EmployerHotTopic:Naviga4ngLGBTQIssuesintheWorkplace

MonicaA.Velazquez,PartnerStrasburger&Price,LLP

2600DallasParkway,Suite600Frisco,Texas75034

monica.velazquez@strasburger.com

Overview•  Employment101:ABriefHistoryofSex•  ANewFron4erandRelevantCases•  Prac4calConsidera4ons

ProtectedClasses-Expansion

•  May2007–Caregiver(EEOC)•  November2009-GINA•  March2010–NursingMothers(DOL)•  July2014–ExpansionofPregnancyDiscrimina4onProtec4ons

Employment101–ABriefHistory

ABitofTrivia

HowardW.Smith

TitleVIIoftheCivilRightsActof1964TitleVIIprohibitsdiscrimina4ononthebasisofvariouscharacteris4cs,including:“Itshallbeanunlawfulemploymentprac5ceforanemployer…tofailorrefusetohireortodischargeanyindividual,orotherwisetodiscriminateagainstanyindividual…becauseofsuchindividual’s…sex…”

SexDiscrimina4on

•  PregnancyDiscrimina4onActof1978-Theterm“sex”or“becauseofsex”inTitleVIIincludes:•  pregnancy,childbirth,orrelatedmedicalcondi5ons;•  womenaffectedbypregnancy,childbirth,orrelatedmedical

condi5onsshallbetreatedthesameforallemployment-relatedpurposes,includingreceiptoffringebenefits.

•  SexualHarassment(1970s…)

•  EEOCRegula5onsonSexualHarassment•  Hos5leworkenvironment•  Quidproquo

SexDiscrimina4onEvolu4on•  GenderStereotyping

•  PriceWaterhousev.Hopkins,490U.S.228(1989)•  UnderTitleVII“sexstereotypingbasedonaperson'sgender

non-conformingbehaviorisimpermissiblediscrimina5on."•  Smithv.CityofSalem,Ohio,378F.3d566,575(6thCir.2004).

•  Generallyspeaking,onecanfailtoconformtogenderstereotypesintwoways:(1)throughbehavior,or(2)throughappearance.

•  Somecourtshaveindicatedthatthisshouldnotbeusedto“bootstrap”protec5onforsexualorienta5on.

•  “Lookism”Discrimina4on•  Tooa_rac5ve/Nota_rac5veenoughtoworkhere.•  Somelocaljurisdic5onsprohibitdiscrimina5onbasedon

“una_rac5veness.”

SexDiscrimina4onEvolu4on•  EqualPayAct(EPA)

•  1963amendmenttoFairLaborStandardsAct•  Equalpayforjobsofequalskill,effort,andresponsibility,

andwhichareperformedundersimilarworkingcondi5ons.•  Subjecttofourexcep5ons:

•  asenioritysystem;•  ameritsystem;•  asystemwhichmeasuresearningsbyquan5tyorqualityofproduc5on;or

•  adifferen5albasedonanyotherfactorotherthansex.•  LillyLedbegerFairPayActof2009

•  Each5mecompensa5onispaid,thelimita5onsperiodre-startsforaclaimchallengingadiscriminatorycompensa5ondecision.

SexDiscrimina4onEvolu4on•  EEOCGuidanceonCaregiverDiscrimina4on(2007)

•  Inpart,prohibitssex-baseddiscrimina5onagainstcaretakersandgenderrolestereotyping.

SexDiscrimina4onEvolu4on•  EmploymentNon-Discrimina4onAct(ENDA)isproposed

legisla5onthatwouldprohibitdiscrimina5oninhiringandemploymentonthebasisofsexualorienta5onorgenderiden5ty.

•  Introduced(almost)everyyearinU.S.Congresssince1994•  Genderiden5typrotec5onsaddedin2007•  Nov.2013–Senatepassed(Voteof64-32)•  Last5meconsideredinHousewasinJuly2014•  July21,2014–Execu5veOrder13672(amendsE.O.11246)

•  Prohibi5ngdiscrimina5ononthebasisofsexualorienta5onandgenderiden5tybyfederalcontractorsandsubcontractors.

GenderIden4ty–CoreTerms•  Transgender

•  Individualswithagenderiden4tythatisdifferentfromthebiologicalsexassignedatbirth.

•  Maleatbirth,butiden4fiesasfemale=TransgenderWoman.•  Femaleatbirth,butiden4fiesasmale=TransgenderMan.•  Someiden4fy,simply,asmenorwomen.

