorative items through or on, eyebrows, nose, tongue, or lips, if
    they directly affect the ability to perform your job.
    _ Potentially offensive or controversial jewelry, tattoos or clothing which contains signs, symbols
    or slogans that are considered offensive or controversial, in the Company’s sole and exclusive
    judgment to the general population.

    In questionable situations, an Associate’s supervisor/manager or Human Resources Department


    retains the right to decide whether an Associate’s attire is appropriate. If the attire is deemed to
    be inappropriate, the Associate may be required to change their attire. Any time off given to a
    non-exempt Associate in such a circumstance (for example to return home to change) will not be
    paid, nor will Associates be allowed to use paid time off.

    Failure to return to work as directed may be considered as job abandonment and may result in
    corrective action up to and including termination of employment.

    The above policy represents minimum dress code requirements. However, each location may
    establish more restrictive dress code requirements as appropriate. In addition, management may
    on occasion adjust these standards due to special events, guests, or client visits.

    These policies supersede any previous communication and are effective September 15, 2007 – Corporate
    Human Resources.

    Note: Sitel policies are subject to change at any time without notice. Failure to comply with Sitel policies
    and/or procedures may result in corrective action up to and including separation of employment. Policies
    are in compliance with Federal, State/Provincial and local regulations and laws, where applicable.
    Sign Off Sheet

    Team Name:_________________
    Date:_______________________

    Name Date Signature

    Immediate Supervisor: ______________________


    Date: ______________

    These policies supersede any previous communication and are effective September 15, 2007 – Corporate
    Human Resources.

    Note: Sitel policies are subject to change at any time without notice. Failure to comply with Sitel policies
    and/or procedures may result in corrective action up to and including separation of employment. Policies
    are in compliance with Federal, State/Provincial and local regulations and laws, where applicable.

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