Jimmy Johns In-Store Grooming and Uniform Dress Code

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JIMMY JOHN’S IN-STORE PERSONAL GROOMING AND UNIFORM DRESSCODE

JIMMY JOHN’S IN-STORE PERSONAL GROOMING AND UNIFORM DRESSCODE

Whether you are one of our employees, or the employee of an independently owned and operated franchise, you represent the image of the Jimmy John’s brand to every customer you serve. Because of this, and the necessity to maintain consistency chain- wide, your attire must always be neat, clean and in good condition (no holes, rips, frays, or stains), with adherence to the policies below.
HYGIENE
General – You must be clean and odor-free at the beginning of the shift. You may not smoke (including electronic cigarettes or pipes), use tobacco, or consume alcohol (or smell like smoke, tobacco, or alcohol) during your shift. No heavy or glitter makeup, heavy cologne or perfume is allowed. You may not chew gum during your shift.
Hair – Must be clean and free of odor. Hairstyles must be well-maintained and present a neat appearance. Hair that hangs below the bottom of the shirt collar must be worn in a ponytail or put into your hat. All hair in front and sides of head must be tucked into hat. Facial Hair – Must be clean-shaven at the beginning of the shift. Beards and mustaches must be neatly trimmed. If you have a beard you must shave below your jaw line to create a clean distinctive line and shave a portion of your cheek to create a clean distinctive line. Facial hair longer than 1/2” must be covered with a beard net.
Hands – Hands must be washed and dried thoroughly before starting to work with food. Hands must be washed between tasks and whenever your work with food is interrupted. If your municipality requires gloves, you must wear them and change them often. Employees wearing fingernail polish or artificial nails must wear intact gloves while working with food. Fingernail length cannot exceed ¼”.
CLOTHING
Shirt – All employees must wear an approved Jimmy John’s shirt.
Undershirt – Short sleeve undershirts may be worn but can’t extend beyond the sleeves of an approved Jimmy John’s shirt. Long sleeve compression shirts may be worn under an approved Jimmy John’s shirt.
Hat – All employees must wear an approved Jimmy John’s baseball hat or visor. Hats and visors must be worn with bill facing straight forward and fit securely on the head.
Pants/Shorts – Employees must wear pants or shorts made of a denim or khaki material. Shorts must be at least mid-thigh. A reasonable amount of embroidery and embellishments is permitted. Belt optional. Pants and shorts must be worn at waist height. Apron – All managers, in-shop and delivery drivers (when working in-shop) must wear a clean white, cloth apron worn fully around the neck.
BIKE DELIVERY DRIVER
May wear the approved Jimmy John’s cycling cap and bike jersey while delivering.
May wear cycling shorts that are at least mid-thigh and do not hang below the bottom of the knee. Shorts must be worn at waist height. May wear tights under shorts.
INCLEMENT WEATHER WEAR
Drivers/Employees may wear jackets, boots, stocking hats, face covers, scarves and rain gear as needed to keep employees warm and dry when outside the store.
Drive thru employees may wear approved Jimmy John’s branded jackets.
FOOTWEAR
Shoes must be closed-toe, closed heel, rubber-soled shoes and worn with socks.
TATTOOS
Visible tattoos are permitted, except on the skull, face or throat. Customers should focus on you, not your tattoos. Tattoos cannot be profane, obscene, or offensive.
JEWELRY
Small or medium size earrings, ear gauges are allowed. No other visible piercings are allowed, including septums, dermals, or tongue rings. Necklaces must be tucked into shirt. Jewelry cannot be profane, obscene, or offensive.
NOTE: Changes in these policies, and the design of Jimmy John’s shirts and hats, may take place from time to time. Notice will be provided to all franchisees as this occurs. All stores must comply with the current policy and any future amendments. Each Employer should independently consider requests or exceptions based on legally protected religious observances, as reasonable accommodations to an employee’s disability, or as otherwise required by law.