Jewelry Policy Related to Mouth Grills

We have a jewellery policy but now one employee asked me if he can wear his mouth grill. It is jewellery but it is also attached to his teeth like braces. Does anybody have a policy for mouth grills? For now I told him it was considered jewellery so not allowed at the production site.

We do not state it specifically but our statement says "no visible jewelry" so if they plan on opening their month at all, then it would be considered "visible". We have had similar discussions on tongue piercings and most recently had a discussion on false eyelashes (we cover false nails but never considered eyelashes until we saw some that were a bit overboard).

The difficult thing is once you allow an exception, everyone will want an exception.

TS

Why don't you put a statement in your hygiene policy,

"Cosmetics or jewellry that are utelised as to enhance the appearance, to include, but not limited to, false eyelashes, teeth jewellry, visible body piercings (eyebrow, tongue) etc are not permitted in production areas.

Management reserve the right, both as a food safety precaution and as a health & safety precaution, to ask staff to remove cosmetics or jewellry. Staff who refuse will be in breach of this policy and may be subjected to the disciplinary procedure"


caz x

I've never seen a mouth grill - can someone enlighten me please.

Oh poor Simon... You should get out more!

Try this link History of Mouth Grillz or just do a Google Image search on "mouth grillz" They are just teeth jewelry. Not a big deal, but, IMO should not be allowed for the same reason as false eyelashes and other piercings. While you're at it check out the doggie mouth grillz.
Tom

I think No jewellery policy should include all forms of jewelleries regardless of their position in the body.
To Simon mouth grills are common to American rappers,i wish you see them in those doing rap music.Not for the old is gold generation.

Regards,
Jeremy

Yo guys, I checked out de mouth grillz and they be bangin hot!

Hmm mouth jewellery should be unless a medical device such as a brace, then again that should be plain. It should be clear to see the difference.

As a previous poster mentioned it is better to have a jewellery policy that says what is allowed and then everything else is not allowed.

This is usually one plain wedding band and one pair of sleeper earrings with special dispensation given for medical reasons on a one to one basis.

Regards,
Simon

I agree - your jewellery policy should state what is allowed - in our sites this is a plain wedding band only - a should not be a list of what not is allowed.

I was at a supplier site a few months back where a girl in production was wearing on of those tooth jewels - a diamond stuck on her tooth - and I questioned the site jewellery policy. They had a list of what not to wear but had not considered tooth jewels so the arguement was she could wear it. I didnt agree and they have now amended their policy. Not quite sure what has happened to the girl with the diamond tooth though!!

ST

I'd treat it in the same way as I would a bracelet. If the bracelet is for purely cosmetic reasons, I'd not allow it. If it was a medicalert bracelet, I'd allow it but require the person to inspect it at start and end of shift and keep a record that it had been allowed. Likewise, if a brace is for medical reason, fine, if not then no.

Thanks! I will check the policy again as I forgot about the false eyelashes as well - however as there are only men working on the production site so I don't think this will be much of an issue with the employees.

Why don't you put a statement in your hygiene policy,

"Cosmetics or jewellry that are utelised as to enhance the appearance, to include, but not limited to, false eyelashes, teeth jewellry, visible body piercings (eyebrow, tongue) etc are not permitted in production areas.

Management reserve the right, both as a food safety precaution and as a health & safety precaution, to ask staff to remove cosmetics or jewellry. Staff who refuse will be in breach of this policy and may be subjected to the disciplinary procedure"


caz x

I like this one, simply because it includes some of the more common items. This allows me as a quality leader to point out in writing where the employee is in violation.

Dear All,

may be subjected to the disciplinary procedure

I appreciate the philosophy but this kind of statement may be an excellent red flag to the worker' union. Something to do with "freedom of individual rights" I believe . I remember seeing a standard pre-employment questionnaire used by a large UK importer and there were legalesque warnings inserted all over the place as to what management could not do.

I saw a similar discussion over the adornments worn by counter staff in fast food establishments. Included statistical data to support the contention that the risk from a dislodged facial additive was negligible.

Rgds / Charles.C

Dear All,



I appreciate the philosophy but this kind of statement may be an excellent red flag to the worker' union. Something to do with "freedom of individual rights" I believe . I remember seeing a standard pre-employment questionnaire used by a large UK importer and there were legalesque warnings inserted all over the place as to what management could not do.

I saw a similar discussion over the adornments worn by counter staff in fast food establishments. Included statistical data to support the contention that the risk from a dislodged facial additive was negligible.

Rgds / Charles.C

[long sentence alert]
If the company has a rule (for want of a better word) that has been defined and implemented based on risk assessment and its effective implementation is important to maintain a safe situation and if the employees have been properly trained and provided with necessary warning (time) and any alternative possibilities have been explored then discipline is a valid measure to ensure the rule is followed. IMHO.

[long sentence alert]
If the company has a rule (for want of a better word) that has been defined and implemented based on risk assessment and its effective implementation is important to maintain a safe situation and if the employees have been properly trained and provided with necessary warning (time) and any alternative possibilities have been explored then discipline is a valid measure to ensure the rule is followed. IMHO.

Simplified ...... 3 strikes, and DCM!!!

Dear Caz,

Distinguished Conduct Medal ?

Or is it another baseball term?

Rgds / Charles.C