As ah HR manager, how can I deal with employee relations issues in case an employee is complaining about his female coworker who dresses inappropriately?

The best way to deal with this kind of employee relations issues is better to send memo or mail to all regarding the decent dress code or uniform to inform everyone generally so that those who are wearing inappropriate dress will understand that the management is taking notice of their dress and themselves correct it. Even after that there is no change or inappropriate dress continues such staff has to be warned personally as indecent dresses might disturb other employees

First confirm if this kind of employee relations issue is true. Check if the female employee is not abiding with the company dress code and if it is really inappropriate. Then try to privately talk to that female employee and inform her about the dress code. That must be the first warning. If she keeps doing it then send her a second warning and produce a reminder/memo about the company's dress code. 

Appropriate workplace dress helps employees respect each other more.

Inappropriate dress in the workplace includes tight or revealing clothes or clothing that doesn't project professionalism. Jeans and T-shirts usually are inappropriate workplace attire, as are most body piercings. Many workplaces consider blouses that show any amount of cleavage inappropriate, as well as high skirts. For men, unbuttoning the top buttons of a shirt and wearing shorts or tight clothing also may be considered unprofessional. Inappropriate clothing can be distracting and make a small business look unprofessional. Dealing with unprofessional dress can be awkward, but intervening tactfully is crucial.

Ensure your claim against the employee's dress doesn't constitute discrimination. Remember that banning religious or native dress could be discriminatory. Refusing to let disabled individuals modify the dress code as needed can be discriminatory, too.

Call the employee into your office, along with another coworker as a witness. The witness's presence ensures the situation won't escalate into a sexual harassment claim.

Tell the employee you don't want to offend or embarrass her. Then, state the issue with her dress. Explain that her clothing does not conform with the company's dress code.

Ask the employee how she can rectify the matter. For instance, she might have an extra blouse, or she might be able to go home quickly and return. Alternately, if she promises to dress more appropriately in the future, you might encourage her simply to go back to work. For employees with a lengthy commute, this represents the simplest solution, particularly if they won't be meeting with clients that day.

Emphasize the employee's strengths to end the discussion on a positive note. Explain that you don't want the employee's dress to detract from a stellar professional performance in the eyes of coworkers, superiors or clients.

Show the employee the dress code in the employee handbook to clarify any areas of confusion. Tell the employee who can answer any future questions about the dress code, such as the human resources department.

Ask an employee who refuses to comply with the dress code to take time off to reconsider his choice. This may show him the seriousness of the offense, and ideally he will agree to modify his dress without taking a leave.

Gain approval from the human resources department or an attorney to dismiss an employee who refuses to comply. Give the employee a leave of absence to allow time for reconsideration, then dismiss the employee if no change has occurred.

I agree with Madam Loraine and Mr. Shahul Hameed, it is best to first issue a general circular reminding employees to adhere to company's dress code and see if the employee takes note (since such employee relations issues are very sensitive especially when a female employee is concerned).Then if the employee takes no head a privately meeting could be done to warn her for her behavior followed by other disciplinary actions. 

In the case of any such employee relations issues first, check the authenticity of any such reports. It is a simple situation. 

Find out if that female employee is really violating the dress code of the organisation or the complaint about the dress code has been made based on personal feelings of an individual.

If there is any truth to what has been reported, instruct the female employee to adhere to the dress code existing in your organisation.

If it is based on the personal feelings of an individual, then try to understand why is he feeling uncomfortable. If it is a genuine reason then his place can be arranged in such a manner that he doesn't feel uncomfortable by that female employee through avoidance.

If he is required to collaborate with that female employee, then he needs to adapt and focus on his tasks. Otherwise, he is exhibiting that he not culturally fit to work.

The updated and reviewed policy and procedure for the organisation dress code will be my reference judge this case and to give clear definition of what is proper and improper dress at work. This policy need to be sent as general distribution for departments heads and directors to communicate it to their staff; emphasising the consequences and the adminstrative diciplinary actions for non-compliance. 

This is the Funniest Question I read , hire me in your team , I don't have any issues.

Is the complainant a "male?"

You should call the complainant and advise him that you will transfer him (smile).

Don't talk to the girl most specially if she's doing excellent at work as you might demotivate her or that may distract her focus to work. Remember, it's not her problem and that's somebody's complain and she's not aware. Instead, make sure that there's a dress code in  company, announce one if there's none.

Employee dress codes have definitely relaxed over the years, but what do you do when an employee’s choice of dress becomes a distraction in the workplace? This is one of the most sensitive employee relations issues you’ll encounter as an HR manager.

“Did he sleep in those clothes?”“Check out the outfit on Patty today — can you believe it?”“Are they coming to work or going out to do yard work?”

Unfortunately, many of the workers in today’s environment don’t know how to dress, or choose to make unfortunate clothing choices and it falls to us, the business owner, to help them to understand what it’s costing them, and what they need to do about it.

There are a number of different employee relations issues with the ways employees dress. There is the person whose appearance is a distraction — people who come to work dressed for the beach, nightclub or magazine photo shoot — or people who are just sloppy or overly casual. Then there are the rebels, those who need to express their individuality through their “look”. All are inappropriate for different reasons, but each has the same impact. Their appearance distracts from their ability to effectively influence others. This is one of the most sensitive employee relations issues you’ll encounter as an HR manager.

All of these scenarios create an unnecessary hurdle for the employee. Before people can hear how smart or effective they are (the thing that most people want to be “known for” in the workplace) people first have to get over appearances. How the employee looks is speaking so loudly that what they say isn’t getting across.

And if you make an issue out of what the employee is wearing, it can create a defensive reaction. Instead, employees need to hear that the way they look is holding them back. Can you have a discussion with them about, “Do you want to be remembered for your leather pants, or for you smarts and insights?” We need to help employees be more self-aware and understand how their dress is affecting the way others see them, and choices that we will make about their career. “We may not invite you to certain client meetings because your appearance could distract from the business we need to get done.” For most career-minded folks this conversation is enough, and they will see the light. This is one of the most sensitive employee relations issues you’ll encounter as an HR manager.

For some folks, you need to be more direct. If someone’s appearance is distracting from the efficiency of the whole office and it’s all people are looking at or talking about, it’s appropriate to send that person home. “You are dressed in clothes that are designed to get people to pay attention to you, but we need them to pay attention to work. Please come back dressed in a more appropriate manner.”

But there may be people on your team who don’t know how to dress; they haven’t learned what business dress looks like. I have a client who keeps some catalogs around from conservative retailers and he will say to his team members, “These are some examples of office dress, clothes that won’t detract from your ability to influence clients and co-workers. Take a look at these clothes, stop by one of their retail locations and let the sales consultant help you pick out some different clothes.” This is one of the most sensitive employee relations issues you’ll encounter as an HR manager.

While clothes can be a barrier, some folks can pull off anything, like individuals who are so brilliant that after the conversation about their “rock star” look dies down, their ideas come to the forefront. It’s OK to tolerate a wider range of dress from them — they’ve earned the right to be different. But even they need to understand they are making it harder for themselves. The look means that they have to deliver at a very high level in order to overcome that first impression.

Source: enmast.com

Thanks for the invite wondrous question .................. either transfer the employee or talk with females