About 9 million Americans, roughly the population of New Jersey, identify themselves as LGBT (lesbian, gay, bisexual and transgender). That number is low as it only reflects those who choose to identify themselves under the labels of L, G, B or T; the real numbers are far higher.
Moreover a lot of individuals have dated or been involved with others of the same sex. Despite the power and presence of this substantial group of Americans, issues founded in religion, biology and politics continue to generate debate over the inclusion of LGBT individuals both at home, by way of marriage and childbearing, and in the workplace. After decades of ad hoc action and Band-Aid type legislation by Federal and state governments, solid positions have developed regarding the rights of LGBT workers to be free of discrimination and retaliation. The EEOC has finally acted, and it now recognizes LGBTQIA rights under Title VII non-discrimination rules. LGBT issues also may be impacted by the Family and Medical Leave Act and the Americans with Disabilities Act.
Areas CoveredWho exactly is a LGBTQIA
What is LGBTQIA as a legally protected class under the law
The impact of Federal laws affecting LGBTQIA employees: Title VII, FMLA, and ADA
Current status of state and local laws with respect to LGBTQIA workers
Employer best practices in establishing and maintaining a non-discriminatory workplace
Why Should you Attend:
All employers need to understand the most recent legal and administrative developments that have now extended Title VII protections to these employees by creating a new protected class. In addition, employers must know the current status of these workers under relevant state and local laws. It is also critical to understand that all LGBT employees should not be deemed to have the same set of workplace needs. Those needs differ enormously, as do the protections and other workplace issues affecting them. Join employment attorney Deirdre Kamber Todd as she guides you through the thicket of laws and regulations that affect your relationship as employers with LGBTQIA workers.
Objectives of the Presentation:Understanding who is, and is, not LGBTQIA for the purposes of the workplace
Understanding what Federal law requires employers to do
Understanding how changes in other laws and holdings (such as the decision regarding gay marriage) may affect workplace policies
Developing a greater understanding of discriminatory practices and the effects of such discrimination
Creating a workplace toolbox for developing LGBTQIA basic compliance
Tools for developing best practices in dealing with LGBTQIA employees