Illinois Discrimination Law — Title VII and Changes to Employee Discrimination Law
Title VII has been expanded to cover the rights of queer and transgender employees. What does this mean for religious businesses?
With the issuance of the decision in the case of Bostock v. Clayton County, Georgia that held that queer and transgender employees are covered under anti-discrimination statutes on the basis of sex, many employers with deeply held religious beliefs or actual religious entities may be left wondering: can the government force someone to violate a deeply held religious belief? This article will discuss the following information:
- What are the rights of employers with closely held religious beliefs?
- Can a company that is not owned by a single-family or individual have closely held religious beliefs?
- Can I deny employment/tenancy against queer and transgender individuals because my religious beliefs do not allow me to provide for it?
It is advisable to avoid dismissing employees because of protected characteristics. If you have any questions about employment-related matters, please give O’Flaherty Law a call at 630–324–6666 to schedule some time to speak with one of our attorneys that are skilled in employment law.
