ࡱ>  ' R bjbj %h%h)D D vvv4hY:$%%%%v68>d@4ؓړړړړړړ$vA26"T6"AA%%RGGGA8%&8%ؓGAؓGG\ ^%PKI5CR|<ē)0Y*DxvGAAAFAAAYAAAAAAAAAAAAAD X :  Introduction This policy sets out the expectations of the Trust in relation to the wearing of uniforms for staff required to do so, together with the corporate dress code for those who are not required to wear a uniform. Purpose This policy is intended to provide guidance to staff and managers. It is not intended to deny the rights of staff to reflect their individuality, or culture but this should be seen in the context of the need for smart and professional appearance, the need to comply with health and safety requirements and infection prevention and control for our patients, carers and staff. Scope and exceptions This policy applies to: SettingTrust WideIndividualsThe policy applies to all health care professionals and health care providers including those with honorary contracts, agency workers, and volunteers and other people acting on behalf of or in conjunction with 91̽ Teaching Hospitals NHS Foundation Trust. This applies to any person who provides direct and / or indirect patient care in a clinical area as well as those providing goods / services in support areas (i.e. pharmacy, domestic services, nutrition, food services, and environmental services).SpecialityNot applicableStudentsStudents undertaking clinical or other placements are expected to adhere to the policies agreed between the Trust and the relevant education provider.New EmployeesStaff are advised of the dress code policy and requirements before they commence employment. General Principles The Dress Code Policy is necessary in order to: Present a smart and professional image, thereby increasing patient and public confidence Support infection prevention and control and minimise risks to patients Have regard to health and safety Demonstrate the Trusts PROUD values and behaviours The Trust considers the way employees dress and their appearance to be of significant importance in portraying a corporate and professional image to all users of its services, whether patients, visitors, clients or colleagues. The way people dress is an important influence on peoples overall perceptions of the standards of care they experience. The Trust recognises and values the diversity of cultures, religions and disabilities of its employees and will take a sensitive approach where this affects dress and uniform requirements. However, there may be circumstances in which there are genuine occupational reasons as to why the wearing/not wearing of certain articles and/or clothing is not permissible, and priority will be given to justifiable clinical, comfort, health and safety, security and infection control. Every effort has been made to reach assurance that this policy does not cause either offence or discrimination. However, individual cases will be considered on their merits. The Dress Code Policy is designed to guide managers and employees on the application of Trust standards of dress and appearance. The policy is not exhaustive in defining acceptable and unacceptable standards of dress and appearance and staff should use common sense in adhering to the principles of underpinning the policy. Any queries regarding changing the colour of or design of any clinical uniforms must be directed to the Deputy Chief Nurse, Central Nursing. There is extensive work going on nationally in respect of uniform, and this policy may therefore have to be reviewed earlier than its expiry date. For the purposes of this policy direct patient care and clinical areas are identified as: Direct patient care: may involve health care staff members or health care providers who can reasonably expect to come into contact with patients or the immediate patient environment to provide any aspects of health care of a patient, including treatments / investigations, counselling, self-care, patient education and administration of medication. Clinical area: Any area / environment where patients are treated or where direct patient care is provided. Equality Considerations by Protected Characteristic Dress codes can be considered to be discriminatory on a number of grounds covered by the Equalities Act 2010; therefore, equality and diversity has been considered throughout the policy and the principles should be applied consistently to both genders and to people of any sexual orientation. Gender Reassignment - The individual will dress in accordance with the sex that they identify with Gender - Females are not required to wear skirts or dresses, alternative tunics and trousers can be worn Identity Badges All employees are supplied with a Trust identity security badge which must be worn and visible and available when in clinical areas, and available at all times when on duty or acting in an official capacity representing the Trust. A lanyard must not be worn with a clinical uniform and must be removed when providing direct patient care, due to risks around infection, prevention and control including cross contamination. The Trust advocates a clip-on pocket version only to display a security badge. For other staff, where a lanyard is worn, individuals have a responsibility to ensure that the lanyard is clean. Lanyards should be of three-point release designed to prevent injury and if a lanyard contains a logo, the logo must be a discreet NHS, Trust, Directorate or other Trust-approved logo. Lanyards must not contain logos or reference to commercial, political, or sporting organisations or clubs. Some employees have been issued with small corporate name badges. Trust identity security badges should still be worn even when such name badges are used. Dress Code for Staff who do not wear Uniform A detailed summary of the application of this Policy, including non-clinical staff who do not wear uniform, is available at Appendix 1. 5.1 Clothing Unless part of a departmental uniform or Trust promotion, the Trust expects staff to wear smart clothing that should be in good repair and clean with due consideration given to health and safety and for the Trusts public image. Trousers or skirts that are of a length that they touch the ground when walking are not acceptable for safety and hygiene reasons. Smart casual wear is acceptable when attending training courses. Flip-flops are not permitted for any member of staff including non-clinical staff. Ties may be worn which must be removed when providing direct patient care. This will reduce the risk of patient contact with ties and any potential for cross contamination. Ties perform no beneficial function in patient care and have been shown to be colonised by pathogens.  HYPERLINK "https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5878945/" https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5878945/ 5.2 Footwear Footwear must be safe, sensible, in good order, smart and clean and have regard to health and safety considerations. For nursing staff these should be soft soled and closed over the foot and toes. Certain jobs require staff to wear protective footwear. These staff must wear the correct footwear for undertaking their work and staff who are uncertain must check with their line manager. Trainers are an acceptable alternative to a shoe providing they are plain black / navy blue or white in colour and are able to be wiped clean or washed in the event of becoming contaminated. They must not have coloured flashes or distinctive coloured logos. The only alternative footwear permitted will be footwear required for health and safety reasons following a departmental risk assessment. 