Although Title VII does not specifically protect workers because of their sexual orientation, 21 states and the
Despite Title VII’s silence on sexual orientation and gender identity issues, federal courts have increasingly brought these types of discrimination under the Civil Rights Act umbrella. For example, the 6th Circuit Court of Appeals ruled that an employer discriminating based on gender stereotypes and identity violated Title VII. Barnes v. City of
Generally, the law requires employers to provide a harassment-free workplace, so a company policy barring harassment based on sexual orientation or gender identity best protects the employer and lets employees know exactly what the rules are.
Note: In 2014, the U.S. Department of Justice announced that it will begin treating allegations of discrimination against transgender people as sex discrimination under Title VII. Also, as of 2014, it is illegal for federal contractors to discriminate in hiring, firing, compensation or work conditions based on a person’s sexual orientation or gender identity.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- ADA: How far must you go to 'reasonably' accommodate?
- Learn how to handle employees with 'intellectual disabilities'
- When picking candidates for promotion, use measurable criteria—and document it
- When and how you can use 'English-Only' rules in the workplace