Harborview Professional Image Policy
Dress Code
Administrative Policies and Procedures
Harborview Medical Center PROFESSIONAL IMAGE POLICY
Department: Human Resources
Policy Number: APOP administrator will assign this
PURPOSEThe Professional Image Policy is designed to maintain and perpetuate the reputation of
Harborview Medical Center (HMC) employees for providing outstanding health care and
customer service. By adhering to professional standards of dress, safety, and hygiene throughout
the medical center, all HMC employees will project competence and credibility during their
interactions with patients, colleagues, and the general public. At the same time, the policy ensures
that all HMC employees will support the HMC’s vital effort to create and preserve a safe,
therapeutic environment that controls infection and facilitates treatment and healing.
Given the wide range of HMC employee responsibilities and work situations, division managers
will adjust this policy’s general dress guidelines when necessary, such as to meet heightened safety
and/or infection control requirements in a clinical setting, or to fulfill other specialized obligations
that might arise for employees representing the HMC to the broader public. When enforcing this
policy’s provisions, managers should strive to be vigilant and consistent, thoughtfully basing their
decisions on reasonable standards, rather than personal preferences. When an employee requests
reasonable accommodation for either religious or disability reasons, supervisors should consult
with Human Resources to ensure compliance with state and federal laws. In all cases, however, it
is expected that the underlying purpose and principles of the policy will be fulfilled.
POLICYIt is the policy of Harborview Medical Center that:
A. All HMC staff (hereinafter including, but not limited to, professional and
classified staff, affiliates, hourly and per diem employees, interns, and volunteers)
are required to maintain these minimum standards of personal appearance. These
standards provide a safe, hygienic, therapeutic, and professional environment for
all members of the HMC community. By adhering to these standards, hospital
staff will be safely and effectively attired for work, and will also portray a positive
and professional image to the public that inspires confidence in their ability.
B. Some duties may require employees to wear uniforms/scrub suits or safety
articles, or to adhere to more specific requirements than those set forth in this
policy. Supervisors will inform employees when they are subject to more
restrictive unit/departmental appearance or dress code standards that supersede
this policy’s general guidelines.
C. Closeness and frequency of contact with patients, the public, and fellow
employees demand a high degree of personal cleanliness at all times. Such
cleanliness is an essential condition of quality patient care and overall professional
demeanor.
D. Staff shall dress in accordance with special safety requirements in their work unit
based on the nature of the work and their proximity to possible safety hazards,
such as machinery or equipment with moving parts, and hazardous or infectious
substances.
E. The Harborview identification badge is a required part of each employee’s attire
and must be visible while on duty. Please refer to Harborview Administrative
Policies and Procedures (APOP) #125.6.
https://hmcweb.washington.edu/ADMIN/APOP/PublicSafety/PHOTO+IDENTIFICATION+BADGES.htmF. Employees seeking an exception to this policy based on a protected classification
such as race, color, religion, sex, or national origin, should discuss the issue with
their supervisors, who will assess the need for same in accordance with applicable
state and federal laws, and in consultation with Human Resources. In these
circumstances, for example, there will be a review of the existence of alternatives
to a given policy, if any, in light of the performance, safety, and/or health
demands of a given job responsibility or work area.
G. Employees seeking an exception to this policy because of a disability or injury,
should provide their supervisors with the required medical documentation so that
their supervisor (in consultation with Human Resources) may assess the need for
reasonable accommodations in accordance with applicable state and federal laws.
H. Employees who, in the judgment of the supervisor/administration, report to work
dressed or groomed in violation of this policy, may be subject to corrective
action, including, but not limited to, being sent home without pay in order to
obtain immediate compliance with this policy.
I. “Patient care” refers to any staff who directly or indirectly provide patient care or
work in a clinical setting. More restrictive standards may apply for staff who
provide direct patient care services due to patient safety or infection control
reasons.
J. The HMC management reserves the right to determine the appropriateness of
personal appearance.
RESPONSIBILITIESA. All staff must adhere to the dress and safety standards outlined in this
policy.
B. Supervisors are responsible for ensuring that their staffs comply with this
policy and for implementing corrective action(s) in accordance with applicable
state and federal laws, University of Washington policies and regulations, as
well as the appropriate collective bargaining agreements, should an employee
violate this policy.
GUIDELINESA. HAIR
Hair must be neatly groomed and clean. Long hair may neither obstruct vision nor
interfere in any way with the employee’s job performance. A hair restraint, i.e., hair
net, may be required in certain settings. Also, hair color and style must be appropriate
for the HMC work environment. Unacceptable hair colors include, but are not limited
to, extremely garish neon colors, orange, purple, green, or other unnatural colors.
Unacceptable hairstyles include, but are not limited to, hair with color patterns, such
as plaid or striped, and/or extremely spiked hair, and similarly unusual and distracting
hairstyles.
