Understanding the CROWN Act
Deirdre Kamber Todd is the Partner with the Kamber Law Group, P.C., a next-generation law-firm located in Allentown, Pennsylvania. Her areas of practice include business and employment law, antidiscrimination laws, LGBTQIA issues, medical marijuana, contracts, healthcare, and HIPAA. With numerous accolades for her work as an employment lawyer and litigator, Deirdre has been quoted or appeared on NPR’s All Things Considered, Bloomberg BusinessWeek, SHRM National, Business Insurance Weekly, and PBS.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at support@grceducators.com
Despite legal coverage under Title VII and related discrimination laws, issues of ethnicity and hair styles have become a specific area of dispute. Because preferences for dress codes are often deemed ethnically “white-washed”, many have argued that their hair styles are an integral part of their ethnic and cultural background and therefore the dress codes prevent or punish employees for expressing their ethnicity and culture.
Out of this issue has sprung the CROWN Act, a series of antidiscrimination laws focused on ethnic hairstyles and bias. Several states have already passed their versions of the CROWN Act, and a federal CROWN Act has been proposed.
Areas Covered
- The federal CROWN Act Bill
- State CROWN Act laws
- Title VII, including
- Ethnic discrimination
- Religious discrimination
- Accommodation requirements - Employer policy and procedures, including:
- Dress Codes
- Codes of Conduct
- Hairstyle policies
- EEO Policies - Other best practices
Level - Intermediate
Who Should Attend
All human resource experts, generalists, and employees with human resource obligations
Why Should You Attend
With exponential growth in employees’ commitment to self-expression, a lack of direct workplace oversight, and expanded acceptance of tattoos, unusual hair colors, and piercings, employees have been freer than ever to wear new and different clothing, hairstyles, and other appearance-related gear.
Many employers are trying to enforce their dress codes in this new era, and their demands are exposing an underbelly of racism and bias, or an appearance thereof to some workers, inherent within the “dress code” policies. As a result, issues relating to hair colors, hair styles, haircuts, tattoos, piercings and other appearance-related choices are coming under the serious fire of the antidiscrimination laws. Natural hair textures, non-traditional colors, braids, weaves, and other aspects of hair have generated some of the greatest issues of ethnic discrimination.
Topic Background
Employers and organizations have had dress codes and appearance requirements for years. Whether requiring a uniform or setting out clothing colors, most companies have a set appearance they require for their workers
-
$200.00
-
