This week, the U.S. Supreme Court ruled that federal law prohibits employers from discriminating against employees for being homosexual or transgender. In a 6-3 decision, the Court’s majority said these workers are protected against discrimination under Title VII of the Civil Rights Act of 1964. The landmark ruling resolves a long-standing and complicated debate. OMA Connections Partner Thompson Hine suggests that employers consider the following actions in response to this week’s Court action:

• Review policies relating to non-discrimination and equal employment;
• Amend equal employment opportunity policy to incorporate a statement that the business does not discriminate or retaliate against applicants or employees based on sex, sexual orientation, sexuality, transgender status, or gender identity or expression;
• Implement training for managers or others who regularly interview applicants; and
• Remind human resources staff to maintain records of sex-related medical conditions as confidential medical records under the ADA.

See guidance from other OMA Connections Partners, including Frantz Ward, Dinsmore, and Roetzel. 6/15/2020