Dress Code Policy Frequently Asked Questions (FAQs)

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The revised Employees’ Dress Code Policy was implemented in June 2022. Below are some frequently asked questions (FAQs) to help you learn more about about the organistation’s dress code!

What kind of dress code is embraced by the Organisation?

The Organisation facilitates two (2) modes of dress: business formal and business casual.

Business formal is the highest level of professional attire for employees, including, neckties, dress shirts, and dress pants for men (jackets are optional). For women, this includes pants/skirt suits, business dresses, or separates (jackets, skirts, pants, and blouses).

Business casual combines traditional business wear with a casual style, that suits a professional work environment.

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Are jeans business casual?

# Yes, jeans are acceptable business casual clothing. However, they should be in muted colours (blue, black, brown, khaki, and grey). Avoid decorated, ripped, distressed/worn-look and acid- washed jeans!

What do you mean by a “Dress Down” attire?

The dress down attire consists of the HEART branded polo shirts or your usual business casual attire. Normally this is permissible on Fridays, but your immediate supervisor may approve dressing down on other days, based on the nature of your job or activities being conducted.

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Why can’t I wear bobby socks or white socks to work?
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Bobby socks are ankle-length socks that are casual and athletic. They and white socks are not in keeping with the professional work dress code embraced by the Organisation.

I am a male, but my supervisor told me that I cannot wear cornrows, while the policy states that it acceptable. What should I do?

All employees are to be guided by the dress code policy. The policy states that cornrows should be conservative and properly groomed. Avoid extravagant or unconventional styles, as you are in a professional setting at work. Both you and your supervisor should refer to the policy’s administrative guidelines for some examples of acceptable and unacceptable cornrows for men, and reach to a consensus.

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How does the Organisation’s dress code facilitates persons who need to wear a specific headwear because of their belief/culture
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The Organisation recognises the need to facilitate cultural and religious dress and grooming. As such employees will be permitted to wear their hats, tams, and head scarves provided that they first notify their supervisors and the Human Resource Management and Development Department. It is still required that these employees maintain a professional image.

Why can’t I wear my HEART-branded T-Shirt on Fridays?

Although the T-shirt may be branded, it is a casual item of clothing. Replace those T-shirts with HEART-branded Polos for a professional business-casual look!

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Jamaica is too hot to still be wearing long-sleeved blouses and dresses, what are the provisions for sleeveless for women?
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The revised Employees’ Dress Code makes provisions for females to wear sleeveless attire. The strap must be thick (minimum width of 4 inches), and armholes must be high to prevent the breast area from being exposed. Refer to the policy and guidelines for more details and examples of sleeveless attire that are acceptable.

Am I allowed to wear my nose ring at work?

The Organisation deems facial piercings (including those to the nose, lips, tongue, and eyebrow) as unacceptable business attire. Comply accordingly.

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Can I wear sneakers to work, especially on a Friday with my jeans?
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Generally, sneakers fall into the category of “unacceptable business attire”. Although Fridays are typically “dress down” days, sneakers are only permissible when an employee has a medical condition. The employee should submit a letter from a doctor to the HRMD Department to be permitted to wear same.

Am I in breach of the Organisation’s Dress Code if I wear my Crocs?

Yes, you would, unless you fall in an exempted category of employee. Plastic/rubber shoes and clogs (like those of the Crocs brand) are categorised as “unacceptable business attire”. Employees who are exempted from this prohibition are employees whose jobs require that they stand for an extended period to complete work and need suitable footwear to safely and comfortably do so.

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What if I have further queries or questions?
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You have reached the end of the list of the Frequently Asked Questions (FAQs) for the Dress Code Policy. Ensure that you access the Organisation’s Policy Library from the Employee Portal to read more about the Policy. For any further queries or concerns that you may have, do not hesitate to reach out to your Human Resource Management Officer!

