Hi, Is there any employees' uniform-related policy and rules that industries follow? Please let me know if any.
From India, Pune
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22From India, Pune
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Hi Anuradha,
Yes, definitely, every company should have certain rules and regulations. A policy should be made and kept updated for future references.
1. When any employee is given a uniform, the first thing is to determine the eligibility (who is going to be included), such as Grade/Cadre.
2. When will the employee be eligible (after 1 month or six months of joining)?
3. If the employee leaves the organization, how much money will be deducted from the employee (within 6 months or 12 months)? There will be costs involved for the company.
4. The nature of each employee's job should be evaluated; it is very important.
5. When will you issue a uniform, to whom will you issue it, and how many pairs will be issued each year?
6. If an employee loses or tears a uniform, what will be the procedure?
7. Are there any agreements with employees individually or with unions regarding uniforms?
8. Last but not least, how much money (budget) is the employer ready to spend on uniforms?
Thank you,
Shravan
From United Kingdom, London
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Yes, definitely, every company should have certain rules and regulations. A policy should be made and kept updated for future references.
1. When any employee is given a uniform, the first thing is to determine the eligibility (who is going to be included), such as Grade/Cadre.
2. When will the employee be eligible (after 1 month or six months of joining)?
3. If the employee leaves the organization, how much money will be deducted from the employee (within 6 months or 12 months)? There will be costs involved for the company.
4. The nature of each employee's job should be evaluated; it is very important.
5. When will you issue a uniform, to whom will you issue it, and how many pairs will be issued each year?
6. If an employee loses or tears a uniform, what will be the procedure?
7. Are there any agreements with employees individually or with unions regarding uniforms?
8. Last but not least, how much money (budget) is the employer ready to spend on uniforms?
Thank you,
Shravan
From United Kingdom, London
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can a sample policy be shared....so that it is clear that what all aspects are cosidered for framing a policy .......
From India, Delhi
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From India, Delhi
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Dear All, Can a sample Uniform & Leave policy be shared....so that it is clear that what all aspects are consider for framing a policy ....... Thanks & Regards Manashi
From India, Vadodara
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From India, Vadodara
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Can someone share a uniform policy along with the penalties if it is not being followed by employees
From India, Pune
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From India, Pune
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hi, I need a sample uniform policy of Indian industry. If available with any body please share me.
From India, Morvi
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From India, Morvi
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Dear Colleague,
As far as the Uniform Policy is concerned, I will outline the general practices in the Manufacturing Sector below:
- Newly acquired talents are required to provide their uniform measurements to HR before joining. On the first day, the initial sets of uniforms will be issued to the talent.
- Day One includes the talent submitting a Joining Report and presenting themselves in company uniform.
- Every year, three sets of uniforms are provided to all talents, regardless of their level in the organization.
- All talents are expected to wear the uniform every day, except for Saturdays and Sundays, which are considered Color Formal Wear Days.
- The cloth is purchased in bulk by the company and provided to a pre-assigned tailor shop.
- The Tailoring Vendor Team takes measurements on campus after notifying talents through notices, emails, and WhatsApp.
- During meetings, in-house meetings, client visits, customer visits, and all days, including Saturdays and Sundays, wearing the uniform is compulsory.
- Talents are responsible for maintaining, washing, and pressing the provided uniform in good condition. Some companies provide a washing allowance.
- Upon request, up to two additional sets of uniforms can be provided during any financial year at actual cost.
- Consequences for not wearing the uniform are as follows: first offense receives advice via letter, second offense is a warning letter, and the third offense in a year results in severe warning. Continuously not adhering to the uniform policy can lead to a one-year increment withholding unless a valid explanation is provided to the Department Head and HR Representative jointly.
- If a talent is continuously non-compliant, as advised by the HOD and HR jointly, they may be restricted from using company transportation and participating in club/engagement activities. Further actions will be based on the Standing Orders or Code of Conduct applicable.
- If a talent leaves the company within six months of uniform issuance, 50% of the material and tailoring charges will be recovered.
- The uniform budget, including material costs and tailoring charges, is allocated to each department, unit, or location based on the number of talents for budgeting and cost monitoring purposes.
- Any uniform changes require joint agreement from the Business Head, HR Head, Commercial Head, and Finance Head. If any member disagrees with the change, it will not be implemented, and the existing uniform will continue.
- All purchasing and tailoring agencies are selected by the Commercial department following vendor evaluation and commercial processes.
I hope this information is helpful. Thank you and God Bless,
Dr. P. Sivakumar, Ph.D. (HR)
DrSIVAGLOBALHR
Tamil Nadu
From India, Chennai
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As far as the Uniform Policy is concerned, I will outline the general practices in the Manufacturing Sector below:
- Newly acquired talents are required to provide their uniform measurements to HR before joining. On the first day, the initial sets of uniforms will be issued to the talent.
- Day One includes the talent submitting a Joining Report and presenting themselves in company uniform.
- Every year, three sets of uniforms are provided to all talents, regardless of their level in the organization.
- All talents are expected to wear the uniform every day, except for Saturdays and Sundays, which are considered Color Formal Wear Days.
- The cloth is purchased in bulk by the company and provided to a pre-assigned tailor shop.
- The Tailoring Vendor Team takes measurements on campus after notifying talents through notices, emails, and WhatsApp.
- During meetings, in-house meetings, client visits, customer visits, and all days, including Saturdays and Sundays, wearing the uniform is compulsory.
- Talents are responsible for maintaining, washing, and pressing the provided uniform in good condition. Some companies provide a washing allowance.
- Upon request, up to two additional sets of uniforms can be provided during any financial year at actual cost.
- Consequences for not wearing the uniform are as follows: first offense receives advice via letter, second offense is a warning letter, and the third offense in a year results in severe warning. Continuously not adhering to the uniform policy can lead to a one-year increment withholding unless a valid explanation is provided to the Department Head and HR Representative jointly.
- If a talent is continuously non-compliant, as advised by the HOD and HR jointly, they may be restricted from using company transportation and participating in club/engagement activities. Further actions will be based on the Standing Orders or Code of Conduct applicable.
- If a talent leaves the company within six months of uniform issuance, 50% of the material and tailoring charges will be recovered.
- The uniform budget, including material costs and tailoring charges, is allocated to each department, unit, or location based on the number of talents for budgeting and cost monitoring purposes.
- Any uniform changes require joint agreement from the Business Head, HR Head, Commercial Head, and Finance Head. If any member disagrees with the change, it will not be implemented, and the existing uniform will continue.
- All purchasing and tailoring agencies are selected by the Commercial department following vendor evaluation and commercial processes.
I hope this information is helpful. Thank you and God Bless,
Dr. P. Sivakumar, Ph.D. (HR)
DrSIVAGLOBALHR
Tamil Nadu
From India, Chennai
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