In the Bostock case, the US Supreme Court affirmed that Title VII’s protection against sex discrimination also includes sexual orientation or gender identity (see this article). The Biden administration has issued an Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation, Executive Order No. 13988, which reaffirms the Bostock Supreme Court decision, and extends its protections to all federal laws that prohibit discrimination based on sex, including laws addressing employment, housing, education, immigration and health care. Employers should review existing policies, protocols and training they provide to be sure they comply with these expanded non-discrimination requirements.Legal Alert- Supreme Court Bostock Decision 6-20
The Supreme Court recently provided clarification on lesbian, gay, bisexual, transgender and nonbinary employee rights in the decision Bostock v. Clayton County. How does that decision affect the workplace practices and policies of your nonprofit? In this webcast, our speaker will with talk about:
• What rights are recognized for LGBTQ+ employees after the Supreme Court’s decision
• How your organizational policies and forms should be updated
• Considerations for religious organizations
Presenter: Emma Bellamy
United States Supreme Court Rules That Title VII Prohibits Discrimination Based on Gender Identity and Sexual Orientation
On Monday, June 15, 2020, the United States Supreme Court issued an historic decision in Bostock v. Clayton County, Georgia acknowledging that the prohibition of discrimination based on sex contained in Title VII includes the prohibition of discrimination based on sexual orientation and gender identity. Under this decision, all employers in Georgia that are subject to Title VII are prohibited from making employment decisions, taking any adverse employment action, or allowing harassment of employees because of an individual’s sexual orientation or gender identity. Find more information on this change in the law and what nonprofit employers need to consider in this article.Legal Alert- Supreme Court Bostock Decision 6-20
Disability accommodation issues can be challenging in any workplace, including the nonprofit workplace. This article provides general information and guidance for nonprofits on how to identify an accommodation request under the Americans with Disabilities Act, and how to address such a request once it is received.
Because requests for accommodation can raise significant legal issues, Pro Bono Partnership clients should contact us if they have any questions about such a request, or if they are contemplating denying such a request.Article: ADA Accommodations
Internal investigations of employee complaints and concerns are critical components of legal compliance and effective employee relations.
This presentation will enable participants to:
Determine when an investigation is needed and why
Maximize interviews as a tool to gather information
Analyze information gathered impartially and fairly
Draw appropriate conclusions and take action
Presenter: Ginger McRae, Employment Practices SolutionsSlide: Conducting Solid Internal Investigations
One purpose of the Americans with Disabilities Act (ADA) is to prohibit employment discrimination against people with disabilities. How does the ADA affect you and your organization? Is your nonprofit covered by the ADA? (The ADA applies to “employer” who are a person engaged in an industry affecting commerce who has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.”) What if you don’t have disabled employees? With the recent expansion of the ADA’s coverage, disabled individuals now make up one of the largest protected classes of employees in America. In this presentation, we’ll discuss the ADA’s requirements and how they specifically affect nonprofit employers in Georgia. The following are a few topics we’ll cover:
•Interviews & Medical Exams
•”Qualified Individual with a Disability”
•Discrimination, Harassment, and Retaliation
Presenter: Bryan Stillwagon, Sherman Howard
From the EEOC and DOL to the ADA, ADEA and EPA, labor & employment law is full of acronyms and, more importantly, puddles of mud into which employers can step. It is crucial for any business, whether for profit or not-for-profit, to understand the requirements and obligations that any employer has. During this presentation, Georgia nonprofit organizational leaders will understand relevant federal labor & employment laws (Title VII, ADA, ADEA, etc.) and the agencies that enforce them and will learn how these laws shape human resources policies and procedures.
Amy Burton Loggins, Taylor English Duma LLP
***Please note that we experienced technical difficulties with this recording.
Laws against sexual harassment apply the same to nonprofits as to any other company. Understanding these laws now could prevent big problems later.
Please note that in addition to the legal disclaimer above, this article contains information that is based, in whole or in part, on the laws of the District of Columbia. As a result, the information may not be appropriate for organizations operating outside the District of Columbia.
A quick and informative reference to tell you which employment related laws apply to you.