Part of the Online Stores, LLC Family -- One of the top 500 internet retailers worldwide 2 years in a row! We are one of the largest online vendors in the world of work boots, work clothing, and safety equipment from top brands like Carhartt, Dickies, Carolina, Timberland PRO, 3M and many more! Looking for product information? Get tips at the Gear Guru blog. to be your primary stop for all of your construction clothing and work boots. With fast and easy ordering, we ship most orders in 24 hours! We're here to help you stay comfortable on the job site and at home. We offer a wide variety of work boots from all the top manufacturers, including Carolina, Double-H, CAT, Wolverine, Carhartt, Timberland, LaCrosse and Justin. We also offer construction safety equipment including protective hard hats, safety glasses and dust masks. We even carry on-site safety equipment like fall protection harnesses, roofer's kits, and carabiners. We carry belts, tool belts, pouches, tool bucket organizers, work gloves, thermal underwear, winter hats and ski masks, rain gear and much more!

Our store carries construction safety equipment ranging from protective hard hats and work boots to onsite safety equipment like harnesses and first aid. Protection, whether you're on a construction side or in a factory, is important, and our store offers products to protect and cover parts of your body by trusted brands like OccuNomix, Pyramex, 3M, MSA, and FallTech. Safety gear is necessary for all industrial work environments, and our store carries hard hats in various designs: standard, full brim, cowboy, and bump cap as well as with customized designs and with sturdy suspensions. Work gloves, like hard hats, are also a must for hand safety or warmth during winter. Work boots, as well as socks, are needed to protect your feet, and we have men's and women's designs with steel, composite, or soft toe options. We even carry boots for loggers - Carolina is our top selling brand for loggers!Does your employer have the right to tell you what you can or can't wear to work? The answer depends on whether your company’s dress code violates state or federal laws prohibiting discrimination.

Generally speaking, employers have the legal right to establish dress and grooming codes for employees. Some companies require formal business attire, some companies allow employees to dress down on “casual Fridays,” and others adopt a more relaxed dress code throughout the week. Some employers, particularly in the retail sector, require employees to wear uniforms bearing the company logo or to dress in particular types and colors of clothing associated with the store. For example, many restaurants require wait staff to wear black slacks and a white, button-down shirt. All of these options—and many more—are perfectly legal, as long as they do not discriminate. A dress code might be discriminatory if it treats employees differently based on a protected trait (such as sex or disability) or if it has a disproportionate effect on members of a protected class. And, even if a dress code doesn’t discriminate against certain employees, an employer might be required to make exceptions to a dress code in order to accommodate an employee’s disability or religious beliefs.

Employees have challenged dress codes that prohibit styles or outfits associated with a particular ethnicity. For example, an employer that prohibits employees from wearing traditional African Kente cloth but allows other brightly colored fabrics could be accused of intentionally discriminating based on ethnicity.w dnp hoodie An employer’s policy might still be discriminatory, even if the employer didn’t intend to discriminate. hoodie allen tickets deutschlandIn a “disparate impact” case, a seemingly neutral policy is discriminatory if it has a disproportionate impact on employees in a particular class. steiff hoodie saleFor example, a policy that requires male employees to be clean shaven might have a disproportionately negative effect on African American employees, who are more likely to have a skin sensitivity to shaving.

In this situation, the employer must be able to show that its requirement is related to the job and consistent with business necessity. If, for example, the employer’s policy is based simply on the owner’s preference for clean-shaven employees, that’s not a good enough reason to justify a policy that has a discriminatory effect. In our culture, it is generally acceptable for employers to impose different dress codes on male and female employees. For example, an employer might prohibit men from wearing jewelry and make-up while allowing women to do so, or it might require men to wear slacks and women to wear skirts. These types of rules are allowed as long as they don’t place a heavier burden on one gender—by, for example, requiring women to wear formal attire while men can wear casual clothing. (However, state law may impose additional requirements; in California, for example, an employer may not prohibit female employees from wearing pants.) If an employee’s religious beliefs require particular attire, a company might have to make an exception to its usual dress code.

In a recent Supreme Court case, for example, clothing company Abercrombie & Fitch decided not to hire a Muslim applicant who wore a head scarf for religious reasons because the company’s “look policy” prohibited caps of any kind. The Supreme Court found that this blanket policy was illegal, because the employer’s decision was based on its desire to avoid having to change its policy to accommodate the applicant. If complying with a dress code would violate an employee’s religious beliefs, the employer must make a reasonable accommodation—by for example, allowing the employee to wear a head scarf or other religious garb—unless doing so would create an undue burden on the employer. (See Religious Discrimination in Employment for more information.) Employers must also create exceptions to their usual dress code if necessary to accommodate an employee’s disability. If an employee must wear special orthopedic shoes due to a disability, for example, the employer must typically allow this modification.

An employer isn’t required to accommodate an employee if it would create undue hardship, but allowing an employee to deviate from the usual dress code usually won’t meet that standard. If you need an exemption to your employer’s dress code policy because of your religion or your disability, ask for a reasonable accommodation. Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act give you the right to a reasonable accommodation for your religious beliefs or your disability, respectively, unless it creates an undue burden for your employer. In general, you must tell your employer that you need an accommodation because of your disability or your religious beliefs. Once you make this request, your employer must work with you to try to come up with a reasonable solution. Your employer has the right to request more information about your disability or your religious beliefs, as part of this process. Some accommodations are straightforward. If, for example, your religious beliefs require you to grow a beard, your employer might simply grant you an exception to its “no facial hair” policy.