Employment

Does “Transgender Discrimination” Equal “Sex Discrimination” Under Title VII?

Does “Transgender Discrimination” Equal “Sex Discrimination” Under Title VII?

This is an issue raised in the R.G. & G.R. Harris Funeral Homes v. EEOC case, for which the Supreme Court will hear arguments next month. In this case, the Equal Employment Opportunity Commission (EEOC) sued a Detroit area funeral home chain because the owner fired an employee due to disclosing her intent to transition from male to female. The lower court ruled in favor of the funeral home, but the Sixth Circuit Court of Appeals reversed the decision, arguing that transgender discrimination is a form of sex discrimination prohibited by Title VII. The Supreme Court agreed to review the decision.

Unlimited PTO: Is it a Good Idea or Just Plain Crazy?

Unlimited PTO: Is it a Good Idea or Just Plain Crazy?

In a tight labor market where attracting top talent has become increasingly difficult, offering employee’s perks other than a higher salary could help an applicant considering multiple offers accept your offer instead of others.  One of the perks that some companies have considered offering is unlimited paid time off (PTO) programs.  Before you write off the idea as wackadoo, hear me out.

Can Employers Be Held Liable for Harassment by Non-Employees?

Can Employers Be Held Liable for Harassment by Non-Employees?

 Picture this scenario: your employee, a delivery driver, makes regular stops at a production facility.  The facility is not owned by your company, and your company does not employ any of the production facility workers.  While at the facility, your driver is subjected to unwanted comments and touching by an employee of the facility.  Your employee complains, and your HR Manager states they’ll work with management at the production facility to handle it.  Your employee later returns to the facility, and the harassment continues.  Your employee resigns as a result of the ongoing harassment. 

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