Need more options? Click Here for Advanced Search!

Sex Discrimination: New Court Rulings and Legislative Updates on Gender Identity & the Practical Impact on LGBTQ Employees - On-Demand

Sex Discrimination: New Court Rulings and Legislative Updates on Gender Identity & the Practical Impact on LGBTQ Employees - On-Demand

Product Code: YEWA010820A

Availability: In stock

Internet Special:
$249.00
Add Items to Cart

Sex Discrimination: New Court Rulings and Legislative Updates on Gender Identity & the Practical Impact on LGBTQ Employees - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to keep your organization free of legal missteps and costly lawsuits regarding possible sex discrimination claims in light of new court rulings and legislative trends.


Most organizations are aware of the legal implications of all sorts of discrimination in the workplace, including discrimination based on sex. No one wants to face a discrimination lawsuit, and employers need to stay up-to-date on the latest laws, federal, state, and local, regarding sex discrimination.

The U.S. Supreme Court is considering three cases that relate to the question of sex discrimination under Title VII of the Civil Rights Act. These are questions that haven’t been ruled on by the highest court, and other courts have had differing interpretations of the law. Also, the EEOC and the Justice Department have taken differing views on what is covered by Title VII.

The federal circuit courts of appeal are split on whether sex discrimination under Title VII includes discrimination based on a person’s sexual orientation or a person’s transgender status. In Altitude Express Inc. v. Zarda, the 2nd U.S. Circuit ruled that discrimination against an employee because of his sexual orientation was discrimination based on sex, that violated Title VII. However, in Bostock v. Clayton County, Georgia, a gay former employee who claimed he fired because of his sexual orientation brought a lawsuit under Title VII. But the 11th Circuit ruled that Title VII does not cover sexual orientation. In R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission, a funeral home employee who initially presented as male transitioned to female. The funeral home’s owner fired the employee for wearing women’s clothing, claiming it was a violation of the funeral home’s policy and against “God’s commands.” The 6th U.S. Circuit determined that discrimination based on an individual’s status as a transgender person or based on stereotypical notions of sex violates Title VII. 

With the Supreme Court set to rule on these cases, and with state legislation also addressing the issues of LGBTQ rights, employers need to know what to do to avoid possible discrimination lawsuits. Find out more and make sure your policies are in line with the legal limits.

Use this on-demand webinar that will provide tips to keep your organization free of legal missteps and costly lawsuits regarding possible sex discrimination claims.

After attending this webinar, you’ll be able to:

  • Recognize the legal risks your organization now faces concerning claims involving gender identity or sexual preference
  • Ensure your company’s policies comply with legal limits around sexual orientation and gender identity
  • Evaluate whether your organization’s policies and practices could leave you vulnerable to state-based claims concerning LGBTQ rights in the workplace
  • Instruct managers on best practices regarding any actions taken against employees that might be interpreted as sex discrimination
  • Recognize the impact SCOTUS decisions in key cases on Title VII protections of LGBTQ employees could have in your workplace
  • And much more!

About Your Presenter

Sara NasseriSara Nasseri, Esq, 
Associate
PilieroMazza PLLC

Sara Nasseri is an Associate at PilieroMazza PLLC where she is a member of the Labor & Employment Group. She focuses her practice on advising clients on a range of workplace-related matters, including equal employment opportunity laws with a particular focus on workplace compliance laws and regulations, federal contractors’ affirmative action and non-discrimination obligations, and pay equity and systemic pay discrimination.

For international clients, Nasseri offers guidance on compliance with U.S. workplace and business laws, as well as assisting U.S. employers in expanding outside the U.S.; specifically, she is well versed in legislation within the U.S. and across Europe related to workplace internal investigations, problems faced by external lawyers when conducting an internal investigation, and data privacy issues.