Policy and Acknowledgment DRESS GUIDELINES

Policy and Acknowledgment DRESS GUIDELINES The Larry H. Miller Group of Companies believes in creating a proper, positive atmosphere for our customers and employees. Employees must dress in a professional and conservative manner. Employees must present a professional, well-groomed and business-like appearance. Employees are expected to maintain appropriate standards of grooming, personal hygiene and dress during working hours and while on Company property. Apparel, personal grooming, and hygiene should not distract others (such as clothing not fitting appropriately, cleanliness and/or body odors) or create a safety hazard. Managers may establish and answer specific questions about proper dress and grooming applicable to the nature of a particular job. All applicable federal or state safety and health laws pertaining to dress and grooming shall be observed by every employee. Managers shall determine acceptable dress standards for their work environment. Some items that are considered unprofessional and not acceptable: Halter tops; see-through shirts; midriffs; dresses or blouses with low neck lines or open backs; dresses, skirts or shorts that are too short; leggings; bathing suit-type apparel in Lycra or Spandex; sweat pants; sweat shirts; jeans; flip-flops; clothing with holes; unkempt or unclean clothing or body hygiene; radical hair dyes or excessive body piercing. Blouses or shirts should be buttoned and waistlines covered. This list does not cover every possible situation, and serves only to provide examples. The Larry H. Miller Group of Companies does not discriminate against employees who require accommodations for religious dress and grooming, including the wearing of religious clothing, head or face coverings, jewelry, artifacts or any other item, including facial or body hair, which is a part of the employee’s required religious observance. If you need a reasonable accommodation of the foregoing dress and grooming policies due to religious reasons, medical necessity or other reasons, contact your respective Office Manager/Human Resources representative.

12/15/2015