LGBT and Sexual Orientation Compliance Procedures Under Title VII
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Are you in compliance with the latest ruling on sexual orientation under Title VII?Many employers have heard of the landmark ruling last summer by the U.S. Court of Appeals for the Seventh Circuit that held that Title VII prohibits discrimination based on sexual orientation. Since then some other courts have been asked to weigh in, and the decades-old understanding that sexual orientation was not protected by federal anti-discrimination law appears to be in flux. This information will provide human resources managers and other employer representatives with information on sexual orientation compliance procedures under Title VII. Topics will include an explanation of the Seventh Circuit's decision in Hively v. Ivy Tech, HR's responsibilities under the latest ruling, and procedures and policies to have in place to minimize your risk of legal liability. You should gain practical applications that you can apply to your daily business.
AuthorsSteven L. Brenneman, Fox, Swibel, Levin & Carroll, LLP
What Did the Seventh Circuit Decide in Hively v. Ivy Tech Community College and Why Does It Matter to Employers?
• Discrimination on the Basis of Sexual Orientation a Subset of Actions Taken on the Basis of Sex
• Comparative Method and Associational Analysis
• Creates Split With Other Circuit Courts
How Can Employers Recognize Behavior That Could Lead to Exposure Under Title VII in Light of This Ruling?
• Understanding Gender Non-Conformity
• LGBT Discrimination
• Implications of the Decision on Transgender Issues
What Should Employers Do in Light of This Ruling?
• HR Policy and Handbook Updates
• Navigate Differences Among Circuits