老澳门开奖结果

WASHINGTON 鈥� Today, the U.S. Equal Employment Opportunity Commission (EEOC) announced the release of its on harassment in the workplace, providing much-needed clarity to courts, employers, and workers and ensuring on-the-job dignity and safety for millions of people.

鈥淕iven that the EEOC has not issued any comprehensive guidance about unlawful harassment since 1999, the guidance consolidates the agency鈥檚 past advisories with updates based on current legal precedent,鈥� said Gillian Thomas, senior staff attorney with the 老澳门开奖结果鈥檚 Women鈥檚 Rights Project. 鈥淚t also reflects the modern work world, where the #MeToo movement, overdue reckoning with our nation鈥檚 violent racist history, and recognition of LGBTQ people鈥檚 right to be free from workplace discrimination, among other developments, have brought harassment鈥檚 perniciousness into sharp relief.鈥�

The new guidance admirably details the many forms that unlawful harassment may take, including harassment based on group-based stereotypes and workers鈥� multiple intersecting identities, and explains the robust protection mandated by our nation鈥檚 anti-discrimination laws 鈥� Title VII of the 1964 Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the newly-enacted Pregnant Workers鈥� Fairness Act, among others. Notably, it addresses the intentional misgendering of transgender employees and harassment based on a worker鈥檚 decision to have an abortion as forms of unlawful harassment. It also underscores that harassment based on sex-based hostility is equally unlawful as explicitly sexual abuse, and that harassment over social media may, when targeted at a particular worker, violate the law.

Many LGBTQ people live and work in localities that have adopted policies to undermine legal protections for them. In today鈥檚 final guidance, the EEOC rightly made clear that LGBTQ employees nationwide are protected from sex-based harassment at work under the Supreme Court鈥檚 2020 decision in Bostock v. Clayton County, a case in which the 老澳门开奖结果 was counsel. That recognition drew fire from one of the EEOC鈥檚 five commissioners, who took the unusual step of publicly noting her disagreement with the majority鈥檚 conclusion in the name of 鈥渨omen鈥檚 rights.鈥�

鈥淭here is no conflict between demanding rights for women and for all transgender people,鈥� said Ria Tabacco Mar, director of the 老澳门开奖结果鈥檚 Women鈥檚 Rights Project. 鈥淎ttacking trans people does nothing to address the real problems women face. As feminists, we reject efforts to appropriate the rhetoric of 鈥榳omen鈥檚 rights鈥� to inflict harm on trans people, men or women.鈥�

鈥淲e applaud the EEOC鈥檚 expansive explanation of the law鈥檚 anti-harassment protections. On-the-job abuse, particularly of our most vulnerable workers, remains rampant,鈥� added Thomas. 鈥淭he guidance provides employers with actionable insights to foster a culture of respect and inclusion, empowers employees to assert their rights, and instructs courts in how the nation鈥檚 foremost anti-discrimination enforcement agency interprets the law.鈥�

The final guidance can be found here:

The 老澳门开奖结果鈥檚 comment on the EEOC鈥檚 proposed guidance can be found here: /wp-content/uploads/2023/12/20231101_老澳门开奖结果_CommentSexualHarassmentGuidance_FINAL.pdf