Google Screened

Are You in the Healthcare Field?

Find Out How We Can Help »
[et_social_follow icon_style="slide" icon_shape="rectangle" icons_location="top" col_number="1" outer_color="dark"]
Millions Recovered For Our Clients No Fees Unless We Win

Staying Current with Transgender Law

April 19th, 2018

Chester County LGBTQ discrimination lawyers represent discrimination victims seeking justice and stay current with transgender law.Currently, 1.7 million people in the United States identify as transgender. With recent media attention on the difficulties transgender individuals have faced regarding bathroom access and discrimination in schools, workplace settings, and other public spaces throughout the country, many employers are changing their policies to become more inclusive and prevent costly discrimination settlements.

Changing policies to be more inclusive to transgender individuals is not always a simple process. Companies considering making this type of change must consider the feelings of privacy violations and religious rights of other employees and customers. With no clear federal guideline for accommodating transgender employees, many companies are left to create their own policies.

No Federal Protections for Transgender Individuals

Title VII of the Civil Rights Act of 1964 is the primary federal law that governs workplace discrimination. It includes the characteristics, known as protected classes, upon which it is illegal for employers to discriminate against employees. Gender identity is not included in this set of characteristics. However, sex is one of the protected classes included in the law, and in numerous cases, employees have successfully recovered compensation for damages they suffered due to gender identity discrimination through sex discrimination lawsuits.

Although gender identity is not a protected class under federal law, it is a protected class under many state and municipal laws. Companies operating in these states and municipalities must create policies that comply with local anti-discrimination laws.

Discrimination Can Be Costly for Employers

The United States Occupational Safety and Health Administration (OSHA) states that employees have the right to use bathrooms that correspond with their gender identity. To avoid discrimination claims based on bathroom access, employers should follow this guideline, as well as all interpretations of Title VII’s description of sex discrimination. Something as simple as holding employees of different sexes to certain dress code standards or allowing other employees to refer to a transgender employee by pronouns other than their preferred pronouns can cause the transgender employee to suffer significant damages where the employer is liable.

A discrimination claim can be costly for employers, not just in the financial sense, but in business lost due to a changed public perception of the company. Not updating company policies to provide protections for transgender individuals can be expensive, too. From an employment liability insurance provider’s perspective, a company that does not have clear LGBTQ bathroom, dress code, and family leave policies in place is a higher liability risk than a company that actively, routinely alters its policies to remain inclusive to all employees.

Chester County LGBTQ Discrimination Lawyers at The Gold Law Firm P.C. Represent Discrimination Victims Seeking Justice

Transgender individuals and others who suffer because of the discrimination they face in the workplace have the right to pursue monetary compensation for those damages through discrimination claims. Fill out our online form or call us at 215-569-1999 today to schedule your initial consultation with a Chester County LGBTQ discrimination lawyer at The Gold Law Firm P.C.. We are centrally located in Philadelphia, Pennsylvania, and we proudly serve clients from the surrounding areas.

The Gold Law Firm P.C.
Average rating:  
 0 reviews
View All Practices
2019 American Trail Lawyers badge
Lead Counsel Rated
life time achievement
million dollar advocates badge
AV Peer Review Rated
Philly Happening
Top one badge
Silver Client Champion Award 2020
super lawyers badge

As Seen On

avvo Martindale Justia FindLaw
© 2024 The Gold Law Firm P.C. All rights reserved. [ Site Map | Privacy Policy ]

Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

Website Accessibility: The Gold Law Firm P.C. is committed to ensuring digital accessibility for people with disabilities. We are continually working to improve the accessibility of all content on our website and applying the relevant accessibility standards.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.