6. Dress Code for Staff who do not wear Uniform when providing direct Care A detailed summary of the application of this Policy, including clinical staff who do not wear uniform when providing direct care, is available at Appendix 1. Details are set out below for staff groups affected (and are in addition to the general principles in section 4). In consultation with the relevant departmental managers authorisation of the non-wearing of uniform in specific specialist roles may be granted, ie The client-clinician relationship has the potential to be compromised by the wearing of a uniform The non-wearing of a uniform will not create unacceptable risk to safety and infection prevention and control In these situations staff are still required to comply with the Dress Code and the Hand Hygiene Policy  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/HandHygienePolicy.doc.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/HandHygienePolicy.doc.doc 6.1 Bare Below the Elbow / False Nails, Gel and Nail Varnish Staff not wearing a clinical uniform who are providing direct clinical care must comply with section 7.6 to remain compliance with Bare Below the Elbow (BBTE) infection prevention and control standards. This section details information in relation to nails and nail varnish. Trust Clinical Uniform requirements (for Staff required to wear a Uniform) A detailed summary of the application of this Policy including clinical staff who are required to wear a uniform is available at Appendix 1. 7.1 General principles for Uniform wearers All staff required to wear uniform should wear Trust issued uniforms which have been agreed for their staff group following the principles outlined in this policy The uniform should be clean, present a professional appearance and should be comfortable and allow for unrestricted movement. All clinical staff will be expected to wear an appropriately fitting Trust uniform, which denotes their role, when giving clinical care or undertaking administrative duties in a clinical setting (wards, departments and community settings). Appropriate uniform does not include wearing a cardigan or zip up fleeces when giving direct physical clinical care. All staff must have access to a spare uniform in case one becomes soiled during the shift. In the event of a uniform becoming contaminated, it should be changed immediately or as soon as possible if it occurs during a clinical emergency. In the unlikely event of the staff member not having a spare uniform, auto-valet at the Royal Hallamshire Hospital can provide access to shower facilities (24 hours) and access to an emergency uniform Monday to Friday 07:00 hours to 16:00 hours. At the Northern General Hospital there are various changing facilities located on the Brearley Wing, Chesterman Unit, Huntsman building, and Osborn Wing. The spare uniform must be returned at the end of the shift for laundering. Community / outreach staff should have access to a clean uniform within their work area and may return home for a shower if contamination occurs following discussion with the line manager. All hospital-based staff should change into uniform immediately before commencing duty and change out of uniform before going off duty. All staff who provide direct patient care should have sufficient uniforms to enable them to wear a freshly laundered uniform for each shift. Maternity and light weight uniforms will be provided for staff as necessary and if available. The procedure for supply and return of uniforms is covered in Appendix 4. 7.2 Laundering of Uniforms The Trust does provide a laundry service, and staff are encouraged to use it. However, staff who prefer to launder their uniforms themselves must ensure that uniforms worn for providing direct patient care are laundered in accordance with Infection Prevention and Control Policy for the Management of Linen and Laundry:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/LinenAndLaundry.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/LinenAndLaundry.doc 7.3 Travelling between Locations Hospital and community-based staff travelling between external locations that are part of STH (inclusive of the five sites and community bases) are permitted to wear uniform where appropriate to do so including when using the shuttle bus or car. Where individuals are attending other external organisations / agencies permission should be sought from their line manager in relation to the wearing of uniforms. The wearing of the Trust clinical uniform in public places such as a supermarket is not acceptable. Hospital based staff who are required to make a home visit must wear uniform. Community / outreach staff visiting patients in their own homes are permitted to travel between home and work in their uniform as long as it is covered appropriately it is acknowledged that community staff may not be able to fully cover their uniform in summer. Staff working in inpatient areas in community settings eg SPARC at Beech Hill must follow the principles in Section 5. and Section 6. Community / outreach staff should avoid wearing uniform where possible when entering any commercial premises (eg supermarkets). 7.4 Footwear Footwear must be safe, sensible, in good order, smart and clean and have regard to health and safety considerations. Nursing staff should wear a soft soled full shoe closed over the foot and toes (containing no holes) to offer protection from spills and objects. Shoes should be clean, in good repair, plain, low heel (around 3cm), non-slip, and black or navy blue in colour. Trainers are an acceptable alternative to a shoe providing they are plain black, navy blue, or white, and made of wipeable or washable materials, with a black or navy-blue sole, and plain black or navy-blue socks. They must not have coloured flashes on or distinctive coloured logos. There may be occasions when alternative footwear is required for example, Labour ward where regular decontamination is required, or where safety shoes are required due to the work environment, these should be agreed following completion of a risk assessment. 7.5 Tights Tights should be work when wearing a uniform dress and will be plain black / navy blue, barely black, grey or neutral in colour. Tights should be worn at all times; exceptions to this are when an extreme weather alert is declared by the Met office at level 3 or above. 7.6 Bare Below the Elbow (BBTE) The requirement to be Bare Below the Elbow is defined in the STH Hand Hygiene Policy as follows: All health care providers and those who provide goods and services to patients must: Comply with Bare Below the Elbow whilst in clinical uniform or whenever they are in a clinical area on STH premises in both acute and community settings, where they can reasonably expect to come into contact with patients or the immediate patient environment. This will include in-patient wards, theatres, out-patient departments and community settings. Religion / belief - Some staff may be concerned on religious grounds with the requirement for clinical staff to be bare below the elbow. Infection control will always take precedence, the Kara to be pushed up the arm or disposable sleeves to be worn where the individual is not able to expose their forearms. Keep fingernails clean and short, to ensure safe patient contact and in order to minimize potential transmission of pathogens. Not wear artificial nails, gels or wraps, as these may also harbour fungi and bacteria (refer to Section 8.7). Not wear nail polish or shellac. Not wear hand jewellery other than a simple un-stoned plain band. Not wear wrist watches, fitness devices or any other wrist adornments The Sikh Kara (bangle) may be worn, which must be worn as high up the forearm as possible or removed when carrying out direct patient care. Where this cannot be achieved it must be covered by the wearing of disposable gloves. Patient safety is paramount, the Trusts primary concern is to maintain a bare below the elbow policy. Maintain their skin integrity: cover open cuts or sores on hands and wrists with waterproof dressings. Health care provider for the purpose of the Hand Hygiene Policy means any person who provides direct and / or indirect patient care in a clinical area as well as those providing goods / services in support areas (ie Administrative and Clerical staff, Pharmacy staff, Allied Health Professionals (AHP), Facilities, Estates). This is inclusive of all AHP staff, medical staff, catering and domestic staff, volunteers and other people acting on behalf of, or in conjunction with, 91̽ Teaching Hospitals NHS Foundation Trust. NB If there is a cultural reason for the wearing of jewellery this should be raised with the line manager to look at ways to ensure the staff member is compliant with BBTE to maintain patient safety. Wearing of Accessories (All Staff) 8.1 Cardigans Staff who wear uniform may also wear black or navy-blue cardigans, jumpers or zip up fleeces which must be removed when providing direct clinical care. A discreet Trust, Directorate or Trust-approved charity logo is permitted but no other logo. Community staff should wear the uniform coat provided. 