In our Pride Month series, we recently blogged about Title VII, a federal law that we now know prohibits employers from discriminating based on sexual orientation or transgender status. To fully understand Title VII and its protections for LGBTQ+ workers, it’s important to know which employers it covers.
Title VII applies to private-sector, state, and local government employers, so long as they employ 15 or more people. Title VII also applies to employment agencies and unions.
Title VII doesn’t apply to Tribal Nations, but it does apply to private employers with 15 or more employees that operate on a tribal reservation.
Things get a little more complicated when it comes to organizations that have primarily religious purposes and/or character. It’s not discrimination for them to limit hiring to people who share their own religion. And because of the First Amendment’s guarantee of freedom of religion, these employers are safe from employment discrimination claims if thei employees perform vital religious duties.
For our readers in New York, it’s important to know New York Human Rights Law is far more expansive. It prevents all employers within the State from discriminating against employees because of their LGTBQ+ status.
Not sure if these laws apply to you or to your employer? Reach out to The Coppola Firm with questions. And look forward to the next blog post in our Pride Month series.
