This is the third and final installment in a series examining legal protections for gay, lesbian, bisexual, and transgender employees, written in anticipation of the U.S. Supreme Court’s upcoming decision on whether Title VII’s protections are broad enough to forbid discrimination based on sexual orientation and gender identity. Part 1 of this series examined the …read more »
A Cautionary Tale: The Importance of a Thorough and Thoughtful Investigation in the #MeToo Era
Over the last two years, my law partners and I have given a number of presentations on the #MeToo movement. Inevitably, there is always a question about where the law stands on the due process rights of the accused. Generally speaking, Title VII does not give employees accused of sexual harassment any per se due …read more »
A Primer on Legal Protections for LGBT Employees: Past, Present, and Future (Part 2)
This is the second installment in a three-part series examining legal protections for gay, lesbian, bisexual, and transgender employees, written in anticipation of the U.S. Supreme Court’s likely upcoming decision on whether Title VII’s protections are broad enough to forbid discrimination based on sexual orientation and gender identity. Part 1 of this series examined the …read more »
Is Your Company Vulnerable to the New Wave of Sex Discrimination Class Actions?
As we have written about previously, the #MeToo movement is spurring changes in harassment and discrimination law. One of these changes appears to be a new wave of class action sex discrimination lawsuits that do not simply focus on one alleged discriminatory practice at a time – such as pay discrimination, or a hostile working …read more »