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EEOC Files Lawsuits for Sex Discrimination Related to Transgender Employees

October 7, 2024

On October 1, 2024, the Equal Employment Opportunity Commission (EEOC) filed two lawsuits for sex discrimination. The EEOC is suing for enforcement of Title VII of the Civil Rights Act of 1964. Both employers were accused of preventing transgender employees from using restrooms consistent with their gender identity, accused of harassment on the basis of gender identity and retaliation against said employees.


Key Takeaways:

-         It is a violation of the Civil Rights act to treat transgender employees differently than cis-gender employees

-         Transgender employees are guaranteed by law, the right to access restrooms in correlation with their gender identity.

-         The EEOC has received more than 3000 charges of alleged discrimination since 2013 and has received another 81,000 charges of retaliation.


Next Steps for Employers:

It is extremely important for employers to remain up to date on legislation to ensure compliance and to update existing policies as needed.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Royal was Proud to Sponsor the 2025 BusinessWest Difference Makers Event!

April 10, 2025
Though the Difference Makers event has come to a close, let's continue to shine a light on the transformative power of giving back to our community! Every year, The Royal Law Firm is humbled to be a part of this incredible event that spotlights the brightest stars in our community. We can't wait to celebrate the 2026 Difference Makers and the boundless impact they'll have!

Appellate Court Affirms ADA Right to Accommodation

April 9, 2025
The United States District Court for the Northern District of New York issued an order granting summary judgment in favor of the Defendant, a school district, in a claim brought pursuant to the Americans with Disabilities Act (ADA). The Court agreed that the Plaintiff, a teacher, did not qualify for accommodation under the ADA because she could perform her job fully without the accommodation. It was agreed upon that her job functions could be performed but under “great duress and harm.” The Plaintiff appealed this decision to the United States Court of Appeals for the Second Circuit. The Court disagreed with the USDC NY decision, stating that “an employee may qualify for a reasonable accommodation even if she can perform the essential functions of her job without the accommodation.” For Employers This ruling reminds us that the crux of the ADA is if the accommodation is reasonable, aimed at mitigating disability related limitations, and does not place an undue burden on the employer, the employer is expected to fulfill that accommodation. Every request for accommodation should be looked at on a case-by-case basis. A broad metric should not be how a business decides if it should allow any requests for ADA accommodation(s). The attorneys at The Royal Law Firm are dedicated to helping employers navigate ADA accommodations and interpretations in their day-to-day practice and handbooks. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
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