Are you in compliance with the rules under Title VII?
In light of the recent U.S. Supreme Court opinion in Bostock v. Clayton County (and related cases), employers must now be vigilant of any disparate treatment and/or harassment of employees because of their sexual orientation, and gender identity. This will include gay, lesbian, bisexual, transgender, transsexual, gender dysphoria, body dysmorphia, and nonbinary individuals in the workplace.
Not only must an employer not allow disparate treatment because of the sexual orientation or gender identity of an employee but must also make sure there is no harassment in the workplace, through vigilance, training, effective anti-discrimination and anti-harassment policies and prompt and corrective practices applied.
Learning Objectives
- You will be able to define and understand Sexual Orientation and Gender Identity issues.
- You will be able to describe workplace conditions that may need to be modified to accommodate SOGI employees.
- You will be able to discuss the types of comments, behavior, assumptions about SOGI employees that could be a violation of the law.
- You will be able to review your workplace risk-management policies and make some modifications.
Agenda
Topic How We Got Here
- Title VII of the Civil Rights Act of 1964
- U.S. Supreme Court Decision in Bostock V. Clayton County
- Definitions and Understanding LGBTQ
Topic EEOC Announcement Workplace Rights
- Educate Employees, Applicants, and Employers About the Rights of Employees
- Sexual Orientation and Gender Identity (Sogi) Discrimination and Harassment
- Landing Page on EEOC Website
- New Technical Assistance Document From EEOC
Topic Practical Guidance for Employers
- Broad Protections for LGBTQ+ Workers
- Workplace Anti-Bias Laws Cover Pregnancy-Related Decisions
- Clarification on Protection for Religious Expressions
- Harassment Can Occur Virtually
- Employers Should Update Harassment Policies
Topic EEOC Enforcement Guidance on Harassment in the Workplace
- Harassment Definition
- Types of Disparate Treatment - Facilities of the Employer, Names, Pronouns
- Example of Sogi Harassment in Workplace
- Risk Management Policies and Practices
Topic a Day in the Life
- Fears of Sogi Employee
- Dealing With Managers, Co-Workers, Customers
- Hopes
Speakers
Michael Latimer,
Law Office of Michael R. Latimer- Partner in the office of Latimer Law, PLLC, San Antonio, Texas
- Practices in the areas of risk management, defense of Title VII, Americans with Disabilities Act, Family Medical Leave Act, and Fair Labor Standards Act, including collective/class actions litigation
- Conducts regular seminars and workshops on numerous employment-related topics and risk management
- Authored Deskbook on Employment/Labor Law and numerous papers/articles on employment law
- Member of the Federal Bar Association, Texas Bar Association, 5th Circuit Court of Appeals, and Western, Eastern, Northern Federal District Courts
- Education: State University of New York, Albany; St. Mary’s School of Law; University of Texas, Austin, School of Law
Who Should Attend
This live webinar is designed for human resource managers, personnel managers, presidents, vice presidents, business owners and managers, benefits and payroll professionals, controllers, accountants, and attorneys.
