1. No Gambling At Work Policy Template
2. No Gambling At Work Policy Texas

Author: Jessica Sussman

When to Use

Employees are often the face of the employer's organization, projecting a public image to customers, clients and colleagues. As a result, employers often require certain grooming standards for employees, especially those with significant customer or client contact. A grooming policy should reflect the needs of the employer while not unnecessarily restricting employee individual expression. The more formal or professional the culture, and the more employees interact with individuals outside of the workplace, the greater the need for employers to have a policy governing employee grooming and hygiene. Additionally, some organizations, especially those that require employees to operate heavy and dangerous machinery, may require grooming standards to satisfy safety hazards.

Employers should consider establishing a written policy addressing workplace gambling, which defines the prohibited conduct and what disciplinary steps may be taken against employees who violate the policy. Even if online gaming is legal in a given state, an employer has the right to circumscribe the conduct in the workplace. Even if there happens to be no legal or policy issues at stake, the harm has to do with how stakeholders would view the business if on-the-job gambling activities were revealed. 'If the stakes are high, the result of the pool could create disharmony in the workplace, and the problems could escalate,' says employment law expert B.

Customizable Policy

Grooming Policy

• Purpose - This policy has been developed to ensure that all employees understand the importance of appropriate grooming and hygiene in the workplace or when otherwise representing [Enter Employer Name]. The standards of grooming and hygiene outlined below set forth the minimum requirements to which all employees, contract workers, and temporary staff are required to adhere.
• Statement of Policy - [Enter Employer Name] recognizes that the presentation of its employees in the workplace contributes to a professional environment and the public image that has contributed to the success of the [Enter Employer Name]. Therefore [Enter Employer Name] expects employees to be well-groomed and professional in appearance when coming to work or engaged in work-related tasks with customers, clients, and colleagues.
• Hygiene - Every employee is expected to practice daily hygiene and good grooming habits as set forth in further detail below.
• Hair - Hair should be clean, combed, and neatly trimmed or arranged. Unkempt hair is not permitted. Sideburns, mustaches, and beards should be neatly trimmed. Non-traditional hair colors are not permitted.
• Make-Up - Make-up must be professional and conservative.
• Fragrance - Recognizing that employees and visitors to the workplace may have sensitivities or allergies to fragrant products, including but not limited to perfumes, colognes, fragrant body lotions or hair products, [Enter Employer Name] is a fragrance free workplace. Fragrant products that may be offensive to others should be used in moderation out of concern for others in the workplace.
• Nails - Hands and nails should be clean and conservatively manicured.
• Jewelry - Employees may wear tasteful jewelry in moderation. The size and/or number of earrings, rings, necklaces, and bracelets may be determined at the department level based on specific job functions, operational, and safety factors. Where job duties present any type of safety risk, jewelry may be prohibited or severely limited. In other areas, moderate (including size and amount) jewelry may be worn. No other visible body jewelry/body piercings may be worn while an employee is in the workplace.
• Tattoos - No visible tattoos or other body art (such as surgically implanted ball bearings, spikes, and the like) are permitted in the workplace. Exceptions may be made for employees who have small, non-offensive tattoos that cannot easily be covered by standard clothing (i.e., wrist, neck, etc.). All exceptions require the approval of [Enter Appropriate position].
• Violations - Violations of this policy will result in discipline, up to and including termination.
• Exceptions - Employees seeking an exception from any of the above standards should speak with [Enter Appropriate Employer Representative].

Tips

Employers are generally permitted to have and enforce grooming and hygiene standards in the workplace that apply to all employees or employees with certain jobs, even if they conflict with an employees religious beliefs. Employers should keep in mind, however, that inconsistent application of a Grooming Policy could lead to claims of discrimination. For example, if an employer's Grooming Policy permits certain types of facial hair, but not a beard required by an employee's religion, this inconsistent application could lead to allegations of discrimination. If all beards are not permitted because of a safety risk, then the employee would not have grounds to claim he was the victim of discrimination.

In such situations, the employer should rely on the Exceptions section of the Grooming Policy and strive to reasonably accommodate the employee's religious belief or medical situation, unless doing so would result in an undue hardship. As with any policy, consistent application is critical.

Having a Grooming Policy that is detailed will avoid claims that employees feel singled out when it comes to grooming standards as the employer has made its policy universally understood in a written policy. Moreover, if employees are aware of the employer's expectations with regard to grooming and hygiene, this could avoid potential infractions. The policy should adhere to government standards, as well as legitimate business reasons which vary depending on the industry and culture of the workplace.

An increased number of employees in today's workforce have some form of piercing or tattoo. However, tattoos and body piercings are generally considered to be personal expressions rather than religious or cultural expressions. Therefore, employees who choose to wear body piercings or tattoo are generally engaging in personal and individual expression rather than a religious right. Thus, most policies which prohibit tattoos and body piercings will be generally enforceable.

