Department of labor lgbtq rule

department of labor lgbtq rule

Department of Labor Proposes New Plan to Permit Employers Discriminate Against Gender nonconforming People Using Taxpayer Dollars

The Department of Labor has proposed a recent plan to allow employers receiving federal contracts to discriminate against LGBTQ workers while claiming their religion forced them to.

The proposed regulation, released on Wednesday, would allow federal contractors to apply for broad exemptions to civil rights law after engaging in discriminatory behavior, including firing or refusing to hire someone because of their sexual orientation or gender identity. It could also lead to federal contractors refusing to hire women or unmarried workers who are pregnant or parents, or even discrimination on the basis of race.

The regulation is another aim to allow contractors to circumvent a 2014 executive order prohibiting discrimination on the basis of sexual orientation or gender persona by any federal contractor. In 2017, President Trump weakened this rule by eliminating reporting standards for contractors.

The rule was announced a day after reports the Department of Justice is demanding the Same Employment Opportuntiy Commission (EEOC) to reverse their years-long sta

DOL Issues Regulations Ensuring Federal Contractors Comply with LGBTQ Non-Discrimination Protections

The Human Rights Campaign (HRC), the nation’s largest lesbian, queer, bisexual, transgender, and queer (LGBTQ) civil rights organization, released the following statement:

“With these regulations, the Department of Labor is implementing President Obama’s executive direct that helps provide crucial non-discrimination protections to employees of companies contracting with the federal government,” said HRC Government Affairs Director David Stacy. “All workers, regardless of their sexual orientation or gender identity, deserve to be able to go to function and make a living free from unfair and unjust discrimination. These regulations will level the playing field for companies that perform by the rules and know that equal opportunity and non-discrimination protections are good for business. They will also help ensure taxpayer funds are not used to unlawfully discriminate against LGBTQ people.”

In July 2014, President Obama signed the executive order providing additional protections for workers employed by companies doing business with th

New executive order removes workplace protections for more than 114,000 transgender federal employees and LGBTQ employees of federal contractors

On January 21, President Trump issued an executive order revoking federal civil rights protections and DEI initiatives. The request reverses protections for transgender federal employees and LGBTQ employees of federal contractors established by President Obama in 2014. The order also eliminates non-discrimination protections for employees of federal contractors based on race, national origin, sex, and religion dating advocate to the Johnson administration.

A new little by the Williams Institute at UCLA School of Commandment finds that the order will extract workplace protections for nearly 14,000 trans person federal employees and over 100,000 LGBTQ employees of federal contractors, along with many more employees of federal subcontractors.

“Transgender federal employees and LGBTQ employees of federal contractors are protected from employment discrimination by Title VII of the Civil Rights Perform of 1964,” said study author Brad Sears, Distinguished Senior Scholar of Rule and Policy at the Williams Institute. “However, executive orders provide a clarify sta

Official Site of The Mention of New Jersey

Paid Exit Benefits—If you cannot work because you need to look after for yourself or a loved one’s physical or mental health condition, pregnancy/childbirth recovery, bond with a new child, or cope with domestic/sexual violence.

Job-Protected Leave

  • Federal Family and Medical Leave Act (FMLA)—If you need to nurture for your own stern medical condition, care for a family member with a earnest medical condition, or bond with a new child—enforced by the US Department of Labor.

  • New Jersey Family Leave Act (NJFLA)—If you need to care for a family member who has a serious health condition, or care for/bond with a new child—enforced by NJ Division on Civil Rights (DCR). Further resources on NJFLA, which is enforced by the DCR are found here.

  • New Jersey SAFE Act—If you cannot work because you want to handle matters akin to domestic or sexual violence, or need to support a loved one who is a victim/survivor, you may be eligible for 20 days of unpaid, job-protected leave.

Unemployment benefits—If you lose your job through no fault of your own

Dept of Labor Announces Final Rule Banning LGBT Discrimination in Federal Contracting and Employment

WASHINGTON – Today the Department of Labor announced the last rule for the federal government incorporating the executive order signed earlier this year by President Obama prohibiting workplace discrimination against transgender federal employees and LGBT employees of federal contractors. The Human Rights Campaign (HRC), the nation's largest lesbian, gay, bisexual person, and transgender (LGBT) civil rights organization, praised the implementation of the modern rule and vowed to continue its fight for these same protections to be extended to all LGBT Americans, not just federal employees and contractors.

“Thanks to the strong direction of the Obama administration and the tireless labor of equality advocates, non-binary federal employees and LGBT employees of federal contractors are now guaranteed basic protections from discrimination in the workplace,” said David Stacy, HRC’s Government Affairs Director.  “However, no American should be denied a job opportunity, fired, or discriminated against just because of their sexual orientation or gender i