8.2 Jewellery, Piercings, Badges and other Accessories Any jewellery worn should be discreet, appropriate, and not cause offence or be a health and safety or infection control hazard. Jewellery for staff who work in a patient-facing environment must be kept to a minimum, as outlined below: One plain band with no protruding jewels, metal work or indentations where dirt and fluids may accumulate. The ring must be mobile enough to allow the wearer to wash underneath the ring to comply with Bare Below the Elbow (BBTE). To comply with Bare Below the Elbow wrist watches and fitness trackers must not be worn in a clinical area. One pair of small plain stud earrings is permissible. A tunnel or plug if worn must be as close to natural skin tone for the individual and will count as the equivalent of one pair of plain earrings. In addition one discreet nose, tongue, ear or facial (stud only) piercing is permitted and must not present a health and safety or infection prevention and control risk i.e. contain stones. New visible body piercings should be covered with a blue plaster until the wound has healed. Once the wound has healed, the above principles apply. No other jewellery including neck chains must be worn. NB If there is a cultural reason for the wearing of jewellery this should be raised with the line manager to look at ways to ensure the staff member is compliant with BBTE to maintain patient safety. Disability - some people wear a necklace or bracelet to highlight a disability in case of an emergency. Medic-alert jewellery may be worn but must be cleanable, plain and discreet. A medical alert necklace should be worn in preference to a medical alert bracelet. Staff should make sure their line manager is aware of their medical alert situation Numerous badges must not be worn; one or two denoting professional qualifications / memberships / Trust-approved badges are acceptable. Any more looks unprofessional and may present a safety hazard. Staff members who wish to wear a visible faith symbol for religious reasons may wear a small and unobtrusive badge on the lapel or underclothing, as long as they do not present a risk either to the health and safety or a risk of infection to the individual wearing them or anyone else. Carrying pens, scissors and other sharp or hard objects in outside breast pockets may cause injury or discomfort to patients during care activity. They should be carried inside clothing or hip pockets. 8.3 Wearing of Religious Adornments The wearing of religious adornments or symbols is permitted for those who wish to wear them, providing that they are not in a direct clinical role and health, infection control, safety and security of patients and staff is not compromised. 8.4 Hair and Headscarves / Turbans / Kippots / Hijab Hair should be neat and tidy at all times and in the clinical environment long hair should be tied back off the face and should not be able to fall forward and contaminate a patients personal space or become caught in moving parts of machinery or equipment. Likewise, requirements for long hair to be tied up on health and safety or hygiene grounds should be applied consistently to both sexes. A plain hair adornment is acceptable. With regard to hair style and colour, particularly in relation to bright, vivid colours, it is important for STH to maintain a professional and corporate image to instil confidence in patients and the public. In exceptional circumstances, certain hairstyles and colours may be considered outside of this principle, in which case a discussion will take place with the individual employee in the first instance. A restriction on hairstyles such as cornrows or braids would need to be justified on health and safety or infection control grounds. Staff working in certain environments ie operating theatres, catering or a kitchen environment, must ensure that their hair is kept covered at all times with a clean, disposable hat which should be changed at least daily or on leaving the environment. Hats should be changed if they become contaminated. Beards should be short and neatly trimmed. It is recommended that beards that cannot be controlled should be covered with a beard net with a mask on top. In the theatre suite when hats are not worn, hair should comply with the above. Headscarves, turbans, Kippots and Hijab (a head covering worn in public by some Muslim women) worn for religious purposes are permitted on religious grounds in most areas, however there are specific arrangements in areas such as operating theatres (refer to section 6.0), where they could present a health and safety and cross-infection hazard. In the theatre environment they must not drape freely and must be tucked inside scrubs with an optional theatre hat or hood on top. If headscarves are worn they should be neutral, black or navy-blue in colour, as small and neat as possible, shoulder length and should not have adornments attached (e.g. brooches, beads and tassels). A headscarf if worn should comply with the Trusts Infection Prevention and Control Policy for the Management of Linen and Laundry, which is available at:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/LinenAndLaundry.doc " http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/LinenAndLaundry.doc  8.5 Facial Covers To ensure effective identification and communication clothing, such as a veil or Niquab (a veil worn by some Muslim women in public, covering all the face apart from the eyes), is not permitted for staff in contact with patients, carers or visitors, or for staff in other roles where clear face to face communication is essential, such as when delivering or attending training. Staff who wear facial coverings for religious reasons are required to remove them whilst on duty. This is to ensure that the member of staff is identifiable, and to enhance engagement and communication with patients, visitors and colleagues. Staff may wear a veil when they are not working ie during breaks. Staff should be prepared to remove their veil if asked to check their identity against their ID badge. 8.6 Make-up, Perfume and Aftershave The use of make-up, perfume and aftershave should be discreet. 8.7 False Nails, Nail Gel and Nail Varnish Health care staff members or health care providers who can reasonably expect to come into contact with patients or the immediate patient environment and those with direct patient contact or working in clinical areas should not wear false nails, gels, wraps, shellac or other nail polish. False nails encourage the growth of bacteria and fungi around the nail bed, mainly because they severely limit the effectiveness of hand washing, but also because the nail bed is abraded to facilitate attachment of the false nail, and the fixative can sometimes give rise to nail bed damage. These issues may result in infection, particularly fungal infection, for the wearer and will certainly present a risk of cross infection for the patient. 8.8 Temporary False Eyelashes Temporary false eyelashes may be worn in a short and natural-looking style. Long, high volume party styles of lashes are not permitted. Temporary false eyelashes of any kind may not be worn by staff working in Theatres / Interventional Areas. 