A Hairy Situation | The CROWN Act

Send us Fan MailMany companies have put forth statements about increasing DEI initiatives. Even companies that haven't are having to become more aware of inclusion in the workspace. A related area that has been the subject of increasing conversation is natural hair, most often of Black or African American employees. Historically, grooming standards have been the focus of several discrimination cases. In today’s episode, Chuck and John discuss a case where this situation happened. They also dive into the CROWN Act - legislation to ban hair bias. Also in today's episode, Chuck and John discuss the updated EEOC Strategic Enforcement Plan updates and the importance of correctly classifying exempt employees. Are you interested in having Chuck or John come and speak at an event or to your team? Have an idea for an episode? Reach out atCases to reference:Santee v. Windsor Court HotelBurchette v. Abercrombie & FitchBRYANT v. BEGIN MANAGE PROGRAMPitts v. Wild AdventuresRogers v. American AirlinesSupport the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you’d like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  [email protected] for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.