Judge vacates gender identity portions of EEOC harassment guidance

Contributing sentiments towards policy:

59% : Additionally, "while this decision has nationwide effect under federal law, employers need to be mindful of operating in states where state law provides those protections" for cases of sexual orientation and gender identity discrimination, Stacy said.
51% : With Lucas' new priorities, Stacy said employers may see lawsuits from the agency that meet at the intersection of religious rights under Title VII and workers' sexual orientation or gender identity.
49% : Kacsmaryk took a precise approach, striking down specific provisions of the guidance -- those dealing with gender identity -- rather than the full document.
47% : Nevertheless, employers can write anti-bullying and anti-harassment policies in a manner "that is a lot broader than what the law requires," and HR should remain careful to explore ways all people can be respected and comfortable in the workplace, she said.

*Our bias meter rating uses data science including sentiment analysis, machine learning and our proprietary algorithm for determining biases in news articles. Bias scores are on a scale of -100% to 100% with higher negative scores being more liberal and higher positive scores being more conservative, and 0% being neutral. The rating is an independent analysis and is not affiliated nor sponsored by the news source or any other organization.