员工的“脏辫”是受到法律保护的,雇主你了解吗?

August 8, 2019

 

美东时间7月12日,纽约州通过了一项纽约人权法案:禁止基于“历史上与种族相关的特征”的雇佣歧视,其中包括对于头发质地和特殊发型的保护条例,涵盖发型如“braids, locks, and twists”等。

 

近些年来,涉及“发型歧视”的案例时有发生。据美国赫芬顿邮报(Huffington Post)称:2013年,英国石油(British Petroleum Oil Co.)公司解雇了一名高管,只因为她的“Braided Hair And Ethnic Clothing”;2018年,美国阿拉巴马州一名女性起诉公司,因为该公司要求她“cut her dreadlocks”才能入职;2018年12月,新泽西州的一位非裔高中摔跤手“forced to cut dreadlocks”才能参加比赛。

 

将发型与种族关联起来,纽约州并非先例。在7月4日,加利福尼亚州州长就已签署了一项“皇冠法案”(CROWN Act),禁止工作场合和学校以发型为由歧视员工和学生。

 

其实,早在今年2月份,纽约市人权委员会就曾发布一份名为《基于头发的种族歧视的法律行动指导》的文件,其中强调了纽约市人权法“保护纽约市民保留与其种族及文化身份紧密相关的自然发质及发型的权力”。

 

此次法案由纽约州长库莫签署并即刻生效。尽管法案中只举例提到了“头发质地和保护性的发型”,但雇主们需要注意,只要是“历史上与种族相关的特征”,都属于被法案保护的范畴。而任何一个触碰某一特定种族禁忌的规定,都有可能让雇主们陷入法律风险。

 

JLG伯盛仲合的劳工部律师团队建议:纽约州公司及雇主应对公司着装及外貌装饰等政策进行严格审查,对于其中涉及到与种族相关的发型、着装、首饰、妆容等的部分,确保不违反新通过的法案,以避免高额的罚款及赔偿金,和不必要的雇主与雇员纠纷。

 

如果您对于公司政策的起草或修改有任何疑问,或您正面临雇佣关系相关的纠纷,欢迎点击此处与专业律师预约免费咨询。

 

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