GenderIden4ty–CoreTerms•  GenderIden4ty

•  Aperson’sinternalsenseofbeingmaleorfemale.•  Determinedearlyinlifeandmaybedifferentthanphysical

gender.•  GenderExpression

•  Thewayanindividualexpresseshisorhergenderiden4tythroughbehavior,clothing,hairstyles,voiceorbodycharacteris4cs.

•  Mayormaynotconformtosocialstereotypesassociatedwithapar4culargender.

GenderIden4ty–CoreTerms•  Transi4on

•  Theprocessofaligningtheexternalandinternaliden44es.•  Mayincludemedicaltreatmentsuchascounseling,hormone

therapy,orsurgery.•  Someindividuals,however,maynotpursuetransi4on.•  Notalltransgenderindividualswillfollowthesamepagern.

SexualOrienta4onDiscrimina4on•  NotprotectedbyTitleVIIorstatelaw(TCHRA).

•  CurrentlypendingTexasH.B.1534/S.B.165•  23statesandtheDistrictofColumbia,haveenactedlawsthat

prohibitsexualorienta4ondiscrimina4oninbothprivateandpublicworkplaces.

•  However,sexualorienta4on(andgenderiden4ty)maybeprotectedbylocallaworcityordinance.•  Dallas,CityCodeCh.46(Oct.2002)•  PlanoEqualRightsOrdinance(2014-2015)

•  BusinessCoali4onforWorkplaceFairness•  100+largeandsmallemployers(AA,AT&T,Dell,TI)•  “Havingacorporateculturethatembracesdiversityimprovesthe

produc5vityofourassociates,helpsthecompanyrecruitthebesttalent,andmakesusmoreproduc5ve.”

•  OnefederalcourtcasemakingitswaythroughCourtofAppeals•  KimberlyHivelyv.IvyTechCommunityCollege(N.D.Indiana,SeventhCircuit)

Macyv.Holder,DepartmentofJus8ce(ATF-2011-00751,April20,2012)•  EEOC,inanadministra4veopinionheld:

•  UnderTitleVIIthetermsex“encompassesbothsex—thatis,thebiologicaldifferencesbetweenmenandwomen—andgender.”

•  IfTitleVIIproscribedonlydiscrimina4ononthebasisofbiologicalsex,theonlyprohibitedconductwouldbewhenanemployerprefersamanoverawoman,orviceversa.

•  Thus,atransgenderpersonwhohasexperienceddiscrimina4onbasedonhisorhergenderiden4tymayestablishaprimafaciecaseofsexdiscrimina4onthroughanynumberofdifferentformula4ons.Thesedifferentformula4onsarenot,however,differentclaimsofdiscrimina4onthatcanbeseparatedoutandinves4gatedwithindifferentsystems.Rather,theyaresimplydifferentwaysofdescribingsexdiscrimina4on.

•  Similarly,theJus4ceDepartmentissuedamemorandumonDecember15,2014,sta4ngthattheJus4ceDepartmentwillnowinterpretTitleVIIasextendingtoprotectdiscrimina4onclaimsbasedongenderiden4ty,includingthoseclaimsbroughtbytransgenderemployees.

EEOCExpansion•  Restric4onsonusingcommonfemalerestroomwereaform

ofsexdiscrimina4onagainsttransgenderwoman.•  Lusardiv.Dep'toftheArmy,EEOCAppealNo.0120133395,

2015WL1607756(Mar.27,2015)•  Inten4onalmisuseoftransgenderemployee’snewname

andpronouncouldbeconsideredsexdiscrimina4onand/orharassment.•  Jamesonv.U.S.PostalService,EEOCAppealNo.0120130992,

2013WL2368729(May21,2013)•  Employer’sfailuretoreviseitsrecordspursuanttochanges

ingenderiden4tycouldstatevalidsexdiscrimina4onclaim.•  Complainantv.Dep'tofVeteransAffairs,EEOCAppealNo.

0120133123,2014WL1653484(Apr.16,2014).

Addi4onalFederalGuidance•  TheOccupa4onalSafety&HealthAdministra4on(OSHA)

publishedaguidetorestroomaccessfortransgenderworkersonJune1,2015.

•  “Thecoreprincipleisthatallemployees,includingtransgenderemployees,shouldhaveaccesstorestroomsthatcorrespondtotheirgenderiden4ty.”

