Partner Michael Warren spoke with SHRM, exploring how employers may keep their workplace policies and training compliant with the law following the U.S. Supreme Court’s decision in Bostock v. Clayton County, Georgia. The decision extends Title VII protections to cover sexual orientation and gender identity, meaning employers may not fire an employee merely the worker is gay or transgender.
Although the decision extends the protections for LGBTQ workers nationwide, certain states already protected applicants and employees from discrimination based on sexual orientation. Michael says that employers in states with existing harassment training requirements might have a leg up on others. He explains, “…they don’t have to reinvent the wheel.”
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