Because of Sex Discrimination: New Court Rulings and Legislative Updates on Gender Identity and the Practical Impact on LGBTQ Employees

Most organizations are aware of the legal implications of all sorts of discrimination in the workplace, including discrimination based on sex. No one wants to face a discrimination lawsuit, and employers need to stay up-to-date on the latest laws, federal and more local, regarding sex discrimination.

In a landmark decision, the U.S. Supreme Court recently ruled in favor of LGBTQ+ protection in the workplace. The Court’s 6-3 decision resolves a longstanding circuit split on this issue and extends Title VII protections to LGBTQ+ employees across the country.

The Court’s decision aligns with the trend among states and former administrations. Twenty-one states (and the District of Columbia) already have state laws in place that prohibit discrimination on the basis of sexual orientation and gender identity. Various federal agencies, including the OFCCP and EEOC, have also recognized sexual orientation and gender identity as protected classes. However, the Court’s decision marks the first time the Supreme Court has ruled on this specific issue and codifies the expanded scope of Title VII as the new law of the land.

Given the significance of the Court’s ruling, employers need to know what to do to avoid possible discrimination lawsuits. Find out more and make sure your policies are in line with current legal requirements. Attend our in-depth webinar on July 30 and gain practical knowledge and tips to keep your organization free of legal missteps and costly lawsuits regarding possible sex discrimination claims.

At the conclusion of this program, participants will be able to:

• Recognize the scope and breadth of the Supreme Court’s decision and its implications
• Know how to protect your business, as it pertains to employment law regarding sexual identity or sexual preference
• Ensure your company’s policies comply with legal limits around sexual orientation and identity
• Understand the various federal agencies’ positions and enforcement authority, including that of the OFCCP and the EEOC
• Instruct your managers in best practices regarding any actions taken against employees who might interpret as sex discrimination
• And much more!

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