8.9 Tattoos Visible tattoos are discouraged and where present and visible should not be offensive to others (examples of this are symbols or imagery that are hateful or disrespectful). Offensive tattoos must be covered. When it is not possible to comply with Bare Below the Elbows (BBTE) and ensure the offensive tattoo is covered, this must be discussed with the senior manager and HR Business Partner or representative from the Medical HR team. 8.10 Requests for Variations to the Dress Code Policy If a member of staff feels that on the grounds of religious, cultural or special needs that a variation to this policy is required in any clinical setting, where a procedure will be performed which should be taken into account; this must be raised with their line manager and a Human Resources Business Partner or representative from the Medical HR team. Personal Protective Clothing and Equipment (PPE) A number of clinical and non-clinical staff groups are required to wear protective clothing as part of their individual role. The principles are based upon the need for: Patient safety Personal safety Statutory regulatory requirements Work environment Health and safety requirements Infection prevention and control requirements Each manager must ensure that personal protective clothing and equipment is available to the employee if identified as necessary in the risk assessment, in accordance with the regulations (ie COSHH and any other statutory or local regulations in place) or in accordance with infection prevention and control guidance (eg plastic gloves and aprons). The provision of personal protective equipment is the responsibility of the Trusts policy on Personal Protective Equipment Policy (PPE), which may be accessed at:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HealthAndSafety/PersonalProtectiveEquipmentProcedure.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HealthAndSafety/PersonalProtectiveEquipmentProcedure.doc and Infection Prevention and Control Policy, which may be found at:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HumanResources/BloodExposurePolicy.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HumanResources/BloodExposurePolicy.doc Staff in roles in which they are required to wear protective clothing should wear this whilst carrying out their duties. If individuals are unsure about such requirements they should discuss this with their line manager. Eye and face protection (including full face visors) must not be impeded by accessories such as piercings and false eyelashes. Due to the requirement for staff to practice optimum hand hygiene, BBTE will apply when considering appropriate clothing. 9.1 Staff wearing Scrubs (Theatre Blues / Greens) In certain approved areas Scrubs (Theatre Blues / Greens) may be the appropriate uniform for the clinical work undertaken ie cath lab, vascular angiography, endoscopy, physiology. Staff must change into appropriate uniform to undertake invasive clinical interventions and Aerosol Generating Procedures (AGPs). However, it is essential that the dress code policy is maintained. Scrubs must be clean at the beginning of every shift and changed each time they become stained with blood or body fluids. 10. Dress Code for Staff in Theatre / Interventional Areas In addition to the guiding principles the following will apply: Staff should wear well fitted dedicated operating theatre footwear. This footwear should be fully enclosed (containing no holes) and have a back strap in use. These must be cleaned and decontaminated on a regular basis, particularly when visibly dirty or when contaminated with blood or body fluids. Each departmental manager should ensure that local procedures for cleaning and decontamination of footwear are in place. Scrubs can only be worn outside of the theatre / interventional environment in the following circumstances: When attending a clinical emergency When accompanying a patient to another clinical area When undertaking duties to support clinical care It is not acceptable to wear theatre scrubs in non-clinical areas or public areas including the dining room or outside of the hospital, for example, on public transport (including the hospital shuttle bus), walking to and from work or in personal cars. When attending a clinical emergency, theatre headgear and masks should be removed. Within the operating theatre, hair must be entirely covered with a clean, disposable hat which should be changed at least daily or on leaving the theatre suite. Hats should be changed if they become contaminated with blood or body fluids. It is recommended that beards that cannot be controlled with a mask should be covered with a beard net with a mask on top. In the theatre suite when hats are not worn, hair should be tidy. It is recommended by the Infection Control Department that all immediate scrub teams should wear masks, but the wearing of masks by other operating theatre personnel should be at the discretion of the individual consultant surgeon involved. Every individual in the operating theatre should wear a mask when prosthetic or implantation surgery is being performed, or if the patient is immuno-compromised. Masks should be removed and disposed of at the end of each case, as they are single use items. Masks should not be worn hanging around the neck. All Personal Protective Equipment (PPE) must be removed when leaving the theatre environment for natural breaks or extended periods away from the environment. The routine use of agreed theatre gowns is recommended to protect both the patient and the individual employee. The provisions on theatre gowns are contained in the Trusts Infection Control Policy which may be accessed at:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HumanResources/BloodExposurePolicy.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/HumanResources/BloodExposurePolicy.doc 10.1 Visitors to the Operating Theatre Complex Theatre staff must provide guidance to all visitors to the operating theatres on what to wear. Any visitor entering an operating theatre must change into scrubs and suitable footwear. Other Healthcare Professional Groups All staff are expected to comply with the Trust Dress Code Policy and also comply with local regulatory and good practice requirements. Certain jobs and roles require employees to wear and adopt Personal Protective Equipment (PPE) for health and safety reasons and to comply with health and safety / food hygiene legislation and good practice. Examples would include roles in the Estates and Facilities Directorates. All staff involved in food preparation and service must wear the appropriate uniform, headwear and, where required, protective shoes, and comply with the Trusts Hand Hygiene Policy, link below:  HYPERLINK "http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/HandHygienePolicy.doc.doc" http://nww.sth.nhs.uk/STHcontDocs/STH_Pol/ClinicalGovernance/HandHygienePolicy.doc.doc Roles and responsibilities RoleResponsibilityManagersManagers are responsible for ensuring the dress code policy is adhered to at all times in respect of the employees they manageEmployeesEmployees are responsible for following the standards of the dress code, as outlined in this policy, and to be aware of how this policy relates to their working environment; health and safety, infection prevention and control, particular role / duties and contact with others during the course of their employment. Failure to adhere to the Trusts standards of dress and appearance may constitute misconduct and may result in formal disciplinary proceedings. Monitoring Standard, process or issue to be monitoredMonitoring methodMonitored byReported toFrequencyCompliance with the Dress Code Policy should be undertaken locally by line managersMonitoring of compliance with the Dress Code Policy and employees wellbeingLine managerClinical Director, Nurse Director, Operations Director, or Corporate Services DirectorOngoing Definitions TermDescription References 15.1 External Documentation The Health and Social Care Act 2008, Code of Practice on the Prevention and Control of