•  Theemployeeandnottheemployershoulddeterminewhichfacilitywillbeusedbytheemployee.

ANewFron4er

GenderIden4tyDiscrimina4on•  Typically,statelawsthatprotecttransgenderindividuals

prohibitdiscrimina4onbasedon“genderiden4tyorexpression.”•  Nevadadefinesitasgender-relatediden5ty,appearance,

expression,orbehaviorofaperson,regardlessoftheperson’sassignedsexatbirth.

•  Hawaiidefinesitasaperson’sactualorperceivedgender,regardlessofwhetheritisdifferentfromthattradi5onallyassociatedwiththeperson’ssexatbirth.

•  Factorstoconsider:•  Medicalhistory/medicaltreatments.•  Sincerelyheldbeliefofgenderiden5ty.•  Notlimitedtoindividualswhohavegenderreassignment

surgeryorhaveundergoneapor5onofthegendertransi5onprocess.

Generally,notaDisability•  Disabilitydiscrimina4onlawsdonotinclude

protec4onfortransgenderindividuals.•  AmericanswithDisabili5esActof1990•  StatelawsinIndiana,Iowa,Louisiana,Nebraska,Ohio,

Oklahoma,Texas,Virginia•  However,somestateshaverecognizedGenderIden5ty

Disorder(GID)asaprotecteddisability.•  OnePAcasependingchallengingthatADAexclusion.

•  BlaEv.Cabela’sRetail,Inc.,CivilAc5onNo.14-4822-JFL(E.D.Penn)

•  Federallawalsodoesnotincludeprotec4onagainstdiscrimina4oninpublicaccommoda4ons.•  Transgenderindividualsmayberefusedaccesstopublic

accommoda5ons.•  Numberofcaseschallengingthatexclusion,aswell.

GenderIden4ty–EarlyCases•  Fornearlyyears,courtsconsistentlyheldthattransgenderstatusis

notwithinthedefini4onofTitleVII’s“sex”or“becauseofsex.”•  Sexmeansanatomicalsex,abiologicaldifference.•  NoCongressionalintenttospecificallyprotectsexualorienta5onorgenderiden5ty.–  Grossmanv.BernardsTwp.Bd.ofEduc.,No.74-1904(D.N.J.Sept.10,1975)(ateacher'ssex-reassignmentsurgerywasnotprotectedunderTitleVII).

–  Ulanev.E.Airlines,Inc.,742F.2d1081,1087(7thCir.1984)(“sex”inTitleVIImeansonlyanatomicalsexratherthangender).

–  Hollowayv.ArthurAndersen&Co.,566F.2d659,662-63(9thCir.1977)(refusingtoextendTitleVIItotranssexualsbecausethediscrimina5onisbasedongenderandnot"basedonsex").

Glennv.Brumby663F.3d1312(11thCir.2011)

•  InOctober2005,shortlyaoershewasdiagnosedwithgenderiden4tydisorder,VandyElizabethGlenn,thenknownasGlennMorrison,washiredbytheGeorgiaGeneralAssembly'sOfficeofLegisla4veCounsel.

•  Aspartofhertransi4onprocess,Glennwasrequiredtoliveasawoman.

•  Hersupervisor,SewellBrumby,sentherhomeaoershedressedasawomanforaHalloweenworkeventandmadestatementsvocalizinghisdiscomfortwithherdress.

•  AoerBrumbylearnedthatGlennintendedtobegingendertransi4onandreporttoworkasawoman,Brumbyterminatedheremployment.

•  Brumbyclaimedthetransi4onwas“inappropriate,”“immoral,”“disrup8ve,”andwouldmakeco-workersuncomfortable.

Glennv.Brumby•  Glennbroughtherclaimunder42U.S.C.§1983toaddresstheviola4onof

hercivilrightstobefreefromdiscrimina4ononthebasisofsexinpublicemployment,arightprotectedbytheEqualProtec4onClauseoftheU.S.Cons4tu4on.

