Tag Archives: EEOC Enforcement Guidance
NYC Guidelines Strengthen Transgender Protections in Employment; NC Law Eliminates Local LGBT Protections Altogether. Confused, Anyone? I don’t envy employers these days. It ain’t easy staying on top of all of the federal, state, and local employment laws and regulations out there at the moment. And if you’re an employer with employees in multiple states across our great country, forget about it. (On second thought, don’t forget about it, just delegate figuring that mess out to your favorite employment lawyer.) Case-in-point, the many and varied laws out there regarding the protections afforded LGBT employees.
The U.S. Equal Employment Opportunity Commission (EEOC) was busy in fiscal year 2012. On January 25, 2013, the EEOC announced that it received 99,412 private sector workplace discrimination charges for fiscal year 2012, which runs from October 1 to September 30. The most frequently filed charges were for retaliation (37,836), race (33,512) and sex discrimination (30,356), which includes allegations of sexual harassment and pregnancy, respectively. This was slightly less than fiscal year 2011, which saw 99,947 charges in the private sector. While the vast majority of the charges filed led to no cause findings, the EEOC filed 122 lawsuits including …
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