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LGBT Month

OutSolve

EEOC's current position on LGBT employees

June is LGBT month. In years past, there would be pride celebrations across the country. Of course, as we all know, this year is different in so many ways. We are all still adjusting to all of the changes. I know that many celebrations have been postponed until later in the year in hopes that they can be held.

If you have not had training for your workforce about LGBT issues, I would encourage you to do so. Education aids in understanding. And, we do not want a lack of understanding to lead to disrespectful behavior and/or illegal harassment.

Remember that EEOC's current position is that transgender employees have coverage under Title VII of the Civil Rights Act of 1964, as amended. Also, harassment and/or disparate treatment of employees due to sexual orientation is illegal. Treating employees differently due to their gender identity or gender expression is prohibited.

The Supreme Court ruled today that Title VII protects LGBTQ workers. "An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids," Gorsuch wrote.

A good place to keep up with the latest information about the statutes enforced by the Equal Employment Opportunity Commission (EEOC) is EEOC's website, www.eeoc.gov. The website has been redesigned and is pretty easy to navigate. I would encourage you also to sign up for emails from EEOC about current issues. You can do that on the website as well.

On June 11, 2020, EEOC published updated information about COVID-19 and issues related to the laws enforced by EEOC.

If you have any questions about statutes enforced by EEOC, feel free to reach out to me at eeocadvantage@gmail.com or (502) 553-7648. I conduct training, provide consulting services, and conduct workplace investigations.

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