•  Holding:AgovernmentagentviolatestheEqualProtec4onClause'sprohibi4onofsex-baseddiscrimina4onwhenhe/shefiresatransgenderortranssexualemployeebecauseofhisorhergendernon-conformity.•  “Allpersons,whethertransgenderornot,areprotectedfromdiscrimina4onon

thebasisofgenderstereotype.……Anindividualcannotbepunishedbecauseofhisorherperceivedgender-nonconformity.Becausetheseprotec4onsareaffordedtoeveryone,theycannotbedeniedtoatransgenderindividual.Thenatureofthediscrimina4onisthesame;itmaydifferindegreebutnotinkind,anddiscrimina4ononthisbasisisaformofsex-baseddiscrimina4on…”

Lopezv.RiverOaks542F.Supp.2d653,660(S.D.Tex.2008) •  InSeptember2005,Lopez,a26-year-oldtransgenderwoman,

acceptedajobasaschedulerwithRiverOaksImagingandDiagnos4cinHouston.

•  Aoerresigningfromherposi4onwithherthen-currentemployer,LopezreceivedacallfromRiverOaksrescindingthejobofferbecauseofher“misrepresenta8on”ofherselfasawoman.Lopezwasunabletogetherpreviousjobbackandwaswithoutemploymentforseveralmonthsandfiledsuit.

•  Holding:Lopez’s“transsexualityisnotabartohersexstereotypingclaim.TitleVIIisviolatedwhenanemployerdiscriminatesagainstanyemployee,transsexualornot,becauseheorshehasfailedtoactorappearsufficientlymasculineorfeminineenoughforanemployer.”

Kastlv.MaricopaComm.College325Fed.Appx.492,493(9thCir.2009)•  Atransgenderedfacultymember,beganpresen4ngherselfasafemale

atworkinJanuary2001.•  InOctober2001,inresponsetostudentcomplaints,theschoolrequired

Plain4fftousethemen’srestroom,un4lshecouldproveshewasabiologicallyfemale.Theschoolrejectedherfemaledrivers’licenseasproof,andwhenPlain4ffrefusedtousethemen’srestroom,theschoolterminatedPlain4ff’semployment.

•  Holding:Schoolhadavalidreason(safety)foritsac4onsandPlain4fffailedtopresentsufficientevidencethattheschoolterminatedher“becauseofhergender.”

EtsiOyv.UtahTransitAuth.502F.3d1215(10thCir.Utah2007)•  Employeearguedhertranssexualgenderiden4tywasaprotected

classunderTitleVII.Alterna4vely,thatshewasdiscriminatedforfailingtoconformtosexstereotypes.

•  Holding:Transgender/transsexualisnotaprotectedclassunderTitleVII.Sexstereotypingisaformofsexdiscrimina4onunderTitleVII.However,employee,failedtoovercometheemployer’sreasonforhertermina4on.

•  “Scien4ficresearchmaysomedaycauseashiointheplainmeaning

oftheterm“sex”sothatitextendsbeyondthetwostarklydefinedcategoriesofmaleandfemale.”…Butnotatthispointin4me.

•  9th,6th,and11thCircuitCourts–Recognize“genderiden4ty”asaprotectedclass.

TexasattheForefront•  StateofTexas,etal.v.UnitedStatesofAmerica,etal.,CaseNo.7:16-

cv-00054-O,pendingintheNorthernDistrictofTexas(FortWorthDivision)

•  TexasAgorneyGeneralfiledsuitonbehalfoftwoschooldistrictsand12otherstatestochallengeOCRguidelinesrequiringschoolstohonorastudent’sgenderiden4ty.

•  OnAugust21,2016,U.S.DistrictJudgeO’Connorissuedana4onwideinjunc4onpreven4ngOCRfrominterpre4ngTitleIXtoincludegenderiden4typrotec4ons.

•  Courtalsoenjoinedthedefendantsfromrelyingontheguidelinesinanyli4ga4onfollowingthecourt’sorder,or“ini4a4ng,con4nuing,orconcludinganyinves4ga4onbasedon[the]interpreta4onthatsex”inTitleIXincludesgenderiden4ty.

•  February2017–TrumpAdministra4onwithdrewtheTitleIXguidance.Issueshouldbedecidedatthestatelevel.