Infections and related Guidance  HYPERLINK "https://www.gov.uk/government/publications/the-health-and-social-care-act-2008-code-of-practice-on-the-prevention-and-control-of-infections-and-related-guidance" https://www.gov.uk/government/publications/the-health-and-social-care-act-2008-code-of-practice-on-the-prevention-and-control-of-infections-and-related-guidance Uniforms and Workwear: Guidance on uniforms and workwear policies for NHS employers (DH March 2010) Wipe It Out: Guidance on Uniforms and Workwear RCN 2013 Health care professionals' neckties as a source of transmission of bacteria to patients: a systematic review January 2018  HYPERLINK "https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5878945/" https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5878945/ Uniforms and Workwear: guidance for NHS employers NHSI (2020)  HYPERLINK "https://www.england.nhs.uk/wp-content/uploads/2020/04/Uniforms-and-Workwear-Guidance-2-April-2020.pdf" https://www.england.nhs.uk/wp-content/uploads/2020/04/Uniforms-and-Workwear-Guidance-2-April-2020.pdf 15.2 Legal Framework The Health and Safety at Work Act 1974 (HSWA), Sections 2 and 3: Primary piece of legislation covering occupational health and safety in Great Britain; Section 2 HSWA concerns risks to employees and Section 3 concerns risks to persons other than employees affected by work-related activities.  HYPERLINK "https://www.hse.gov.uk/legislation/hswa.htm" https://www.hse.gov.uk/legislation/hswa.htm The Management of Health and Safety at Work Regulations 1999 These regulations state what employers are required to do to manage health and safety under the Health and Safety at Work Act 1974 and provide general principles of prevention. They require employers to undertake a risk assessment of the health and safety implications, on employees and others who may be affected, of work-related activities.  HYPERLINK "http://www.legislation.gov.uk/uksi/1999/3242/contents/made" http://www.legislation.gov.uk/uksi/1999/3242/contents/made Personal Protective Equipment at Work Regulations 1992 These regulations set out an employers duties concerning the provision and use of personal protective equipment (PPE) at work.  HYPERLINK "https://www.hse.gov.uk/toolbox/ppe.htm" https://www.hse.gov.uk/toolbox/ppe.htm Provision and Use of Work Equipment Regulations 1998 These regulations place duties on entities that own, operate or have control of work equipment (including PPE) to manage risks from that equipment.  HYPERLINK "https://www.hse.gov.uk/pubns/books/puwer.htm" https://www.hse.gov.uk/pubns/books/puwer.htm Workplace (Health, Safety and Welfare) Regulations 1992 These regulations stipulate that where an employee has to wear special clothing (for example, a uniform) for the purposes of work, then suitable and sufficient changing facilities are to be made available to them along with secure facilities to store personal clothing. Where work is strenuous, dirty or could result in contamination, showers must be provided.  HYPERLINK "http://www.legislation.gov.uk/uksi/1992/3004/contents/made" http://www.legislation.gov.uk/uksi/1992/3004/contents/made Manual Handling Operations Regulations 1992 The Manual Handling Operations Regulations stipulate that work clothing should be well-fitting and hinder movement and posture as little as possible.  HYPERLINK "https://www.hse.gov.uk/pubns/books/l23.htm" https://www.hse.gov.uk/pubns/books/l23.htm The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 These regulations set out the requirements that all providers must reach in order to be registered with the Care Quality Commission. Regulation 12(2) (h) details that providers must assess the risk of, prevent, detect and control the spread of infections including those that are health care associated.  HYPERLINK "https://www.legislation.gov.uk/ukdsi/2014/9780111117613/contents" https://www.legislation.gov.uk/ukdsi/2014/9780111117613/contents The Health and Social Care Act 2008: Code of Practice for health and adult social care on the prevention and control of infections and related guidance This requires that uniform and Workwear policies ensure the clothing worn by staff when carrying out their duties is clean and fit for purpose. This guidance provides that particular consideration should be given to items of attire that may inadvertently come into contact with the person being cared for and that uniform policies should specifically support good hand hygiene.  HYPERLINK "https://www.gov.uk/government/publications/the-health-and-social-care-act-2008-code-of-practice-on-the-prevention-and-control-of-infections-and-related-guidance" https://www.gov.uk/government/publications/the-health-and-social-care-act-2008-code-of-practice-on-the-prevention-and-control-of-infections-and-related-guidance NHS Constitution The Constitution sets out rights for patients, public and staff. It outlines NHS commitments to patients and staff, and the responsibilities that the public, patients and staff owe to one another to ensure the NHS operates fairly and effectively. Amongst other matters it emphasises patient safety and rights of patients to be cared for in a clean, safe, secure and suitable environment.  HYPERLINK "https://www.gov.uk/government/publications/the-nhs-constitution-for-england" https://www.gov.uk/government/publications/the-nhs-constitution-for-england Associated Trust Documents 16.1 Associated Trust Documentation 91̽ Teaching Hospitals NHS Foundation Trust Hand Hygiene Policy 91̽ Teaching Hospitals NHS Foundation Trust Risk Management Policy and Strategy 91̽ Teaching Hospitals NHS Foundation Trust Personal Protective Equipment Procedure 16.2 Trust Controlled Documents Hand Hygiene Policy 2019 Personal Protective Equipment Procedure 2014 Infection Prevention and Control Policy for the Management of Linen and Laundry 2015 Appendices Appendix 1 Summary of the application of this Policy in relation to groups of staff Appendix 2 Description of uniforms worn by Nursing and Midwifery staff Appendix 3 Description of uniforms worn by Facilities Directorate staff Appendix 4 Policy Rationale Appendix 5 Procedure for the supply and return of uniforms Document control Ref224Version5.1StatusCurrentTEG sponsorMark Gwilliam, Director of HR and Staff DevelopmentAuthorsJo Marsden, Nurse Director Deborah Wardle, HR Business Partner Projects Strategic Nursing Policy GroupApproval bodyStaff Partnership ForumDate approved9 September 2021Ratification bodyTrust Executive Group (TEG)Date ratified02/03/2022Issue date08/03/2022Review date9 September 2024  Version history VersionDate issuedBrief summary of changesAuthor2March 2010To bring in line with Hand Hygiene Policy Updates to Nursing uniform and theatre sectionsJoe Watt Chris Morley312/11/2014Updates to all sections to include community staff and RCN guidance on work wearGill Meek Chris Morley3.126/11/2014Change to section 4.2.3 regarding footwear for scrub suit wearersGill Meek Chris Morley3.217/07/2015Inclusion of Appendix 1 outline of uniforms worn by nursing staffGill Meek Chris Morley423/02/2017Changes to sections 5.3 and 6.2.5 in relation to headscarves Update to section 6.5.4 regarding the use of beard snoodsGill Meek Chris Morley4.110/08/2017Change to section 4.1.3 re charity logo and SHU students uniform (page 14)Gill Meek Chris Morley5.021/10/2021Revision of content for Nursing & Midwifery, Allied Health Professional and other staff groupsMark Gwilliam Rebecca Robson5.108/03/2022Section 8 Wearing of Accessories which includes the provisions for temporary false eyelashes, has been amended to specify application to all staff and not just to those who wear uniform Paragraph 8.5 amended to focus on identification, as all members of staff were now wearing face masks Appendix 1 has been updated to include anyone who wore a uniform in the organisationMark Gwilliam Rebecca Robson Consultation and review Groups / persons consultedDateStaff Partnership ForumJune 2021Strategic Nursing Policy Group2019 2020Joint Nursing Consultative