Overview of the CROWN Act - Part II

What about hair extensions or if the dreads are too long?

The CROWN Act (Creating a Respectful and Open Workplace for Natural Hair) is a California law, which bans discrimination based on natural hair, natural hairstyles (protective hairstyles) in the workplace and schools. The California CROWN Act (SB 188, 2019) amends the California Education and Government Codes to clarify that the term “race” includes traits historically associated as follows: “hair texture and protective hairstyles,” such as braids, locks, and twists. To mitigate the risk of litigation, employers in California should not enforce grooming policies that disproportionately burden employees or students because of their natural hair, natural hairstyles, (protective styles. Regardless of hair length or artificial hair extensions related to hair texture -natural hair or natural hairstyles (protective hairstyles), the CROWN Act may prohibit appearance-based discrimination at work or school.

What identifing characteristics do Jewish people have? Africans, Asians, etc can be Jewish. Do the Jewish African, Asians etc, all have the same hair characteristics?

Thank you for the thoughtful question. Jewish people do not have one identifying physical characteristic or hair type. Jewish identity may involve religion, ethnicity, ancestry, culture, or a combination of these, and Jewish communities include people of African, Asian, Middle Eastern, European, and other racial and ethnic backgrounds. Accordingly, Jewish individuals may have a wide range of hair textures and characteristics. This distinction is important when analyzing workplace grooming policies. The CROWN Act generally addresses discrimination associated with race and traits historically associated with race, such as hair texture and protective hairstyles. Religious grooming practices, including certain hairstyles, head coverings, or other forms of religious observance, may instead or additionally implicate Title VII's protections against religious discrimination and an employer's reasonable-accommodation obligations. The appropriate legal analysis therefore depends on the particular individual, protected characteristic, grooming practice, and applicable federal, state, or local law. Best, Tracy Sanders Rucker, Esq.