ButWait…•  April2017–TheSeventhCircuitCourtofAppealsheldthat

TitleVIIprotectsdiscrimina4ononthebasisofsexualorienta8on(andverylikelygenderiden8ty).•  “Anydiscomfort,disapproval,orjobdecisionbasedonthe

factthatthecomplainant--womanorman--dressesdifferently,speaksdifferently,ordatesormarriesasame-sexpartner,isareac4onpurelyandsimplybasedonsex.ThatmeansthatitfallswithinTitleVII’sprohibi4onagainstsexdiscrimina4on,ifitaffectsemploymentinoneofthespecifiedways.”•  KimberlyHivelyv.IvyTechCommunityCollege,No.15-1720(7thCir.Apr.4,2017)

Smithv.Avan8(FHACase)•  Same-sexcouple,includingtrans-genderwoman,withtwo

childrendeniedhousinginGoldHill,Colorado.•  Landlorde-mailedcoupleandallegedlyinformedthemthatshe

wouldnotberen4ngtothembecauseshethoughttheir“uniquerela4onship”wouldbecomethefocusofdiscussionintownandwouldharmlandlord’sposi4oninthecommunity.

•  Thelawsuit,intheU.S.DistrictCourtfortheDistrictofColorado,assertsthatlandlordengagedindiscrimina4ononthebasisofsexandfamilialstatus,inviola4onofthefederalFairHousingActandColoradoAn4-Discrimina4onAct.Italsoassertsthatlandlorddiscriminatedagainstcoupleonthebasisofsexualorienta4onandtransgenderstatus,inviola4onoftheColoradoAn4-Discrimina4onAct.

•  Courtheldinfavorofthecouple.

WhataDifferenceaYearMakes…

Prac4calConsidera4ons

WorkplaceIssues•  GenderIden4ty/ExpressionWorkplaceIssues

•  Dress/Appearance•  PublicFacili4es/Bathrooms•  Confiden4ality/Privacy•  Names/Pronouns/Recordkeeping/OtherIssues

GuidanceforFederalEmployees•  InMay2011,theU.S.OfficeofPersonnelManagementissueda

memoen4tledGuidanceRegardingtheEmploymentofTransgenderIndividualsintheFederalWorkplace.•  “ItisthepolicyoftheFederalGovernmenttotreatallofits

employeeswithdignityandrespectandtoprovideaworkplacethatisfreefromdiscrimina4onwhetherthatdiscrimina4onisbasedon...genderiden4ty…sexualorienta4on,orothernon-meritfactors.”

•  Recommendsfederalagenciesreviewpoliciestoensurethattheyaffordanon-discriminatoryworkingenvironmenttoemployees,irrespec4veoftheirgenderiden4tyorperceivedgendernon-conformity.

•  Coverstopicssuchasconfiden4ality,privacy,appearance,names/pronouns,publicfacili4es,leave,recordkeeping,andothers.

•  Doesnotaddresslegalrightsorremedies,justcommonques4onsthatmayariseinthefederalworkplace.•  hgps://www.opm.gov/policy-data-oversight/diversity-and-

inclusion/reference-materials/gender-iden4ty-guidance/

FederalWorkplace-Policies•  Confiden4alityandPrivacy:

•  Anemployee'stransi5onshouldbetreatedwithasmuchsensi5vityandconfiden5alityasanyotheremployee'ssignificantlifeexperiences,suchashospitaliza5onormaritaldifficul5es.

•  Mayraiseconcernsaboutsafetyandotheremploymentissues.•  Medicalinforma5onreceivedaboutindividualemployeesisprotected

underthePrivacyAct(5U.S.C.552a).•  Tipsformanagersandsupervisors:

•  Besensi5veofspecialgenderiden5tyconcerns.•  Adviseemployeesnottoshareinforma5on,gossip,orspreadrumors.•  Personalinforma5onabouttheemployeeshouldbeconsidered

confiden5alandshouldnotbereleasedwithouttheemployee'spriorconsent.

•  Ques5onsregardingtheemployeeshouldbereferredtotheemployeehimself/herself.

•  Ifhelpful,provideaqualifiedtrainertoanswergeneralques5onsregardinggenderiden5ty.

FederalWorkplace-Policies•  DressandAppearance:

•  Employeeswhobeginthe“reallifeexperience”stageoftheirtransi4onliveandworkfull-4meinthetargetgenderinallaspectsoftheirlife,whichincludesdressingintheclothesofthetargetgenderatall4mes.

•  Onceanemployeeinformsmanagementthatheorsheistransi4oning,theemployeemaybeginwearingtheclothesassociatedwiththegendertowhichthepersonistransi4oning.

•  Dresscodesshouldbeappliedtoemployeestransi4oningtoadifferentgenderinthesamewaythattheyareappliedtootheremployees.

•  Dresscodesshouldnotbeusedtopreventatransgenderemployeefromlivingfull-4meintheroleconsistentwithhisorhergenderiden4ty.

