I. Should you add sexual orientation and transgender status to your harassment/discrimination policies?
As most HR professionals know, federal law does not facially include sexual orientation or trans-gender status as protected categories. And, while some states and cities have passed their own laws protecting these groups, leaving employers to comply with a patchwork of state and local laws (Houston, Texas passed such an ordinance in 2014.), neither Louisiana nor Baton Rouge have done so. However, the United States Attorney General issued a memorandum in December 2014, making clear the federal government’s position that Title VII of the Civil Rights Act of 1964 should be interpreted as covering transgender employees.