B. FACIAL HAIR
Facial hair must be neatly groomed, clean, and must not interfere in any way
with the employee’s job performance. For safety and infection control reasons,
employees working in some areas of the hospital, such as operating rooms, may
not be permitted to wear beards, or may be required to wear beard guards.
C. FINGERNAILS
Fingernails should be clean and well maintained to, among other reasons, facilitate
good hand washing practices. Fingernail length must be appropriate to the work
setting and not interfere with patient care, job performance, or safety. For these same
reasons, fingernail length may be restricted in certain work environments. For
instance, artificial or long, natural fingernails are not permitted in patient care settings.
The definition of artificial fingernails includes, but is not limited to, acrylic nails, all
overlays, tips, bondings, extensions, tapes, inlays, nail jewelry, and wraps.
D. JEWELRY, ACCESSORIES, AND SCENTED-PRODUCTS
Jewelry worn by employees must be of reasonable shape and size, appropriate to the
work setting, and may not interfere with patient care, job performance, or safety.
Earrings and small nose studs are the only acceptable forms of visible pierced jewelry.
Rings must be small enough to allow for the use of gloves, with no risk of tearing the
gloves.
Wallet chains or any hard chain apparel, including, but not limited to, metal chain belts
and clothing ornaments, are not permitted.
Mild scented products, including, but not limited to, perfume, cologne, after-shave, or
body lotions, may be worn in moderation, but should be discontinued if patients,
visitors, or co-workers express a concern. In clinical settings, the use of any scented
products is strongly discouraged, since they may cause respiratory problems for people
in the treatment area or may interfere with equipment. Scented products may be
restricted altogether in certain areas, such as operating rooms.
E. TATTOOS
Inappropriate tattoos, including, but not limited to, those which are deemed likely
to cause any patients, visitors, or co-workers stress and anxiety, or otherwise
disrupt the HMC treatment environment, must be covered at all times. Supervisors
will be responsible for determining the appropriateness of tattoos worn by staff.
F. ATTIRE
Clothing worn by staff members must be neat, clean, in good condition, and
must project an image appropriate to a hospital environment. White lab coats or
scrubs may be worn or required by clinical staff and Foodservice Managers.
Examples of inappropriate dress that is not permitted include, but are not limited
to:
a. Mini-skirts;
b. Denim blue jeans;
c. Faded, tie-dyed, bleached, torn, ripped, frayed, patched, un-hemmed
clothing, or clothing printed with inappropriate text or images;
d. Shorts or cut-offs;
e. Halter tops, tank tops, low cut or see-through blouses/shirts, muscle shirts, or
shirts that expose the midriff;
f. Tight, sheer, or revealing clothing;
g. Spaghetti strap or strapless shirts or dresses;
h. Beachwear and sportswear, e.g., jogging suits or sweat pants, unless they are
specifically required for a particular position;
i. Hats, caps, bandanas, plastic hair bags/shower caps (particularly worn within
buildings), unless worn because of a disability or for safety or religious reasons;
j. Stenciled clothing, including caps, jackets, shirts, etc., that advertise products or
display messages or pictures that are inappropriate to the treatment setting,
(including but not limited to, clothing with logos for alcoholic beverages, tobacco
products, offensive/suggestive content, or clothing displaying nudity or illegal
substances), are not allowed. This provision does not apply to reasonable displays
of union-related clothing, buttons, stickers, etc., that conform to the standards
outlined in this paragraph.
G. SHOES
All staff must wear shoes that are appropriate for their work area. For example, thongs
(flip flops shoes) and slippers are not allowed.
Staff providing direct patient care must wear socks or stockings and closed toe shoes.
H. EXCEPTIONS
Nothing in this policy is intended to abridge any employee’s rights pursuant to, for
example, state or federal laws relating to non-discrimination provisions, or to hinder the
advancement of diversity at this institution. Requests for reasonable accommodation for
either religious or disability reasons will be assessed in accordance with applicable state
and federal laws, as well as University of Washington policies. If questions arise,
supervisors shall contact their department’s Human Resources Consultant.
Special permission may be granted by the supervisor to make exceptions to this policy
for special outings or events, such as picnics, or off-campus activities; however,
appearance at these events, nevertheless, must remain appropriate and project a
professional image.
I. ENFORCEMENT
Whereas all supervisors, managers and administrators are authorized to enforce the
provisions of this policy, the supervisor of each shift or each department bears the
primary responsibility for enforcing this policy promptly, consistently, and in accordance
with state and federal laws. Supervisors are directed to seek advice from their
department’s Human Resources Consultant in applying/interpreting this policy.
CROSS REFERENCEUW Labor Relations Contracts
http://www.washington.edu/admin/hr/laborrel/contracts.html