Because more courts are accepting transgender-bias claims under Title VII, (un)conscious biases could undermine an otherwise legitimate termination.
It is a complete oddity that, in the 2016, it is still statutorily legal for an employer to fire an employee because of that employee’s sexual orientation.
Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
An ostracism from a social network likely should not support a claim for retaliation.
Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
If you don’t have a document-retention policy, you should.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.