The EEOC has recently filed an action in the Western District of Wisconsin entitled EEOC v. Baumann Farms, LLP alleging that the employer has an “English-only policy that discriminates against non-English speaking Hispanic employees based on national origin” in violation of Title VII. The complaint does not offer much detail on what’s in the policy—EEOC
Last June, in Bostock v. Clayton County, Ga., the Supreme Court ruled that Title VII of the Civil Rights of 1964 prohibits discrimination in the workplace based on sexual orientation or gender identity. We covered that historic ruling, and you can find our original article here.
Although the Court’s ruling was broad in a
In an historic decision, the Supreme Court ruled 6-3 last week that Title VII’s prohibition on employment discrimination protects employees on the basis of sexual orientation and gender identity. In doing so, the Court held that discrimination based on sexual orientation or gender identity necessarily involves discrimination on the basis of sex, which Title VII
It’s been a busy month for those keeping an eye on one of the most pressing questions in employment law: whether Title VII, which prohibits sex discrimination in employment, also inherently prohibits discrimination on the basis of gender identity.
Last week, the US Department of Justice argued to the Supreme Court that workplace discrimination on
Bloomberg BNA is out with a news story about a recent case filed in federal court in Georgia, which poses an interesting question: does Title VII protect an employee on the basis of his or her spouse being a member of a different race from the employee? Among the Circuit Courts of Appeals that have
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
Earlier this month, the US Equal Employment Opportunity Commission (EEOC) announced a proposal to update its guidance on employment discrimination based on national origin. The proposal, which marks the EEOC’s first update to this particular guidance in 14 years, contains important information for employers and is available for public comment until July 5, 2016.
What’s
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