Transgender Protections have impacted Employers in many states whether there are state regulations or not. In fact, many federal regulatory agencies include guidance, best practices and even focus on Transgender discrimination as high penalties if found out. The Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), Occupational Safety and Health Administration (OSHA) all have Transgender Protection Components as part of their enforcement actions.
Now that the Supreme Court has made decisions that there are civil rights violations when terminating or allegations of discrimination against the LBGTQ community in the workplace, Employers need to ensure they are establishing appropriate policies whether they are mandated by state to have gender equity protections or not.
In addition to federal guidelines, there are specific state regulations that must be followed or fear high fines & penalties. Are you in a state or local workplace where these Transgender Protections exist? Not only are there regulations to follow, but there are also Labor Poster mandates, training requirements and Employee Handbook requirements that must be up dated to accommodate these Transgender requirements!
Why Should You Attend:
Recent polls and studies indicate that 10 million Americans identify as lesbian, gay, bisexual, and 1.4 million Americans identify as transgender. Local and state laws around the country protect workers from employment discrimination, and some courts have interpreted federal anti-discrimination law to offer similar protection. Sexual orientation and transgender status remain sensitive and uncomfortable topics for some, however, and employers and employees may struggle to manage these issues. There are ways to manage these sensitive issues and this training addresses some of the actions, resources and policies that must be developed to be compliant and reduce Employer’s risk of violating a multitude of regulations.
Key Learning Objectives:
- How does the new Supreme Court ruling impact Employers?
- What penalties are possible if Employers violate the Supreme Court Ruling?
- Identification of Local, state, and federal laws related to sexual orientation and transgender status in the workplace.
- Current Employee Handbook changes that must be included due to the new ruling.
- EEOC Guidance for Employers;
- “Public Restroom Accommodation” and the workplace impact;
- Identification of Resources that can help Employers not re-invent the wheel when it comes to Transgender Protections;
- Development of Employee Handbook and stand alone policies that help Employers mitigate Transgender Protections without violating any regulations.
Areas will be covered during the Session:
- Overview of the impact of transgender employees in the workplace
- Impact of Employers working in employee centric (pro employee support) states
- How do we handle employee concerns of transgender employees in the workplace?
- How does the current concerns integrate or challenge the current discrimination regulations of transgender employees?
- What states have transgender protections?
- What regulatory agencies protect transgender employees?
- How can Employers mitigate transgender regulations?
- What states have mandatory compliance requirements and training?
- How do Employers respond to employees who are in transition?
- What regulations are required to accommodate transgender employees?
- What are the penalties tied to violation of transgender regulations?
- What policies must be in place to mitigate transgender requirements?
- What penalties are in place for violations of protected classes?
- What else should Employers be prepared for to effectively conduct their business?
Who Will Benefit:
- Board of Directors
- Leadership & Executives
- Program Managers, Office Managers (with HR Roles)
- HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists
- Managers of Safety Committees
- Pre-Employment Testing
- HR Professionals
- Office Managers and/or any professional overseeing employees
- Senior HR Professionals