What does this all mean for employers? Let’s take a look, via the helpful Q&A the EEOC published.
Most companies believe that their greatest security risk comes from cyber terrorists overseas.
Title VII does not (yet) specifically identify 'sexual orientation' as a protected class.
The EEOC, which is an agency of limited financial resources, is going to go after that which will provide the most bang for its buck.
My main problem of the re-hearing panel’s decision is that the “common sense” it is applying is rooted in 1965, not 2015.
The president made an executive order prohibiting discrimination based on sexual orientation and gender identity last year.
Discrimination cases are laced with emotion. The plaintiff, in essence, is accusing the employer and its management of bigotry of one kind or another.
The guidance memo is a necessary read for all employers.