Warnings

While jewelry is a form of personal expression, it also may cause safety risks in the workplace. In such situations, the Occupational Safety and Health Administration (OSHA) offers guidelines for the safe use of and suggestions for when jewelry should not be worn. For example, dangling jewelry can create a safety hazard. Similarly, hair that is not tied back may cause safety concerns. Wearing jewelry when operating machinery can cause risks, including jewelry becoming caught in the equipment, electrocution, and the transfer of unwanted heat to the body. Employers should highlight these risks to employees and clearly address them in the grooming policy if applicable.

Employers should also keep in mind that safety concerns related to jewelry do not only apply to jobs in which employees operate machinery. For example, those working with children should not wear sharp jewelry as there is a potential to injure a child. Additionally, employees who work with chemicals risk adverse reactions between the chemicals and the jewelry.

Further, an employer should be aware that it may be required to provide accommodations to dress code, grooming or appearance policies based on religious beliefs or practices. Employees may be permitted to wear head coverings, certain hairstyles or facial hair or observe religious prohibits against wearing certain garments. An employer must engage in the interactive process and make a good faith attempt to provide an accommodation if doing so would not create an undue hardship such as a threat to health, safety or security, increased cost to the employer, decreased workplace efficiency or an unjust burden on other employees. Each request should be evaluated on a case-by-case basis. An employee's request for a religious accommodation may not be denied based on co-worker jealousy or customer preference. Also, an employer may not deny an applicant a position or assign an employee to a non-customer facing positing because the individual wears religious attire, presents the wrong image or makes others uncomfortable. Even if an employer grants a request for a religious accommodation to its dress code, it may still enforce its dress code for other employees who do not request a religious accommodation. An employer does not need to have actual knowledge of an individual's need for a dress code accommodation based on religion or receive a request for an accommodation to be liable for religious discrimination and failure to accommodate. The focus in on the employer's motivations. An individual seeking to establish a discrimination claim is not required to show that the employer had actual knowledge of the individual's need for an accommodation and must only show that the need for an accommodation was a motivating factor in the employer's adverse employment decision.

Additional Resources

Ever wondered if your March Madness office pool is harmless fun or an illegal gambling ring? Could you be prosecuted for participating? The smell of freshly-pressed bracket sheets fills the office air. The water cooler talk of upsets, sure things, and Cinderella stories remind us that March Madness, college basketball's championship tournament, is here again.

by Maynard Ontario
updated July 17, 2014 · 3min read

No Gambling At Work Policy Template

Ever wondered if your March Madness office pool is harmless fun or an illegal gambling ring? Could you be prosecuted for participating?

No Gambling At Work Policy Texas

The smell of freshly-pressed bracket sheets fills the office air. The water cooler talk of upsets, sure things, and Cinderella stories remind us that March Madness, college basketball's championship tournament, is here again.

For many Americans, the March Madness office pool is a sacred tradition. According to online gambling site LazerWager, 2008 March Madness office pools were worth more than $2.5 billion with 27% of American employees participating. But while you study the match-ups and make your picks, you may be asking yourself: 'Is my office pool legal?'
In short: No. Betting on college sports is legal only in Nevada, where it now brings in more than $600 million a year. Though the FBI may not be conducting 24-hour surveillance on your cubicle, participating in or organizing inter-office gambling, like all unlicensed sports betting, is illegal. In most states, involvement in such pools can result in a misdemeanor charge and up to one year in prison.
In reality, the likelihood of facing prosecution for participating in an office betting pool as an employee or employer is virtually nonexistent. Employers, however, face significantly higher risk than employees. And if you're the company owner, the liability risk may be more than you're willing to accept. Many bosses and owners may laugh at the fact that their 'little office pool' is actually illegal. And although the risk of prosecution is low, if you own the company, you need to be aware that March Madness can pose serious legal liabilities.
Though you may have to be the party pooper, it is up to the company owner to set certain rules regarding gambling at work. A clear, concise section in your company's employee handbook should explain the legalities involved in inter-office betting. If you decide to prohibit or restrict gambling at the workplace, explain both the workplace and legal consequences so employees are aware that you take the issue seriously.
If you own the property where your workplace is located, you have even more liability risk. The owner of the premises where gambling is conducted is subject to the same criminal liability as the organizers and participants whether or not he or she is involved in a single bet.
The other side of the coin is that office pools usually carry low bet amounts and can create camaraderie among employees. The possibilities of long-shots and underdog victories make March Madness one of the most exciting events in sports; even non-sports fans are easily swept up in the enthusiasm. Following a team, trash-talking with friends, and putting a little money down add to the fun and can help foster a sense of community among employees.
If you do decide to organize or allow an office pool, you can reduce your liability risk by keeping the stakes low and separating gambling and work. Avoid online brackets and keep your pool on paper. Prevent disruption at work by prohibiting game-watching over the Internet and encouraging pool participation only during breaks and lunch. Rather than using the typical buy-in bracket model, allow everyone to participate for free and simply provide prizes for the winners. Organize after-work parties to watch the games together. Make it fun—you may be able to build camaraderie without the added risks.
Good luck with your brackets!