Grievance Policy Frequently Asked Questions (FAQs)

What is a grievance?
A grievance is an actual or perceived situation that an employee regards as a just cause for complaint regarding the employee’s rights or interests or an allegation that the said terms and conditions of employment have been breached, intentionally or otherwise.
Who can file a grievance?
All current and former employees have the right to file a grievance. It can be done on an individual basis or as a group.
Do I need to discuss my issue with my supervisor before filing a grievance?
Employees are encouraged to first discuss their grievance issues or complaints with their immediate supervisors. The point of this is to allow for the exploration and clarification of the nature of the problem, thereby allowing all parties to be made aware of the root issue, as well as to assist in the matter being fairly and speedily resolved. It is recommended that leadership fosters open communication with staff so that employees are free to ventilate issues that may pose a potential conflict. Confidentiality is also key and should be maintained by management in the grievance process.
What happens if my grievance is against my Manager?
If there is a grievance to be raised against your Manager, employees are encouraged to follow the reporting procedure in accordance with the HEART NSTA/ Trust’s Grievance Policy. The reporting procedure for individual grievance has seven (7) stages as follows:
Stage 1: Your immediate supervisor
Stage 2: Head of unit/section/department/institution
Stage 3: Your Director
Stage 4: Your Divisional Director
Stage 5: Senior Manager, Employee Relations, with assistance from Director Human Resource Management and Development if necessary
Stage 6: Managing Director
Stage 7: Ministry of Labour and Social Security, Conciliatory Division

Note that, employees are required to commence their grievance at the stage where their immediate supervisor falls in the grievance process.

However, in the event, there is no resolution, the employee may escalate his/her grievance above the stage where his/her Manager falls in the grievance process. For example, if an employee’s Manager is the Divisional Director, then the employee is required to escalate his/her grievance to Stage 5 (Senior Manager, Employee Relations) and continue along the process for an amicable resolution.
Are there disciplinary sanctions if I raise a grievance?
There are no sanctions for raising a grievance, as all employees are given this right to raise a grievance pursuant to the Labour Relations Code (LRC), 1976. However, disciplinary sanctions /actions may be initiated as a result of any of the following:
  • Where the two parties in the grievance dispute do not respond in the specified timeframe according to each stage in the grievance process.
  • If the supervisor, division head, managers and directors fail to action the grievance within the timelines stipulated by the Organisation’s Grievance Procedures.
  • If the supervisor, division head, managers and directors discriminate or promote victimisation against an employee for participation in a grievance process.
  • If an employee(s) harasses or intimidates another employee(s) involved in a grievance case.
What happens if management fails to deal with my grievance?
Management is required to make every effort to resolve the grievance at the various stages and within the timeframes stipulated. Where there is a failure on the part of management to action the grievance or where the timelines for resolution are not maintained, the grievance procedure provides an avenue for disciplinary sanctions for non-adherence to established timeframes. In addition, if management fails to address the grievance within the stipulated timeframe, the aggrieved may escalate the grievance to the next stage of the procedure.
Should I involve my lawyer in any grievance activity?
An employee is not allowed to bring a lawyer as a representative to any grievance activity. However, it is recommended that legal advice be sought on any matter, so that your grievance does not miss out on any important details.
According to the HEART NSTA/Trust’s Grievance Policy, if the employee so wishes, he/she may have a Union Delegate or a representative accompany him/her to the meeting.
Do I have a right to appeal a grievance?
Certainly! After a decision is made, the Policy provides for the right of appeal at any stage in the grievance process, the employee may make an appeal for the case to be reviewed by a higher level of management, up to the Managing Director. The final and only authority that can appeal any grievance outside of the Organisation is the Conciliatory Division of the Ministry of Labour & Social Security.
Can employees settle grievances without going through the formal procedure?
Yes, an employee may activate the informal route and discuss the issue, complaint or grievance directly with his/her immediate supervisor for an amicable resolution. It is recommended, however, that the formal procedure be initiated to seek recourse should the informal procedure be unsuccessful.
A group of employees has the same grievance against Management. Should we file individual grievances?
For the grievance procedures to be efficiently executed promptly, employees with a common issue, complaint or grievance should file a collective grievance. This can be done at the location/institution or departmental levels. The grievance should first be raised with the Head of the Institution/Department and may go to the following persons if not resolved at this first stage:
  • The Divisional Director
  • The Senior Manager, Employee Relations, with input from the Director, HRMD
  • The Managing Director
  • Finally to the Conciliatory Division of the Ministry of Labour & Social Security
The collective group must assign someone familiar with the intricacies of the matter to act as the group’s representative. The employees involved in the collective grievance need not be represented by an employee association or a trade union.
Can an ex-employee file a grievance?
Yes. Former employees of the Trust are allowed to file grievances. They should file such grievances with the Director responsible for human resource management and development. The procedure should begin within the first three (3) months of the employee’s separation from the Organisation. If the employee is not pleased with the response from the Organisation then he/she has the right to refer the matter to the Conciliatory Division of the Ministry of Labour & Social Security.