In June 2020, the Supreme Court of the United States affirmed that LGBTQ+ workers are protected from discrimination under the Civil Rights Act of 1964 — a landmark decision.
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The employer seeking to include its gay, lesbian, bisexual, transgender and queer workers must maintain "sexual orientation" and "gender identity" as protected classes, in addition to federally protected classes, in…
Professional development initiatives aimed at LGBTQ+ employees encourage workers to develop their professional careers within that same business and can be a critical tool for retaining talented employees. Targeted and…
When discussing Domestic Partner Benefits, it is important to be aware of the numerous laws that provide, and often restrict, numerous benefits to people in certain types of relationship. Domestic…
There are critical aspects of forming a LGBTQ+ employee resource group when employees do not have explicit protections against discrimination on the basis of sexual orientation or gender identity. Working…
The following is a brief explanation of a qualified joint and survivor annuity (QJSA), a qualified pre-retirement survivor annuity (QPSA) and the ways in which these benefit distribution forms impact…
The Pension Protection Act of 2006 (PPA) changed the way that retirement plan benefits may be paid after a participant passes away.
Retirement plans may allow their participants to access retirement savings to help with a financial hardship, such as unreimbursed medical expenses, incurred by the participant's spouse or federally-defined tax dependents.…
Transgender employees and employees who have transgender dependents will want to know how their employer's health insurance plans treat transgender people, regardless of their medical needs, and what medical providers…
U.S. Federal Government Employment Policies
In 2011, the federal government, excluding the Postal Service, is the Nation's largest employer with about 2.0 million civilian employees.
At least 225 cities and counties prohibit employment discrimination on the basis of gender identity in employment ordinances that governed all public and private employers in those jurisdictions.
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