Posted on | Compliance
Few situations are as uncomfortable for an employer as talking with an employee about their personal hygiene. Still, poor hygiene can have a negative effect on clients and co-workers, and hygiene concerns should be addressed carefully. The following are some guidelines for addressing personal hygiene issues with an employee. Before trying to address a body odor or poor hygiene issue based on a co-worker's complaint, confirm that a problem actually exists. In light of the ongoing COVID-19 pandemic, remember to follow safety protocols even as you investigate the issue. Hygiene problems may be caused by a variety of factors, including medical issues, cultural differences, mental health issues, personal problems, or poor grooming habits. Never assume that any one of these factors is the cause and be mindful of nondiscrimination laws when addressing a hygiene issue. Under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and similar state and local laws, employers may be required to make reasonable accommodations for individuals with disabilities, and for an employee's sincerely held If you have verified that a hygiene issue exists, it should prompt a conversation between the employee and a manager or HR representative who has the training and experience to handle these types of difficult conversations. The conversation should be held in private. The employee should never be informed of a hygiene issue anonymously, via email, or in some other indirect way. If another employee brought the issue to your attention, they should be reminded that you will handle the situation and that they shouldn't take action on their own. When personal hygiene is a problem in the workplace, focus on working with the employee to identify the issue and find a solution in a timely manner.Confirm there is an issue.
Never assume you know the cause.
Understand workers' rights.
religious
beliefs and practices, unless it creates an undue hardship on the business. Title VII and the ADA apply to employers with 15 or more employees, but many state and local laws apply to smaller employers.Meet with the employee in private.
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