As we mark the second anniversary of Bostock v. Clayton County this month, let’s remember to treat each other with dignity, empathy, and respect, while we work together for a safer and more tolerant workplace.
This month marks the second anniversary of the landmark Supreme Court decision, Bostock v. Clayton County, in which the Court held that firing an individual for being gay or transgender violates the Civil Rights Act of 1964. This ruling holds important implications regarding discrimination on the basis of sex for employers, employees, and clients of covered entities, and warrants consideration as we mark the anniversary of this decision.
In this context, “sex” includes a person’s sexual orientation, gender identity, or pregnancy status, and “discrimination on the basis of sex” involves unfavorable treatment of an individual because of these characteristics. A covered entity for the purpose of this discussion is one that has 15 or more employees.
Although it goes without saying that it is inappropriate to harass a person because of their sex, it is accurate to state that the law does not prohibit minor teasing, offhand comments, or isolated incidents that are not frequent or serious. However, these unprohibited practices morph into harassmentif the behavior becomes frequent or severe enough to create a hostile work environment.
Workplace sexual harassment or discrimination is illegal, and it is independent of the sex of the victim and perpetrator as they may be of...
In 2025, U.K. insurers found fewer bogus claims than in 2024, but the cases they intercepted tended to involve more money. According to The Independent, insurers stopped 1.34 billion (about $1.77 ...