For many employers, implementing a dress code often makes sense. It allows companies to present a uniform and professional look to customers and clients, and to create a workplace where harassment is minimized by limiting clothing with potentially offensive slogans and words.
However, the National Labor Relations Board (NLRB) often takes a different view and has ruled that some dress codes infringe on “protected concerted activity,” which is protected under federal labor law. A recent NLRB ruling against a Honda dealership in Massachusettes demonstrates the NLRB’s typical position.