Haircut Discrimination - about
Take-Aways for Employers In light of this legislative trend, employers should monitor legal developments relating to the CROWN Act in all geographies where they have employees. Given the growing awareness that certain hairstyles and texture are closely associated with race, employers should proactively review their anti-discrimination, dress code and grooming policies to ensure that they are updated to avoid claims of discrimination. Employers also should review their hiring and employment practices and train managers and supervisors to bring awareness to the legal issues around hair and other traits historically associated with race. Natasha Lipcan New York team is an employment law attorney with more than 20 years of experience representing private employers in a broad range of employee-related matters. She handles a wide range of employment issues, including employment law compliance, organizational change, diversity and inclusion, employment-related agreements, arbitrations and litigations, wage and hour, workplace training and policies, and recruiting, hiring, managing and terminating employees. Haircut DiscriminationFederal Law proposed to stop hair discrimination The crown act stands for creating a respectful and open world for natural hair.
But the idea of having a federal law to protect the hairstyles for woman of color has some disappointed. Haircut Discrimination Norman says it shouldn't take a federal law but he's glad that we do have a federal government thats willing to take steps to ensure people of color can go to work and be their natural selves.
Norman says he believes the standard of professionalism needs to change.]
Not spending superfluous words.
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