How Changes to Title VII Can Impact Your Construction Business
On June 15, 2020, the Supreme Court decided in favor of extended civil rights protections under Title VII of the Civil Rights Act of 1964. In this brief article, we will discuss the Supreme Court’s new ruling on Title VII and how contractors can adjust their company policies and procedures accordingly. For employment law advice, consult a Nashville construction lawyer at Cotney Attorneys & Consultants.
What is Title VII?
Regulated by the U.S. Equal Employment Opportunity Commission (EEOC), Title VII “prohibits employment discrimination based on race, color, religion, sex and national origin.” The Supreme Court recently extended sex discrimination laws to include protecting individuals’ sexual orientation and gender identity. In other words, if an employer discriminates against an employee for being gay or transgender, this would be considered a violation of Title VII.
How Does This Impact Active Company Policies?
Fortunately, the vast majority of businesses should already have Title VII featured in their employment manual, so most businesses will not need to update these manuals. Title VII law hasn’t actually changed; the law still prohibits discrimination under the grounds of race, color, religion, sex, and national origin. However, under the new interpretation by the Supreme Court, sexual orientation and gender identity are protected under the classification of sex. As long as you have the existing Title VII act in your handbook, you should be covered. If your employee manual doesn’t feature any information about Title VII, consult a Nashville construction attorney to add this policy to your handbook.
How Else Can This Impact My Business?
With these new protections in place, employers need to make certain that their management-level and human resources employees are fully aware of this significant change, as they need to understand that the definition of sex now includes sexual orientation and gender identity. This way, if an issue does arise related to either of these areas of prohibited employment discrimination, you can address it appropriately and within compliance of EEOC laws.
Whether it’s employee manual drafting and review services, employment law advice, or litigation and alternative dispute resolution (ADR) services, consult the Nashville construction attorneys at Cotney Attorneys & Consultants for all your legal needs.
If you would like to speak with our Nashville construction lawyers, please contact us today.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.