What Workers Wear Today Case Study

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Autonomous Control of Starbucks

Do you think the administrative law judge and the National Labor Relations Board (NLRB) went too far in overruling Starbucks? Why or why not?

It definitely appears that the administrative law judge and the National Labor Relations Board (NLRB) went too far in overruling Starbucks. The main reason is that Starbucks had initially made an effort to accommodate the NLRB. The former permitted its employees to wear a button denoting partisanship with that particular organization (DeMaria, 2009). Deciding how many buttons an employee could wear, or even deciding how Starbucks could determine its own policy about the appearance of its employees, is not within the scope of the NLRB. The NLRB and the aforementioned judge overstepped their boundaries by overruling Starbucks.

How much leeway should an employer have in setting standards for conduct, customer interaction, and attire in the workplace?

Employers should have a fair amount of leeway in setting standards for conduct, customer interaction, and attire in the workplace. In fact, they must have this leeway because the employee is actually representing the employer. A customer’s interaction with an employee becomes the most critical basis for his or her interaction with that company. Therefore, employers should dictate the nature of those interactions in terms of conduct and attire.

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The same way employees are trained how to conduct themselves with customers is the same way they require training in how wear their clothing. Attire certainly pertains to ornamentation on uniforms, which is essentially what buttons for any variety of organizations are.

Does the NLRB decision unfairly limit Starbucks in the management of the stores? Why or why not?

There are a couple of pivotal ways the NLRB decision unfairly circumscribes Starbucks in the management of its stores. Firstly, it limits the effect that Starbucks can have on its employees’ impact on customers. The way that employees can dress is conventionally within the limits of the employer. Facets of dress—much like a uniform—such as buttons are ultimately a reflection of that employer and the company as a whole. By effectively allowing Starbucks employees to wear more than one button denoting some aspect of the NLRB (DeMaria, 2010), that organization is letting Starbucks’ workers act as though they are in the midst of some labor dispute. Doing so is unfair to the Starbucks organization. Moreover, what the NLRB decision was actually doing….....

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