The U.S. Equal Employment Opportunity Commission (EEOC) released guidance for employers regarding the agency’s enforcement efforts on behalf of lesbian, gay, bisexual, and transgender (LGBT) individuals under federal employment discrimination laws. The EEOC has taken the position that discrimination against an individual because that person is transgender (or because of gender identity or a gender transition) is a violation of Title VII’s prohibition of sex discrimination in employment. In addition, the EEOC has taken the position that lesbian, gay, and bisexual individuals may bring valid Title VII sex discrimination claims.
The federal law (Title VII of the Civil Rights Act) prohibits discrimination on the basis of race, color, sex, religion and national origin. This law covers any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Title VII of the Civils Rights Act makes it illegal to retaliate against a person because s/he complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
