If you’ve been keeping up with our series, you know that Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on, among other things, sexual orientation or transgender status. Naturally, the next question is:
What types of employment discrimination does Title VII prohibit?
Title VII covers a wide range of behaviors. It prohibits employers from discriminating based on sexual orientation or identity in their hiring, firing, furloughs, reductions in force, promotions, demotions, discipline, training, work assignments, pay, overtime, other compensation, fringe benefits, and other terms, conditions, and privileges of employment.
Title VII also prohibits harassment that is severe or pervasive. Employers can’t tolerate harassment based on sexual orientation or gender identity. And, if an employee reports harassment by a client or customer, employers must take steps to stop the harassment and prevent it from happening again.
New York law is similarly broad. It prohibits employers from discriminating based on sexual orientation or gender identity with respect to hiring, firing, compensation, apprentice programs, and other terms, conditions, and privileges of employment.
In New York, workers are protected from “discriminatory” harassment, which includes more types of conduct than “severe and pervasive” harassment.
Feel free to reach out to The Coppola Firm with any questions, and look forward to our next Pride Month blog post!
