- natural hair;
- hair texture;
- hair types; and
- protective hairstyles, meaning: hairstyle, hair color, or manner of wearing hair that includes, but is not limited to, braids, locs, and twists.
What steps need to be taken? First, review your existing dress-code or personal appearance policies and employee handbooks for compliance with the CROWN Act. Second, train managers and supervisors that comments about certain hairstyles, hair textures, and more may now be the basis of a racial discrimination claim. Finally, review your practices to ensure your enforcement of dress-code policies or protocols does not create a disproportionate adverse impact on members of a protected class.
Employers should contact counsel with any questions or concerns regarding the CROWN Act. The new law goes into effect on January 1, 2022, so there is time to review and implement new policies, if necessary.
For questions on compliance with these rules or other labor and employment matters, contact Barran Liebman attorney Julie Preciado at firstname.lastname@example.org.
Electronic Alerts are written by Barran Liebman attorneys for their clients and friends. Alerts are not intended as legal advice, but as employment law, labor law, and employee benefits announcements. If this has been forwarded to you, and you would like to begin receiving Electronic Alerts directly, please email or call Traci Ray at 503-276-2115. Copyright ©2021 by Barran Liebman LLP.
Las Alertas electrónicas son escritas por abogados de Barran Liebman para sus clientes y amigos. Las Alertas no son proveídas como asesoramiento legal, sino solo como anuncios de leyes de empleo, leyes laborales y beneficios de empleo. Si esto ha sido remetido a usted y quisieras empezar a recibir las Alertas directamente, por favor mándanos un correo electrónico o llama a Traci Ray al 503-276-2115. Derechos de autor ©2021 por Barran Liebman LLP.