Purpose

It is the policy of The Research Foundation of The City University of New York (Foundation) that each employee's dress and appearance should be professional and appropriate to the workplace.

Applicability

This policy applies to all Foundation Central Office employees. The specific terms of the policy may be modified on a case-by-case basis to comply with applicable law.

Policy

  • Employees are expected at all times to present a professional, business-like image to clients and the public. Enforcement of this policy is the responsibility of the Foundation's Senior Director of Human Resources.
  • All employees must comply with the following standards:
  • Employees are expected to dress in a manner that is normally acceptable in similar office/business establishments.
  • Employees may not wear inappropriate clothing or items, such as:
    • t-shirts 
    • athletic wear (e.g., exercise clothing, jerseys with team logos)
    • sneakers and other athletic footwear (unless required for a documented medical reason) 
    • baseball caps or hats 
    • tank tops, tube tops, halter tops, midriff length tops
    • shorts
    • beach wear (flip-flops, beach sandals, etc.) 
    • blue denim jeans 
    • cutoff pants
    • underwear as outerwear 
    • shirts with tails designed to be tucked shall not be worn un-tucked
  • At management's discretion, the dress code may be relaxed at certain times.
  • At its discretion, the Foundation may permit employees whose duties bring them into regular contact with items or situations that may result in soiling or damage to clothing to dress in a more casual fashion than is normally required of other staff. On these occasions, employees still are expected to present a neat appearance and are not permitted to wear ripped or disheveled clothing, athletic wear, or similarly inappropriate clothing. Alternatively, the Foundation may, at its discretion, provide protective coverings or uniforms to such staff.
  • For RFCO union-covered employees, violations of this policy shall be subject to progressive discipline as defined in Section 13.2 of the Agreement.

Implementation

This policy will be implemented January 1, 2014.