Little Black Dress With Exposed Zipper
Delmare Masaracchia
Before I had kids, there was not a major occasion which I did not have an outfit sewn specifically for that event. When I became a mom, that luxury took a back seat as, understandably so, all my time was consumed by my little munchkins. Now that both my kiddos are a bit older and I am again finding time for my passions, there is nothing I love to do more than make pretty outfits for my pretty girl.
I wanted to sew a dress that was different than the typical Christmas dress you'd find a toddler wearing. To me that meant no velour, no big voluminous skirt, no Christmas-coloured plaid, and no large bows or bow ties. I was aiming for a pretty dress in a unique print with some trendy elements.
I spotted this red and black "metallic" fabric one random time when I was shopping for an unrelated project and immediately loved it! A little bit of shimmer and a grown-up print that could easily be pulled off by a toddler. I knew it would be perfect for my daughter's Christmas outfit.
This dress is simple in design, but the fabric colours and texture make a big statement so it's good to keep things uncomplicated here. The tulip sleeves add that modern and trendy element I was seeking.
The dress is fully lined with a soft black cotton fabric, and even the lining has a decorative band of fabric along its hem. This actually happened by accident; I originally cut the dress a tad too short (ooops!). The thick band of fabric on the lining added just the right amount of length.
In addition to the dress, I also sewed a cropped faux fur vest. I originally thought this would make a nice accent but in the end, my daughter and I both preferred the look of the dress on its own. Paired with classic thick black tights and a pair of really cute ankle booties, this holiday outfit is on point!
The Charleston Dress is a fitted knit dress perfect for dressing up or down. Make a casual floral version with the ruffle sleeve or a classic little black dress with stretch faux leather paneling. Seven sleeve length options make this dress work appropriate and suitable for 4 season wear. View A features a casual a-line skirt with deep scooped pockets and front pleats. View B has a slimmer silhouette with no pockets or pleats. Both views have an optional semi exposed zipper in the back. The Charleston can be used in innumerable ways and will be a great addition to your pattern stash!
When you check out, the .pdf file will automatically be sent to the email address you enter when you check out. You can also access it after purchase in your account on the Hey June website.
You will not receive any hard copy, only the digital file. You can download, print, and start sewing immediately!
Love this dress pattern and how many options there are! The fit is spot on and the directions are great in letting you know other ways to customize and achieve the look you want. Love the pockets and the slimmer view b.
Moto inspired details make this premium legging feel right on trend for fall. Complete with a high waist with zip front closure and adjustable zippers at the hem, this style allows you to customize your look.
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Explore the adaptability of our Just Zip It Dress. Boasting exposed functional gold zippers, this multipurpose LBD allows you to dictate the direction of your style. Crafted from stretch poly crepe, this midi dress showcases 1/4" thick shoulder pads and numerous functional zippers, including along the center back, front bodice, and skirt front princess seams. With the option to zip it closed for a more modest appearance, unzip it for a more alluring look, or find a middle ground. You have the power to curate your ideal day to night look! To cap off the dress, and when you need a little warmth, try layering it with our Convertible Three Way Notch Neck Blazer.
Such a great fun and versatile dress, true to size. Only reason I gave it 4 stars is because I'm 5'1 and it's a little longer on me than I would prefer and can't shorten, but other than that it's great!
Concurrently with the UAW's organizing drive, Tesla began to strictly enforce its team-wear policy by having supervisors and managers audit production associates during startup meetings and "walk the line" to ensure compliance with the team-wear policy. The UAW filed an unfair labor practice charge, which claimed the policy interfered with the production associates' exercise of their Section 7 rights to organize, among other alleged violations of the National Labor Relations Act.
The Tesla majority found that the specific apparel requirements of the team-wear policy prohibited production associates from substituting any shirt with a logo or emblem, including a shirt bearing union insignia, for a team-wear shirt. Thus, the majority concluded that the team-wear policy restricted production associates' ability to display union insignia and thus imposed on the employer the burden to establish special circumstances.
Tesla sought to establish that the team-wear policy was justified by special circumstances because it was intended to lower the risk of employees' clothing causing mutilations to the unfinished vehicles and to aid its supervisors in the visual management of the production associates working in General Assembly. While the majority opinion acknowledged that an employer can establish special circumstances that justify restrictions on the display of union insignia if their display may cause damage to the employer's products, the majority was unpersuaded that Tesla had established that cotton shirts with non-company logos, such as union logos, posed a mutilation risk to the unfinished vehicles on which the production assistants worked. The only evidence Tesla produced of any shirt being involved in a mutilation was testimony of a production manager that a raised metal emblem on a shirt once caused a mutilation to a vehicle.
The NLRB majority thus concluded that, at most, Tesla had shown that it has a legitimate interest in preventing raised metal emblems on shirts from causing mutilations to vehicles. That was deemed insufficient justification, however, based on the majority's finding that the team-wear policy went far beyond simply prohibiting employees from wearing shirts with metal emblems and thus was not narrowly tailored to address that concern as required under the special circumstances test. Similarly, the majority found that the team-wear policy was not narrowly tailored to address the Tesla's claimed interest in maintaining visual management of production associates working in General Assembly, even assuming special circumstances could be established on that basis. Noting that Tesla's production manager testified that it could maintain visual management of the workers in General Assembly as long as production associates are wearing black shirts, the majority determined that although Tesla may have a legitimate interest in requiring production associates to wear black shirts, it had not demonstrated special circumstances that would justify prohibiting production associates from wearing black union shirts.
Although the NLRB acknowledged broad categories of cases in which employers have established special circumstances that justify restrictions on the display of union insignia,[3] it put employers squarely on notice that, in all future cases involving limits on displaying union insignia, the NLRB would engage in a rigorous, fact-specific inquiry to determine whether the employer actually established special circumstances in the context of its particular workplace.
Following the NLRB's decision in Tesla, employers that maintain strict workplace dress code policies should review such policies to determine whether they can be interpreted to implicitly prohibit employees from displaying union insignia or wearing union attire or other adornments (pins, buttons, placards, etc.). If so, an employer that intends to keep such a policy in force (and intends to rely upon that policy to ban the wearing of union insignia or attire) is well advised to promptly identify the particular factually based justifications it would assert to establish "special circumstances" under the NLRB's guidance. Employers seeking to maintain such a policy should also consider obtaining a thorough comparative legal analysis of the applicable "special circumstances" justifications and prospects for success before attempting to enforce the policy and risking an unfair labor practice charge.[4]
Beyond its importance for those employers that choose to maintain workplace dress code policies, the NLRB's Tesla decision serves as a timely reminder to non-union employers during the current significant increase in union organizing activity across the country that imposing any restrictions on the display of pro-union insignia, pro-union t-shirts, "Vote Yes!" buttons, etc. and similar attire and adornments is presumptively unlawful in the absence of "special circumstances" and the non-discriminatory application of such restrictions.
[2] Section 7 of the National Labor Relations Act guarantees employees "the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection," as well as the right "to refrain from any or all such activities." (Emphasis added).
[3] See, e.g., Komatsu America Corp., 342 NLRB 649, 650 (2004) ("The Board has previously found such special circumstances justifying the proscription of union slogans or apparel when their display may jeopardize employee safety, damage machinery or products, exacerbate employee dissension, or unreasonably interfere with a public image that the employer has established, or when necessary to maintain decorum and discipline among employees.").
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