10.2190/IE.12.4.b B2P522015413N315 1 Employee Appearance Policies and Title VII: New Challenges for Sex Differentiated Standards 287 302 20080214 20080214 20080214 20080214 B2P522015413N315.pdf http://baywood.metapress.com/link.asp?target=contribution&id=B2P522015413N315 4 Robert K. Robinson Ph.D. SPHR Geralyn McClure Franklin Ph.D. Karen Epermanis Ph.D. Nicole Forbes Stowell J.D. The University of Mississippi University of South Florida St. Petersburg Appalachian State University, Boone, North Carolina This article examines federal court rulings that may limit an employer's ability to impose organizational appearance policies/dress codes. We focus on allegations that such policies unlawfully discriminate against individual employees on the basis of their race, religion, sex, or national origin (ethnicity). The newest tactic involves the use of sex stereotyping to challenge employment policies differentiating "male" behavior and "female" behavior in the workplace. A Ninth Circuit Court of Appeals ruling, <i>Jespersen v. Harrah's Operating Company, Inc.</i>, suggests that federal courts may still permit employers to set standards for their employees, even if those standards differ for male and female employees, provided that certain conditions have first been met.