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EEOC v. Catastrophe Management Solutions, No. 14-13482 (11th Cir. Sept. 15, 2016)

Articles Discussing Case:

Employer's Dreadlock Ban Is Not Racial Discrimination, 11th Circuit Finds

XpertHR • September 29, 2016
The 11th Circuit Court of Appeals has ruled that an employer's refusal to hire an African-American job applicant because she refused to cut her dreadlocks is not illegal. The federal appellate court reasoned that Title VII of the Civil Rights Act protects covered persons with respect to their immutable characteristics, but not their hairstyle.

eLABORate: Eleventh Circuit Upholds Dreadlocks Ban in the Workplace

Phelps Dunbar LLP • September 23, 2016
The Court of Appeals for the Eleventh Circuit recently held that a company’s race-neutral grooming policy did not constitute intentional race discrimination in violation of Title VII of the Civil Rights Act of 1964, rejecting EEOC’s theory, and providing important guidance on the difference between racial and cultural characteristics.

Federal Court Rejects EEOC Concept of Race, Upholds Employer’s Dreadlock Ban

Jackson Lewis P.C. • September 22, 2016
An employer’s ban on dreadlocks and the Equal Employment Opportunity Commission’s willingness to file a lawsuit to vindicate an employee’s rights has opened a legal debate on the meaning of “race” under Title VII of the Civil Rights Act of 1964.