Bias on the Basis of Gender Nonconformity, Sexual Orientation and Sex:
How To Prevent Claims
Live Webinar: Thursday, February 23, 2017
1:30 p.m. to 3:00 p.m. Eastern/10:30 a.m. to 12:00 p.m. Pacific
Title VII of the Civil Rights Act of 1964 doesn’t expressly prohibit discrimination on the basis of sexual orientation or gender nonconformity, but that’s not stopping the Equal Employment Opportunity Commission (EEOC) from advocating on behalf of employees alleging they were discriminated against on the basis of lesbian, gay, bisexual, and transgender (LGBT) status or gender identity.
In 2016, the EEOC filed the first lawsuits urging the courts to rule that Title VII violations exist when employers engage in discriminatory practices on account of employees’ sexual orientation.
The EEOC also reports that it’s obtained nearly $6.4 million on behalf of employees who were allegedly subjected to sex-based discrimination in violation of Title VII. And courts are becoming increasingly receptive to treating discrimination against gender-nonconforming workers as discrimination on the basis of sex.
Join us on February 23 with Michael Greene Esq., member of the Affirmative Action and Federal Contract Compliance practice group, to learn the key issues that HR professionals should address to avoid sex bias claims in the workplace.
In addition, you’ll learn:
- How Title VII’s sex discrimination coverage is being interpreted in increasingly broad ways—including the legal rationales, justifications, and limits of the protection
- The practical impact of current case law dealing with gender nonconformity and sexual orientation in the workplace
- When gender nonconformists are entitled to legal protection, and to what extent
- Recommendations for policies and practices that may need to change to avoid legal risks
- And much more!
About Your Presenter:
Michael Greene, Esq.
Fisher Phillips LLP
As a member the Affirmative Action and Federal Contract Compliance practice group, Michael Greene advises contractors and subcontractors on developing, maintaining, and analyzing annual AAPs, as well as other obligations associated with federal contract work. He has successfully guided contractors through OFCCP audits involving large and small workforces. In addition to OFCCP/AAP work, Mr. Greene defends clients before state and federal courts and agencies. From discrimination to workplace torts (such as defamation) to wage and hour matters, he has employment litigation experience across the board. Mr. Greene works proactively with management through counseling and training to identify and limit legal exposure arising from labor and employment issues.
Mr. Greene routinely speaks at HR and legal seminars about new laws, developing employment trends, and best practices for human resources and compliance professionals. In 2016, Super Lawyers Magazine recognized Michael as a “2016 Rising Star,” a designation awarded to less than 2.5% of the practicing attorneys in the state. He also is an active member of the South Carolina and the Charlotte-Area Industry Liaison Groups.