Page 20 - DIFC Employee Handbook Draft

DIFC reserves the right to send an employee who reports to work in violation of the established dress
requirement home with instructions to change into acceptable clothing and return to work. The
employee will be required to use annual leave or leave without pay for the period absent from work.

2.16.1 Personal Grooming Standards
In your role with the Company you are highly likely to be in constant contact with customers, members
of the public and suppliers as well as working in close quarters with fellow employees. This policy on
personal grooming has been developed to ensure employees understand the importance of
appropriate grooming and hygiene in the workplace or when otherwise representing DIFC. The
standards of grooming and hygiene outlined below set forth the minimum requirements to which all
employees are required to adhere to.

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, moustaches, and beards should be neatly trimmed. Non-traditional hair colours are not
permitted.

Nails - Hands and nails should be kept clean. Hygiene facilities are provided and must be utilised and
respected.

Oral hygiene – appropriate standards of oral hygiene should be observed, before commencement of
work and after breaks/meals. Further information on the health benefits of good oral hygiene can be
found at https://www.dentist.ie/.

Jewellery - Employees may wear tasteful jewellery in moderation. Where job duties present any type
of safety risk, jewellery may be prohibited or severely limited. In other areas, moderate (including size
and amount) jewellery may be worn. No other visible body jewellery/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 the Chief Executive.

Violations - Violations of this policy may lead to disciplinary procedure, up to and including dismissal.

Exceptions - Employees seeking an exception from any of the above standards should speak with the
Chief Executive in advance.

2.17 FITNESS FOR WORK
Should you arrive in work and, in our opinion, you are not fit for work, we reserve the right to
exercise our duty of care if we believe that you may not be able to undertake your duties in a safe
manner or may pose a safety risk to others, and send you away for the remainder of the day without
pay and, dependent on the circumstances, you may be liable to disciplinary action.

2.18 EMPLOYMENT OFFER – NEW EMPLOYEES
Our offer has also been made on the basis of information you have given on your curriculum vitae
and during your interviews. If it subsequently transpires that any of this information is false or
misleading, the Company reserves the right to withdraw its offer or, if applicable, terminate your
employment

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