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Bill Summary · SB 897

Summary of Senate Bill 897 (NC CROWN Act)

Jurisdiction: North Carolina
Session: 2025
Short Title: North Carolina CROWN Act

Purpose and Intent

  • Enacts the North Carolina CROWN Act to prohibit discrimination based on natural hair and related race-related characteristics in employment.
  • The act seeks to ensure a respectful and open environment for natural hair by clarifying protections against discriminatory practices in the workplace.

Key Provisions

1) New Prohibition in Employment Discrimination

  • Section: Adds § 95-28.1B to Article 3 of Chapter 95 (NC anti-discrimination statute related to employment).
  • Prohibited Conduct: No person or entity (employer, firm, corporation, association, state agency, local government unit, or any public/private entity) may deny or refuse to hire, or discharge, an individual because of the person’s race, color, creed, religion, sex, or national origin.
  • Protective Hairstyles Definition: The bill explicitly defines “protective hairstyles” to include bantu knots, braids, locks, and twists.
  • Race Definition: The bill defines “race” to include traits historically associated with race, such as hair texture, hair type, and protective hairstyles. This broadens what is protected beyond traditional categories.

2) Expanded Protections for Conduct Related to Complaints

  • Section: Amends G.S. 95-241(a) to outline retaliation protections for employees.
  • Protected Activities (examples):
    • Filing claims or complaints or initiating inquiries or investigations related to:
    • Various chapters and statutory provisions listed in the text (including but not limited to Article 16 of Chapter 95 and the newly added protections under § 95-28.1B).
    • Specific statutes and administrative actions referenced (e.g., protection of rights under multiple General Statutes chapters).
    • Testifying or providing information related to those matters.
  • Retaliation Prohibition: No adverse action against an employee for engaging in these protected activities or for assisting others in such activities.

3) Effective Date and Implementation

  • Effective Date: Generally effective upon becoming law; applies to employers, employees, and prospective employees on and after that date.
  • Administrative Funding: Section 4 appropriates $100,000 from the General Fund to the Department of Labor for the 2026-2027 fiscal year to educate employers and employees about rights and responsibilities under the act.

Fiscal and Implementation Details

  • Funding: $100,000 appropriation for education and outreach in the first fiscal year after enactment (2026-2027).
  • Implementing Agency: North Carolina Department of Labor (for education and outreach).

Who Is Affected

  • Employers (private and public) and prospective employees in North Carolina.
  • State agencies and units of local government, as well as any public or private entity subject to NC employment discrimination law.
  • Individuals protected by the act include workers whose hair texture, type, or protective hairstyles are part of their racial or cultural identity.

Practical Impact

  • Employers must avoid employment decisions (hiring, firing, disciplinary actions) based on an employee’s racialized hair characteristics or protective hairstyles.
  • Employees and applicants gain explicit protections for wearing protective hairstyles and for challenging discrimination based on race-related hair traits.
  • Retaliation protections extend to actions taken against individuals who pursue discrimination complaints or assist others in doing so.

Summary

SB 897 creates explicit protections against discrimination in employment based on race-related hair characteristics, including protective hairstyles. It defines protective hairstyles and race to encompass hair texture and related traits. The bill also strengthens anti-retaliation protections for employees engaging in related complaints or activities. A modest initial appropriation supports education and outreach to implement these protections. The act would apply to all employers and prospective employees from the date it becomes law.

Compiled from official sources — confirm details with the bill’s official record.

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