We referred to the labor law term “protected class” in a recent blog post. We noticed in We entered June 9th The discriminatory behavior of an employer targeting any of the many safeguards mentioned in Title VII of the Civil Rights Act of 1964 is “a taboo in the workplace.”
We noticed the “sex” category. Despite the term’s apparent connotation and what it applies to it, confusion has long been associated with exactly what Title VII protects against in the American workplace.
Here is what has historically not been protected: discriminatory behavior or policies that undermine the rights of LGBT people. Protection for this diverse demographic was not considered to exist uniformly by jurisdiction through Chapter Seven channel for the multiple “gender” classification.
This is so far. More precisely, last week’s mega-day of reckoning came on Monday with the US Supreme Court ruling 6-3 so Significantly expand preventive gender access to workplace discrimination Or vengeful behavior.
Judge Neil Gorsuch wrote the majority opinion. He stressed that “the answer is clear” as to whether the administration “can expel someone simply because he is gay or transgender.” Throughout all of American history, and until last week, no federal law prevented such an outcome.
Now it is, with one national media article out of dozens of others highlighting “a major victory for the LGBTQ community.”
Of course, employers will want to fully understand the law and its dictates to ensure maximum legal compliance.