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Home » LGBTQ
HUMAN RESOURCES

Coming out at work

December 27, 2022 by

By Lynne Curry “He’s talented but anti-social,” the business owner said of his accounting manager when he called. “At first, we thought the problem was that “Gene” was a finance type and kind of a geek. But there have been odd comments from others over the last two years,” explained the business owner as he asked for my help as an HR consultant. “The latest problem is he doesn’t want to attend our Christmas party. We’ve asked all the managers to make an appearance. We’d like to promote him to CFO and don’t want someone unstable in that position. Could you interview him and give us a read?” Gene sent me a Zoom link for the interview and was tight-lipped, so I invited him to meet off-site. Before we met,… . . . read more.

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MANAGING STAFF

How to support an employee who chooses to come out at work

December 27, 2022 by

Supporting a staffer who has chosen to come out at work can be an important way to create a welcoming and inclusive workplace for all employees. Coming out of the closet, often shortened to coming out, is a metaphor used to describe LGBT people’s self-disclosure of their sexual orientation, romantic orientation, or gender identity. Here are some ways you can support an employee who has come out at work: Listen to the employee’s concerns and feelings and provide a safe and supportive space for them to share. Offer your support and affirm the employee’s identity. Let them know that you respect and value them as an individual. Educate yourself about the challenges and issues that LGBTQ+ individuals may face in the workplace and in society. This can help you better… . . . read more.

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COMPLIANCE

New HHS policy makes your office potentially liable for LGBTQ discrimination

May 24, 2021 by

While it doesn’t directly relate to billing and reimbursement, federal civil rights laws have an impact on certain aspects of healthcare operations. These laws ban your office from discriminating on the basis of protected personal characteristics, including sex. So, compliance managers need to be aware that on May 10, the Department of Health and Human Services (HHS) issued an important bulletin affecting how the ban on sex discrimination will be enforced from now. Specifically, sex discrimination will go beyond just a person’s sex or gender but also their sexual orientation and/or gender identity. Here’s a rundown of the law and how it might affect your operations. Federal Discrimination Law, 101 The U.S. Civil Rights Act of 1964 makes it illegal to discriminate in different aspects of public activity, including employment and… . . . read more.

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EMPLOYMENT LAW UPDATE

Supreme Court ruling extends workplace protections to LGBTQ workers

June 18, 2020 by

By Mike O’Brien bio SEXUAL ORIENTATION AND TRANSGENDER STATUS NOW ARE PROTECTED CLASSES NATIONALLY: Federal civil rights law protects gay, lesbian, and transgender employees, the United States Supreme Court announced June 15 in a landmark ruling. The historic decision will extend workplace anti-discrimination and anti-harassment protections to about 8 million LGBTQ workers nationwide. The ruling also vindicates a position long taken by the federal Equal Employment Opportunity Commission (EEOC). It is a defeat, however, for the Trump administration, which opposed the EEOC. President Trump instructed the Department of Justice to argue that the provision of Title VII of the Civil Rights Act that bars discrimination based on sex did not extend to claims of gender identity and sexual orientation bias. This led to the odd circumstance where two parts of the same government argued for opposite… . . . read more.

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