Committee JNCC2019 2020Health Professions Executive2019 - 2020 Intended recipients All staff who should: Be aware of the document and where to access itAll managers, staff partners, and employeesUnderstand the documentAll managers, staff partners, and employeesHave a good working knowledge of the documentAll managers, staff partners, and employees Rapid equality impact assessment What relevant quantitative and qualitative information (data) do you have? This may include national or local research, surveys, reports or research; workforce / patient data; complaints and patient experience data, etc.Positive Impact This will actively promote or improve equality of opportunity or address unfairness or tackle discriminationNegative Impact This will have a negative or adverse impact which will cause disadvantage or exclusionNeutral Impact There is no likely impact on any of the protected groupsDoes it advance equality of opportunity? (Y/N)Does it eliminate unlawful discrimination? (Y/N) Does it foster good relations between people? (Y/N)Race (including nationality)No impactPotential negative impact the Trust recognises the diversity of cultures of its employees. People from some cultural backgrounds may have expectations around dress, such as cultural and non-religious dressNo impactYes - the Trust commits to taking a sensitive approach when racial or cultural expectations affect dress and uniform requirementsYes by ensuring that staffs racial and / or cultural expectations regarding their dress and uniform are accommodated where there are no justifiable clinical, health and safety, security, or infection control risks identifiedYesReligion/belief and non-beliefNo impactPotential negative impact the Trust recognises the diversity of religions, faiths and belief systems of its employees. People who hold some religious believes and / or practise particular faiths may have particular expectations around dress codes which are pertinent to their faith or religious beliefNo impactYes - the Trust commits to taking a sensitive approach where expectations in relation to religion or faith affects dress and uniform requirements Yes by ensuring that staffs religious and / or faith expectations regarding their dress and uniform are accommodated where there are no justifiable clinical, health and safety, security, or infection prevention and control risks identifiedYesDisabilityNo impactPotential negative impact there may be occasions and exceptions to this policy for those with disabilities, either permanent following illness or injury, or where staff have additional needs for health reasonsNo impactYes should there be an additional need or requirement, any exceptions to the policy will be agreed through discussion with the line manager in the first instance, in conjunction with advice from the Trusts Occupational Health Service if and where appropriateYes the policy sets out the expectations regarding the wearing of uniforms and corporate dress for those not required to wear uniformYesSexNo impactPotential negative impact the Trust employs a high ratio of female staff when compared with male staff and the age distribution profile of the Trusts female workforce suggests that many female employees could be menopausal, pre-menopausal or post-menopausal at any given time, who may have preferences for uniforms made of lightweight fabrics for comfort and in support of menopausal symptomsNo impactYes advice from the Chartered Institute of Personnel and Development (CIPD) is that when carrying out risk assessments in relation to the health and safety of employees, the risk assessment should consider corporate clothing and uniforms within the context of supporting women who are going through the menopause. Good practice advice is that lightweight uniforms should be available on a year-round basis on request as a reasonable adjustment for women going through the menopause. This is covered in the policy although remains a riskGender ReassignmentNo impactPotential negative impactNo impactTransgender employees have the right to comply with dress codes in a way that reflects their gender identity and gender expressionTransgender employees, including employees who are transitioning, required to wear uniform should have access to the uniform that is most appropriate at all times. Some transgender employees may require access to male and female uniforms. Line managers should be flexible, sensitive, and should support the preferences of a transgender employee where possibleYesSexual OrientationNo impactNo impactNo impactNot applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYesAgeNo impactNo impactNo impactNot applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYesPregnancy and Maternity No impactNo impactNo impactMaternity uniforms are provided for pregnant employeesMaternity uniforms are provided for pregnant employeesYesMarriage and Civil PartnershipNo impactNo impactNo impactNo applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYesHuman Rights (FREDA principles)No impactNo impactNo impactNot applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYesCarersNo impactNo impactNo impactNot applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYesOther groups e.g. Gypsy, Roma, Travellers, vulnerable adults or children (e.g. homeless, care leavers, asylum seekers or refugees)No impactNo impactNo impactNot applicable the policy applies equally to all staffNot applicable the policy applies equally to all staffYes  List any specific equality issues and information gaps that may need to be addressed through engagement and/or further research None, providing the policy is adhered to. 15.1 Analysing the equality information In this section record your assessment and analysis of the evidence. This is a key element of the EIA process as it explains how you reached your conclusions, decided on priorities, identified actions and any necessary mitigation. Analysis of the effects and outcomes No major changes required.  15.2 Outcome of Equality Impact Assessment No major change neededAdjust Policy / proposalAdverse impact but continueStop and remove policy / proposal(  15.3 Action plan Action to address negative impactBy whomBy whenResource implicationAdopt a sensitive and supportive approach to peoples requirementsAllOngoingNone Monitoring, review and publication Manager signing off EIA (please enter name below)Date of next review (please enter date below)EDI ManagerNo later than 1 October 2024Approved by (please enter name of Committee and date approved below)Date sent to EDI Team  HYPERLINK "mailto:sth.equalityanddiversity@nhs.net" sth.equalityanddiversity@nhs.net: (please enter date below)Staff Partnership Forum discussion on 18 June 2021, final approval received on 9 September 202111 May 2021Date published (if applicable) (please enter date below)21 October 2021 Other impacts Financial implicationsNot applicableTraining implicationsNot applicableOtherNot applicable Document imprint 91̽ Teaching Hospitals NHS Foundation Trust 2021. All rights reserved. Re-use of all or any part of this document is governed by copyright and the Re-use of Public Sector Information Regulations 2015. SI 2015. No. 1415. Information can be obtained from  HYPERLINK "mailto:sth.infogov@nhs.net" sth.infogov@nhs.net Appendix 1 SUMMARY OF THE APPLICATION OF THIS POLICY IN RELATION TO GROUPS OF STAFF (this list in not exhaustive and any queries should be raised with line managers) Clinical staff who provide direct care and wear uniformClinical staff who provide direct care and do not wear uniform Registered Nurses Midwives Clinical Support Workers Clinical Educators Band 4 Educators Phlebotomist and Assistant to Doctor Community Support Worker Nursery Nurses Trainee / Assistant Practitioner Healthcare Apprentice Trainee Nursing Associate Nursing Associates Physiotherapists Occupational Therapists Speech and Language Therapists Therapy Assistants Theatre staff including surgical staff Operating Department Practitioners Radiographers Physiologists