Hey Compliance Warriors!
Reflecting similar legislation throughout the U.S., the CROWN Act in Texas prohibits workplace discrimination rooted in an employee’s “hair texture or protective style traditionally or typically linked to race.” The law goes into effect on September 1st, 2023.
The legislation specifically mentions:
– Locs (locks)
While many states known for progressive policies have adopted hair discrimination laws, more conservative states like Texas, Louisiana, and Tennessee have also implemented CROWN legislation.
Furthermore, the scope of the Texas CROWN Act extends beyond the workplace, encompassing student attire and grooming rules, as well as housing provisions.
The inception of the CROWN campaign can be attributed to the combined efforts of Dove, the National Urban League, Color of Change, and the Western Center on Law and Poverty.
The first implementation of a CROWN law was in California, modifying its Fair Employment and Housing Act to incorporate provisions against hair discrimination.
These laws are predominantly designed to curb discrimination against black women. In Delaware, which approved its CROWN law in 2021, a study was referenced in the law’s summary stating:
– Black women are 80 percent more inclined to alter their natural hair to align with societal norms or work expectations.
– Black women are 50 percent more probable to be dismissed from work (or know another Black woman who was) due to their hair.
– Black women are 30 percent more likely to be informed about workplace appearance policies.
In addition to Texas, other states that have passed CROWN laws include:
California, Colorado, Connecticut, Delaware, Louisiana, Maine, Maryland, Massachusetts, Minnesota, Nebraska, Nevada, New Jersey, New Mexico, New York, Oregon, Tennessee, Virginia, and Washington.
As demonstrated by the Texas Crown Act, adhering to employment laws extends beyond maintaining robust labor law posters, keeping track of fluctuating minimum wage rates, and ensuring new paid leave statutes are met.
With legal protections covering everything from off-duty marijuana use to noncompete laws, reporting requirements, and more, it’s crucial for large employers to understand all the regulations influencing their operations.
Additionally, a recent surge in class-action lawsuits related to employment law underlines the importance of compliance.
With the impending implementation of the Texas CROWN Act, employers are advised to scrutinize their internal protocols, employee manuals, and any diversity training initiatives to ensure compatibility with the new legislation.
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