As regular readers of our blog will already know, the issue of whether Title VII prohibits employment discrimination based on an employee’s sexual orientation or gender identity has been a hot topic in federal litigation for several years. Our blog has regularly covered these developments and often expressed that this question will likely require clarification
PHRC Will Accept Discrimination Complaints from LGBT Employees
The Pennsylvania Human Relations Commission (PHRC), Pennsylvania’s leading agency that investigates and enforces Pennsylvania’s employment discrimination laws, has voted to accept complaints of discrimination from lesbian, gay, bisexual, and transgender (LGBT) individuals. Specifically, the PHRC has stated it will interpret complaints alleging workplace discrimination against LGBT individuals to fall under state law prohibiting discrimination on
Michigan Commission: Sexual Orientation and Gender Identity Discrimination in Employment Prohibited
The Michigan Civil Rights Commission has taken significant action to clarify that its state statute prohibiting discrimination in employment on the basis of sex (among other characteristics) extends to prohibit employment discrimination based on orientation and gender identity:
The Michigan Civil Rights Commission voted 5-0 to approve a statement legally interpreting the Elliott-Larsen Civil Rights
Proposed PHRC Guidance Would Protect LGBTQ Employees in Pennsylvania
The Pennsylvania Human Relations Commission (“PHRC”), which enforces Pennsylvania’s state law prohibiting discrimination, has made a bit of splash in 2017. How, you ask? Well – that requires a bit of explanation.
One of the hottest topics of debate in employment law in the past few years relates to legal protections for LGBTQ employees. While
7th Circuit Holds Title VII Protects Sexual Orientation; What Does It Mean for Your Workplace?
Recently, the United States Court of Appeals for the Seventh Circuit issued an opinion with significant employment law implications. As you might recall, a panel of the Seventh Circuit issued a split 2-1 decision a few months ago, holding that Title VII’s prohibitions against sex discrimination in employment did not extend to protect employees on
What Employers Need To Know About The EEOC’s Updated Enforcement Plan
Employers take note: the EEOC has issued an updated Strategic Enforcement Plan (“SEP”) for fiscal years 2017-2021.
What’s a Strategic Enforcement Plan?
The EEOC’s SEP describes the areas that will be a priority focus for its enforcement efforts over a particular period of time. In some instances, it describes a particular component of the employment
7th Circuit Holds Title VII Does Not Cover Sexual Orientation
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.
Executive Order Bars Pennsylvania Contractors and Grantees from Discriminating Against LGBT Individuals
(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,
No April Fools: Mayor De Blasio Signs Into Law FIVE Amendments Broadening The New York City Human Rights Law
As we wrote about last week, the New York City Council passed legislation seeking to bolster the New York City Human Rights Law (NYCHRL). Although the NYCHRL was already one of the most employee friendly statutes in the nation to begin with, especially in light of the 2005 Local Civil Rights Restoration Act, the
Despite North Carolina And Georgia, Gender Identity And Sexual Orientation May Be Protected Under Federal Law
As 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