Update Applicable to:
All employers in the state of Tennessee
On May 27, 2022, Governor Lee signed Senate Bill 0136 (SB 0136) into law. This bill, also known as the “CROWN Act” would prohibit employers from discriminating against an employee’s hair.
What are the details?
Effective July 1, 2022, employers are prohibited from adopting a policy that does not permit an employee to wear the employee’s hair in braids, locs, twists, or another manner that is part of the cultural identity of the employee’s ethnic group or that is a physical characteristic of the employee’s ethnic group.
For more information, please see the links below:
What do employers need to do?
Employers should review the bill provided above and make possible adjustments to their policies to ensure they are in compliance with the new law.
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Tennessee PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.