LGBT Workers - Their Legal Rights and Their Employers’ Legal Obligations
From LGBT to LGBTQIA – Whom Does It Cover? LGBTQIA stands for Lesbian, Gay, Bisexual, Transgender, Queer, Inter Sex and Asexual.
The primary force protecting their interests at the workplace is the Equal Employment Opportunity Commission (EEOC).
On the basis of the sexual discrimination clause under Title VII of the Civil Rights Act of 1964.
What Does Title VII Say?
Title VII clearly stipulates that employers cannot discriminate on the basis of sex.
Guided by this mandate, the EEOC firmly prohibits workplace discrimination based on sexual orientation or gender identity.
An LGBT person subject to workplace discrimination on the basis of sexual orientation or gender identity can file a charge in any one of EEOC’s 53 field offices.
EEOC’s Strategic Enforcement Plan for FY 2013-2016
The SEP(Strategic Enforcement Plan) offers,
“coverage of lesbian, gay, bisexual and transgender individuals under Title VII's sex discrimination provisions, as they may apply."
Title VII and Your Workplace • A few examples of corporates showing distinct support for their LGBT employees include:
Apple
eBay
Nike
Gap
Microsoft
Master Card
Ernst & Young
• Understanding civil and LGBT rights offers the scope for organizations to rehash their policies and consolidate them to be more inclusive. • It’s essential to navigate the maze and understand the diverse state and local laws pertaining to LGBT rights.
For more on LGBT compliance and policies, register for our upcoming Webinar.
LGBT Workers - Know Their Legal Rights and Their Employers' Legal Obligations - By Deirdre Kamber Todd October 14, Wednesday 10:00 AM PDT | 01:00 PM EDT
Instructor Profile: Deirdre Kamber Todd, Esq., is a partner with The Kamber Law Group, P.C., a next-generation law firm located in Allentown, Pennsylvania. With fifteen years’ experience, Ms. Kamber focuses her practice on labor and employment law, social media and technology law, HIPAA, and business law. Specific areas of her employment law practice include discrimination, wage and hour, restrictive covenants, business contracts, unemployment compensation, LGBT issues, labor disputes, FMLA, military leave, social media litigation, information privacy and technology, agency compliance, and medical record privacy.
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