The CROWN Act in Rhode Island: Suing for Hair Discrimination in Corporate and Healthcare Jobs

Understanding the CROWN Act in Rhode Island

For decades, many Black employees have been forced to alter their natural hair to comply with subjective corporate grooming standards. To combat this, Rhode Island passed the CROWN Act (Create a Respectful and Open World for Natural Hair), which amended the state's Fair Employment Practices Act under R.I. Gen. Laws § 28-5-6. This critical update expanded the legal definition of race to include traits historically associated with race, including hair texture and protective hairstyles such as braids, locs, and twists. An employer who fires, demotes, or refuses to hire you because of your natural hair is committing racial discrimination. If your workplace is enforcing biased dress codes, you can check our directory of US Lawyers to connect with a legal professional who can help.

Micro-Niches: Where Hair Discrimination Happens

Hair discrimination rarely looks like obvious, blatant racism. Instead, it is usually hidden inside employee handbooks under the guise of 'professionalism' or 'hygiene.' Workers in Providence, Pawtucket, and Cranston often face these biased policies in specific industries.

Hospital Grooming Policies Targeting Locs and Braids

Healthcare professionals are subject to strict health and safety standards. However, some hospitals misuse these rules to ban protective hairstyles. A policy that forces a nurse to cut their locs, claiming they cannot fit under a surgical cap, is often discriminatory if non-Black employees with equally voluminous hair (like long ponytails) are simply allowed to wear larger bouffant caps. Hospitals must provide reasonable accommodations for protective hairstyles instead of banning them outright, aligning with the broader anti-discrimination standards seen in precedents like Center for Behavioral Health, Rhode Island, Inc. v. Barros, 710 A.2d 680 (RI Supreme Court 1998).

Corporate Dress Codes Banning Afros

In traditional corporate environments, HR departments sometimes maintain outdated dress codes that demand a 'neat and professional' appearance. If a manager in a Warwick finance firm tells a Black employee that their natural afro looks 'unkempt' or 'too casual' for a client meeting, this directly violates the CROWN Act. The law recognizes that terms like 'unkempt' are frequently used as coded language to penalize Black hair textures. If you are written up for this, you should submit a Form Charge of Discrimination, Rhode Island, Rhode Island Commission for Human Rights, Employment Discrimination Complaint.

Restaurant Hygiene Rules Disproportionately Affecting Black Employees

The culinary industry legitimately requires hair to be secured near food. However, restaurant policies cross the line into discrimination when they specifically ban braids or twists entirely, rather than just requiring them to be tied back or covered by a hairnet. If a restaurant in Newport allows a white server to wear a messy bun but tells a Black server their box braids are a 'health code violation,' this inconsistent enforcement is illegal under Rhode Island law.

Proving Bias Without Explicit Racial Slurs

You do not need to prove that your boss used a racial slur to win a CROWN Act lawsuit. Hair discrimination cases rely on proving disparate treatment or disparate impact. Disparate treatment occurs when a grooming policy is enforced against you but ignored when a coworker of another race violates the same general neatness rule. Disparate impact occurs when a supposedly 'neutral' policy (like 'no hair extensions allowed') overwhelmingly and negatively affects Black employees. Collecting the employee handbook, emails from HR regarding your hair, and witness testimony about how others are treated is key to building a strong case for the Rhode Island Commission for Human Rights, Providence.

How Much Does a CROWN Act Lawsuit Cost in RI?

Fighting back against hair discrimination does not require significant out-of-pocket wealth.

• Lawyer Fees: Most civil rights attorneys take these cases on a contingency fee, earning 33% to 40% only if they win your case.
• Filing a Claim: Filing an initial administrative complaint with the state is free.
• Court Costs: If your case goes to a state court, such as the Providence/Bristol County Superior Court, Providence, the initial filing fee is $180 under R.I. Gen. Laws § 9-29-18(a)(1) (or roughly $200.75 including technology and electronic filing surcharges).
• Compensation: Successful claims can result in back pay, emotional distress damages, reinstatement to your position, and forced changes to the company's dress code.

How Long Does the Process Take?

Once you file a complaint with the Commission, they will investigate, which typically takes 6 to 12 months. Some cases settle quickly in mediation once the employer realizes their policy violates the CROWN Act. If the employer refuses to settle and you must file a lawsuit in Superior Court, the discovery process and waiting for a trial date can extend the timeline to 1.5 to 2.5 years.

Frequently Asked Questions (FAQ)