FederalWorkplace-Policies•  NamesandPronouns:

•  Managers,supervisors,andco-workersshouldusethenameandpronounsappropriatetotheemployee’snewgender.

•  Alsousethecorrectnameandpronounsinemployeerecordsandincommunica4onswithothersregardingtheemployee.

•  Con4nuedinten4onalmisuseoftheemployee'snewnameandpronouns(coupledwithreferencetotheemployee'sformergender)mayunderminetheemployee'stherapeu4ctreatment,andiscontrarytothegoaloftrea4ngsuchemployeeswithdignityandrespect.

•  Suchmisusemayalsobreachtheemployee'sprivacy,andmaycreateariskofharmtotheemployee.

FederalWorkplace-Policies•  RestroomsandRelatedFacili4es:

•  Guidelinesmayrequireagenciestomakeaccesstoadequatesanitaryfacili4esasfreeaspossibleforallemployeesinordertoavoidserioushealthconsequences.

•  Foratransi4oningemployee,thismeansthat,oncehe/shehasbegunworkingfull-4meinthegenderthatreflectshis/hergenderiden4ty,agenciesshouldallowaccesstorestroomsandlockerroomfacili4es,ifany,consistentwithhis/hergenderiden4ty.

•  Reasonabletemporaryarrangementsoracompromisemaybeappropriateinsomecircumstances.

•  Employeeneednotprovideproofofamedicalprocedureinordertohaveaccesstofacili4esdesignatedforusebyapar4culargender.

•  Undernocircumstancesmayanagencyrequireanemployeetousefacili4esthatareunsanitary,poten4allyunsafefortheemployee,orlocatedatanunreasonabledistancefromtheemployee'sworksta4on.

FederalWorkplace-Policies•  Recordkeeping:

•  ConsistentwithprovisionsofthePrivacyAct(5U.S.C.552a(d)),therecordsintheemployee'sOfficialPersonnelFolder(OPF)andotheremployeerecords(payaccounts,trainingrecords,benefitsdocuments,andsoon)shouldbechangedtoshowtheemployee'snewnameandgender,oncetheemployeehasbegunworkingfull-4meinthegenderroleconsistentwiththeemployee'sgenderiden4ty.

FederalWorkplace-Policies•  InsuranceBenefits:

•  Employeesintransi4onwhoalreadyhaveFederalinsurancebenefitsmustbeallowedtocon4nuetheirpar4cipa4on(andnewemployeesmustbeallowedtoelectpar4cipa4on)undertheirnewnamesandgenders.

•  Iftheemployeesintransi4onarevalidlymarriedatthe4meofthetransi4on,thetransi4ondoesnotaffectthevalidityofthatmarriage,andspousalcoverageshouldbeextendedorcon4nuedeventhoughtheemployeeintransi4onhasanewnameandgender.

FederalWorkplace–Policies•  SickandMedicalLeave

•  Employeesreceivingtreatmentaspartoftheirtransi4onmayusesickleaveunderapplicableregula4ons.

•  EmployeeswhoarequalifiedundertheFamilyMedicalLeaveActmayalsobeen4tledtotakemedicalleavefortransi4on-relatedneedsoftheirfamilies.

FederalWorkplace–Policies•  HiringandBackgroundChecks

•  Hiringmanagersandsupervisorsshouldsensi4vetothepossibilitythatapplicantshavetransi4oned.

•  Thenameandgenderontheapplica4onmaycorrespondwiththeperson'scurrentusage;however,backgroundorsuitabilitychecksmaydiscloseapreviousnamethatindicatesagenderdifferentfromtheonetheapplicantiscurrentlypresen4ng.

•  Insuchcases,hiringmanagersshouldrespeczullyaskwhethertheapplicantwaspreviouslyknownbyadifferentname,andconfirmwiththeapplicantthenameandgenderthatshouldbeusedthroughoutthehiringprocess.

LessonsLearned•  Discrimina4onagainstLGBTQindividualsislikelyprotected.

•  Tenta4velyunderexis4nglaw(TitleVIIorlocalordinance);or•  Pursuanttothepassageofnewlawsand/orfederalguidance.

•  Recommendthatyoureviewyourexis4ngpolicies.•  Ifyouprohibitsexorsexualorienta4ondiscrimina4on,youmayalso

bepresentedwithgenderiden4tyclaims.•  Recommendyoutreatsuchissueswithheightenedsensi4vity.