Healthcare Scientists Dental Nurses and Technicians Plaster Technicians Health Professionals and other healthcare workers visiting wards, community and vaccination hubs or clinics, and / or otherwise delivering patient care or who are in physical contact with patients in a clinical environment Students in roles above  Consultants Doctors and Dentists Medical Students Clinical Psychologists and Psychology staff Chaplains  Non-clinical staff who wear uniformNon-clinical staff who do not wear uniform Housekeeper Ward Assistant Ward Clerks Patient Services Assistant Domestic Assistant Facilities Deep Clean team Catering Patient Food Service Team Catering Food Service Team, Dining Rooms Catering Assistant, CPU Chef Catering Porter / Driver Chargehand Porter Porters Transport Driver / Porter Laundry Supervisor Laundry - Linen Services Assistant (clean) Laundry Linen Services Assistant (dirty) Laundry Dry cleaning / sewing room Laundry Sewing room Laundry - Transport Receptionist (Main Receptions) Admissions staff Estates staff Security Officers Security Control Room Operatives Staff who are not in face to face contact with patients and / or members of the public: Corporate services staff e.g. Finance, Procurement, HR, IT Medical Secretaries  Appendix 2 DESCRIPTION of uniforms worn by nursing AND midwifery staff Role Uniform Chief NurseRed dress or tunic with navy-blue piping. Navy-blue trousers  Deputy Chief NurseNavy-blue dress (or tunic) with red stripe at front and navy- blue trousers Nurse Director Dark blue dress with solid red collar and red wide band on sleeves or dark blue tunic with red lapels. Navy-blue trousersDeputy Nurse Director / Lead Nurse, or equivalent role, which involves duty Matron responsibilities  Dark blue dress or tunic with red piping or dark blue tunic with navy and red striped epaulettes. Navy-blue trousers Lead Nurse / Nurse Consultant, or equivalent role, which does not involve Duty Matron responsibilities  Royal blue dress or tunic with white piping. Navy-blue trousersMatron or equivalent role which involves duty Matron responsibilities Polka-dot dress or polka-dot tunic with white piping. Plain navy-blue tunic with white stripe epaulette. Navy- blue trousers  Integrated Care Team Nurse LeadPolka-dot dress or polka-dot dress with white piping. Plain navy-blue tunic with white stripe epaulette. Navy- blue trousers Community Matron Navy-blue dress with royal blue piping or tunic. Navy- blue trousersPatient flow Sister / Charge NurseRoyal blue dress or tunic with white piping. Navy-blue trousers Nurse SpecialistRoyal blue dress or tunic with white piping. Navy-blue trousersSenior Sister / Sister / Charge NurseNavy-blue dress with white piping or tunic. Navy-blue trousers District Nurse Team Leader / Deputy Team Leader (with DNSPQ) Navy-blue dress or tunic with white piping. Navy-blue trousers Clinical Educator Box or royal blue dress with white piping or tunic. Navy-blue trousers  Staff NurseLilac dress or tunic with white piping. White tunic with lilac epaulettes. Navy-blue trousersCommunity Staff Nurse / Deputy Team Leader (non DNSPQ) Box or royal blue dress or tunic. Navy-blue trousers MidwifeBox blue dress or tunic with royal piping. Navy-blue trousers. Senior MidwifeNavy blue tunic or dress with white piping. Navy-blue trousersStudent MidwifeSHU uniform dark grey with maroon piping  Clinical Support Worker White or grey striped dress, white or grey striped tunic with white piping. Navy-blue trousers. White tunic with pale blue epaulettes. Navy-blue trousersPhlebotomist and Assistant to DoctorWhite dress or tunic with grey piping or epaulettes. Navy-blue trousers  Community Support WorkerWhite or pale blue stripe dress or tunic. Navy-blue trousersNursery NursesWhite with light blue stripe. Navy-blue trousers Trainee / Assistant Practitioner White dress or tunic with grey piping or grey epaulettes (grey epaulettes added once training complete) Band 4 EducatorsWhite dress or tunic with grey piping. Navy-blue trousers. Student NurseOU white tunics or dresses with the OU logo and Student Nurse on the front navy-blue trousers 91̽ University white tunics with Student Nurse on the front navy-blue trousers Hallam University grey tunics or dresses with burgundy neck detail for nurses and blue neck detail for Midwifery students Healthcare ApprenticeWhite / grey stripe tunic with red epaulettes. Navy-blue trousers Trainee Nursing AssociateBiscuit with white piping dress or tunic. Navy-blue trousers Nursing AssociateBiscuit with white piping dress or tunic with brown epaulettes. Navy-blue trousers HousekeeperMaroon or burgundy dress with cream piping or tunic. Navy-blue trousers Ward AssistantGreen stripe dress with white piping or tunic. Navy-blue trousers Ward ClerkDark blue blouse with white pattern or white shirt. Black or navy-blue trousers APPENDIX 3 DESCRIPTION of uniforms worn by FACILITIES staff Patient Services Assistant Aqua stripe dress or tunic with white piping or bottle green polo shirts. Navy-blue trousers Ward AssistantAqua stripe dress or tunic with white piping. Navy-blue trousersDeep Clean TeamGreen scrubsCatering Patient Food service teamRoyal blue polo shirt, black trousersCatering - Food service team, dining roomsBlack shirt / tunic, black trousers, black / grey apronCatering assistant, CPUBlue tunic, blue trousers, navy-blue fleeceChefChefs black or white coat, chefs checked trousers Catering Porter DriverNavy-blue polo shirt, black trousers, navy-blue fleece Porter Blue polo and navy-blue trousers, navy-blue fleece (body warmer), navy-blue coat Chargehand Porter Blue polo and navy trousers, navy-blue fleece (body warmer), navy-blue coat Transport Driver / Porter Blue polo and navy-blue trousers, navy-blue fleece (body warmer), navy-blue coatSecurity Control room operativeBlack polo shirt, Black trousers Security OfficerBlack polo shirt, Black trousers, Black coat, Black fleece, Black jumper, Black stab vest, epaulettes and tiesLaundry Linen services assistant (clean)Green scrubs, Green with white tunic or polo shirt, Green dress, Green fleece or sweatshirt Laundry Linen services assistant (dirty)Burgundy Red scrubs, red polo shirt, red trousers, Red fleece or sweatshirt Laundry Dry cleaning / sewing room Blue patterned blouse / shirt and navy-blue trousers  Laundry Sewing roomBlue patterned blouse / shirt and navy-blue trousersLaundry - TransportBlack sweatshirt, Black polo and black trousers Laundry - SupervisorGrey polo, black trousers and grey sweatshirt, black body warmer Receptionist main receptions Blue patterned blouse / shirt and navy-blue skirt  APPENDIX 4 POLICY RATIONALE All staff involved in direct clinical care, including support staff who work at ward and department level, must adhere to the requirements below. POLICY RATIONALE Designated Uniform: Dress tidily and in a professional manner Must be changed daily and laundered including being neatly ironed Navy blue or black cardigans may not be worn when delivering clinical care. They must be laundered regularly and of smart appearance  Maintaining a professional appearance is important for patients. Patients and visitors may equate untidy appearance with low professional competence and poor hygiene standards Confidence and trust from the Public ID Badges: Must be clearly visible and available and worn at all times and cleaned regularly with detergent and water. Lanyards, where allowed, should be laundered and visibly clean The lanyard should be clean and of a design that allows quick release Security policy & identification of staff and role Adherence to Infection Prevention & Control Policy Health and Safety Policy Prevention of injury to patients and staff Footwear: Must be black or navy blue with a soft soled full shoe, closed over the foot and toes, clean, plain, low heeled (around 3cm), enclosed and in a good state of repair Staff are responsible to ensure that footwear worn is appropriate to the area in which they are working and complies with health and safety regulations. Crocs, sandals