The Supreme Court on June 15, 2020 issued a landmark decision that was a true victory for LGBTQ employees in this country. The Supreme Court heard three cases that changed LGBTQ rights of employees for years to come. The Court decided three cases, two involving sexual orientation and one involving gender identity. What were the issues they decided? The meaning of the word "sex" in Title VII of the Civil Rights Act of 1964. The meaning of this word as used by Congress in this law has been disputed for years. The EEOC has vigorously taken the position that the word "sex" in Title VII prohibits discrimination based upon sexual orientation and gender identity. The Seventh Circuit in a recent case agreed with the EEOC and held that an employer that denied employment to a potential candidate based on her sexual orientation, discriminated against her based on sex under Title VII. However, the Trump administration takes a different view on the definition of "sex" in Title VII. The Justice Department issued a friend of the court brief in one of the cases decided by the Supreme Court on this issue arguing that Title VII did not protect employees based upon sexual orientation. The controversy was ended on June 15, 2020 when the United States Supreme Court decided these three cases and definitively held that the word "sex" in Title VII includes protections for employees from discrimination based upon their sexual orientation and/or gender.
This live webinar will provide a primer for employers on this issue and give a better understanding of an employer's obligations to prohibit discrimination based on sexual orientation and/or gender identity when the state law does not contain such a prohibition. The webinar will explore the history of this issue and provide an in-depth discussion of the cases the Supreme Court decided. This informative webinar will also include a step-by-step guide for HR in implementing the Supreme Court's holding.
This webinar will also focus on important issues for preventing sexual orientation and gender identity discrimination in your workplace. We will provide important recommendations on methods to ensure that you always comply with a transitioning employee's request to use their proper pronouns and allow them to use the bathroom they desire based upon the gender they currently identify with rather than their sex at birth.
Some of the many issues discussed during this live HR Webinar include:
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- Landmark decision by Supreme Court holding that Title VII prohibits discrimination based upon sex and gender identity
- How to ensure compliance with this landmark decision
- What training employers should now be providing
- Policies and procedures revisions based on Supreme Court decision
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History of Title VII and definition of "sex" as interpreted by courts in the past
- Why it matters and how it affects HR
- Other legislation that is pending to include "sexual orientation" as a protected class under Title VII
- EEOC's recent aggressive stance that "sex" includes "sexual orientation" and "gender identity"
- Analysis of the recent case in which the Seventh Circuit held that refusing to hire an applicant based upon her sexual orientation constituted "sex discrimination" under Title VII
- Review of the cases that were under discussion in the U.S. Supreme Court on this issue
- Best practices for employers in protecting their organizations from claims of sex discrimination based on sexual orientation and gender identity
- Tips for what to include in your policies and procedures to best protect your organization
- Other LGBTQ issues such as pronouns in the workplace and whether you have to allow an employee to use the bathroom of their current gender identity
- State laws on bathroom issues
- And much more!
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Who Will Benefit Most from This Webinar:
- HR Professionals
- HR Directors
- Managers
- In-House Counsel
- Attorneys
- Business Owners