In the spirit of the season, we are using our annual "12 Days of California Labor and Employment" blog series to address new California laws and their impact on employers. On the third day of the holidays, my labor and employment attorney gave to me three French hens, AB 1815, and SB 1137.
Background
The CROWN (Creating a Respectful and Open World For Natural Hair) Act went into effect on January 1, 2020. Upon its enactment, California became the first state to ban hair discrimination at schools and in the workplace.
This year, California enacted AB 1815, which amends the definition of "race" in the anti-discrimination provisions of the California Government Code and the Education Code and adds the definitions to the Unruh Civil Rights Act.
Details of AB 1815
Prior to AB 1815, with the CROWN Act, race was noted to include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.
With the enactment of AB 1815, "race" is now defined as inclusive of traits associated with race, including, but not limited to, hair texture and protective hairstyles. "Protective hairstyles" includes, but is not limited to, such hairstyles as braids, locs, and twists. The word "historically" has been removed from the definition. These definitions were previously not part of the Unruh Civil Rights Act and have now been added.
Compliance Steps for Employers
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