or open toe shoes are unacceptable footwear and not allowed. Specialist areas such as theatres, hydrotherapy or radiography will supply or recommend area-specific footwear. Exceptions to this are on the recommendation of Occupational Health Noise in hospital is a national problem, especially at night; therefore, soft soled full shoes are preferred. Staff working in a clinical area must take noise issues into account regarding their footwear Shoes in a poor state of repair are a safety risk. Closed shoes offer protection from spills and dropped objects. Open toes risk injury or contamination for staff. Health and safety statutory requirements. These do not protect staff from potential blood and chemical spillage exposure and potential inoculation injuries. Support staff with health issues should be reviewed  Tights / Stockings / Socks: Socks, tights, stockings and hold-ups should be plain and in a colour in keeping with the uniform - they should be worn if wearing dresses Exceptions to this are when an extreme weather Alert 3 or above is declared by the Met office Maintaining a professional appearance is important for patients Confidence and Trust from the Public Assist with staying cool and comfortable Hair: Hair must be tidy, off the face and if long should be tied back. Hair should not be able to fall forward and contaminate a patients personal space or become caught in moving parts of equipment or machinery Hairbands should be discreet if worn. It is important for STH to maintain a professional and corporate image, there may be times when certain hairstyles and colours deemed to be more extreme are not thought to be in line with this principle. However, this would be discussed with the individual staff member in the first instance In certain areas such as theatres hair must be of a style that is controlled and covered as required, with appropriate headwear  Potential for wound contamination from loose hair Maintaining a professional corporate image to instil confidence for patients and the public Providing hair is clean and tidy the risk of dispersal is minimal Adherence to Health and Safety  Fingernails: Nails should be kept short and clean. Artificial gel and acrylic nails and nail varnish are not permitted under any circumstances. This includes clear nail varnish  Adherence to Infection Prevention & Control Policy To avoid transferring bacteria under the fingernails. Reduces the risk of trauma to the patient when involved in direct patient contact Jewellery: Staff involved in direct patient care must keep jewellery to a minimum Wristwatches, fitness trackers and bracelets must not be worn in clinical areas by staff involved in direct patient care The wearing of jewellery is restricted to wearing a single undecorated or plain ring with no protruding metal work or indentations where fluid and dirt can accumulate and the ring should be mobile enough to wash underneath One pair of plain metal stud earrings can be worn Plain bands or other rings should not be worn on chains around necks. Ankle chains, bracelets and other visible body ornaments are NOT acceptable. NB If there is a cultural reason for the wearing of jewellery this should be raised with the line manager Bangles worn to denote support of a particular charity must be treated as a wristwatch and should not be worn in the clinical environment Medic-alert jewellery can be worn but must be cleanable, plain and discreet. A medical alert necklace should be worn in preference to a medical alert bracelet. Staff should make sure their line manager is aware of their medical alert situation Numerous badges must not be worn; one or two denoting professional qualifications / memberships are acceptable. Carrying pens, scissors and other sharp or hard objects in outside breast pockets. They should be carried inside clothing or in hip pockets. Staff in non-uniform should keep jewellery discreet To prevent injury to staff and patients during manual handling Compliance with Hand Hygiene Policy and Bare Below the Elbow Restricts effective handwashing techniques Rings with stones are hazardous and can scratch patients; the stones may become dislodged Stones and pearls in earrings may become dislodged Jewellery that is hanging eg a necklace, could potentially be dangerous when working with a confused or violent patient or working with machinery Any more looks unprofessional and may present a safety hazard. May cause injury or discomfort to patients during care activity  Jewellery - Piercings Earrings - one pair of small plain stud earrings is permissible and one facial piercing A tunnel or plug if worn must be as close to natural skin tone for the individual and will count as the equivalent of one pair of plain earrings. New visible body piercings should be covered with a blue plaster until the wound has healed. Once the wound has healed, above principles apply. Staff are to think about the Trust policy when considering visible piercings to avoid request to remove them. Maintaining a professional appearance is important for patients. Confidence and trust from the Public  Clothes: If own clothes are worn these should be of smart appearance and in good repair Short sleeved blouses and shirts are recommended Cardigans, fleeces and jackets must be removed when providing direct physical care All neck ties must be removed prior to any activity involving direct patient contact, and when entering clinical areas Skirts must be a reasonable length (knee length or below the knee). Jeans, shorts or other casual trousers must not be worn Low waistbands and cropped tops showing the abdomen and lower back or allowing underwear to be visible are not allowed Maintaining a professional appearance is important for patients Confidence and Trust from the Public Adherence to Infection Prevention & Control Policy Ties have been shown to be contaminated by pathogens and can accidentally come into contact with patients. They are rarely laundered and play no part in patient care APPENDIX 5 1.0. PROCEDURE FOR SUPPLY / RETURN OF UNIFORMS Ordering System: Submit a requisition with the cost code and signed by authorised person (line manager, Matron, Nurse Director) and send to Sewing Room. The Uniform is issued and charged to the Care group Authorisation System: A list of authorised signatures is held in the Sewing Room. The type of uniform, numbers and reasons for request must be specified when ordering. 1.3. Budget: Each Care Group has an identified budget / cost code for staff uniforms. Request forms must have the correct cost code entered for the order to be processed. 2.0. ISSUING SYSTEM 2.1. New Staff: The manager or matron will complete the uniform request and send to the Sewing Room as soon as the candidate verbally accepts the post (takes requisition as they need to be measured and fitted). The member of staff will need to attend the Sewing Room for measurement. Uniform will be issued on their Induction Day when they will sign for their uniform. Issuing of uniforms will be free of charge where it is supplied at the request of an authorised manager 2.2. Replacement: Uniforms will be replaced when no longer fit for purpose. Managers should assess requests on an individual basis and if required complete the form for replacement and advise the member of staff to attend the Sewing Room for measurement. The member of staff must return old uniforms when replacements are issued. 2.3. Termination of Contract: Individuals must ensure they return uniforms to the Sewing Room on termination. The manager accepting their resignation should instruct them to return uniform on their last working day along with other items of trust property. 2.4 Receipt and Delivery: All uniforms will be issued from the Sewing Room, therefore, staff must make necessary arrangements to collect and deliver their uniforms in person. Uniforms will not be sent via the hospital transport or postal system, as a signature is required.        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