Query: a longtime employee, who has previously identified in your workplace as female, begins dressing for work like a man, grooming according to male standards, and identifying as male.  He begins to make arrangements to have his name formally changed, and a number of other legal documents changed as well.  He also begins using the

Regardless of the type of employer you are, you depend, on some level, on customers who are willing to pay for the goods or services being offered.  And the old adage, “The Customer is Always Right,” a mantra of the American business community since this country’s founding, is as true today as it was then.  

As my colleague Christina Stoneburner wrote earlier in the week, we aren’t even through summer 2016, yet the number of new employment laws and regulations enacted that employers must contend with are already piling up.  Massachusetts recently joined the fray, with Governor Baker signing into law earlier this month S.2119 (effective January 1, 2018),

3324553_s Yesterday, the U.S. Seventh Circuit Court of Appeals affirmed a lower court ruling holding that Title VII does not prohibit employment discrimination on the basis of sexual orientation.  The case involved a lesbian part-time employee, who alleged she was deprived of the opportunity for full-time employment and was not promoted due to her sexual orientation.  

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Copyright: halfpoint / 123RF Stock Photo

(Many thanks to Christina, for her gracious invitation to join the blog as a regular contributor! -Brian)

In the wake of controversy over efforts in North Carolina and other states to roll back legal protections for lesbian, gay, bisexual, and transgender (“LGBT”) people,

Title VIIAs my colleague Christina Stoneburner posted yesterday and today, North Carolina recently enacted the Public Facilities Privacy & Security Act, which, among other similar state laws that continue cropping up (such as the recently vetoed religious exemption bill in Georgia), curtails protections based on Lesbian, Gay, Bisexual, and/or Transgender (LGBT) status.  These proposed

Last week, the EEOC reached a $1.02 million settlement with Vail Run Community Resort Association, Inc. and its management company, Global Hospitality Resorts, Inc.  The settlement came after the EEOC sued based on its allegations that a housekeeping manager, Omar Quezada, repeatedly sexually harassed female subordinates.  The settlement will resolve the claims of 8 female

18691875_sBikram Choudhury, founder of Bikram Yoga or hot yoga as it is colloquially referred, has been the center of several well-publicized sexual harassment lawsuit.  As the trial of one former legal adviser’s claim of sexual harassment is now progressing, it gains even more publicity, whether because of the juicy allegations of rape or schadenfreude or

4629528_sThe Illinois Human Rights Commission recently ruled against Hobby Lobby and found that it had discriminated against a transgendered employee by refusing to let her use the women’s restroom unless she could provide legal authority mandating that she be allowed to use that bathroom or produce medical documentation that she had surgically completed her transition