Congress enacted Title VII to protect employees from discrimination on the basis of race, color, religion, sex, and national origin. These Title VII protections prohibit employers from terminating, hiring, paying, and promoting individuals in a discriminatory manner on the basis of one or more of these protected classes.
In June of this year, the Supreme Court declared that “sex,” as a protected class under Title VII, includes homosexual and transgender employees. To read the full Supreme Court decision, click HERE. Although this decision pertained to three particular cases where the employees had been terminated, the ruling will likely be applied to all employment decisions covered under Title VII, including: (i) hiring; (ii) paying; and (iii) promoting.
What does this decision mean for your business? In response to this decision and to ensure the protection of gay and transgender workers, employers should take the following proactive steps:
With many years of experience in discrimination and harassment matters, Nardone HR & Management Consulting (“Nardone Consultants”) is here to provide assistance and guidance to ensure your business complies with this and other similar decisions on discrimination and harassment. (“Nardone Consultants”). For further information on: (i) developing or updating your discrimination or harassment policy; (ii) handling a specific employment issue or situation; or (iii) implementing a strategy that focuses more on respect in the workplace, contact Nardone Consultants.
This article provides an overview of a specific decision. It is not intended to be, and should not be construed as, legal advice for any particular fact situation.
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