Sexual Orientation, Gender Identity, LGBTQ Discrimination
In 2020, the Supreme Court held in Bostock v. Clayton County that Title VII's protections against sex discrimination extend to discrimination based on an employee's sexual orientation and/or gender identity, including transgender status.
Federal law and many state or local laws prohibit employers from treating an employee unfavorably because of their sexual orientation, gender identity, or LGBTQ status, such as being denied promotions, paid less, given worse job assignments, being denied training opportunities, or fired, among other decisions that effect a term or condition of employment.
Employees are also protected from harassment at work because of their sexual orientation, gender identity, or LGBTQ status, which may include unwanted touching, staring, or other physical acts, sexual advances, comments, "jokes," intimidation, abuse, or requests for sexual favors. If the harassment is so severe or pervasive that it causes a hostile work environment or if it results in a tangible employment action, such a being disciplined, suspended, demoted or fired, it is illegal. It is important you notify your employer if you are dealing with harassment at work, but you also need to be careful that you are not punished or subjected to retaliation for reporting. So, please speak to a qualified employment discrimination attorney if you are dealing with workplace sexual orientation, gender identity, or LGBTQ harassment.
CALL US and we will evaluate your case, discuss your evidence, and if we are able to help you, we will.