LGBTQ Title VII Ruling May Impact Your Employee Benefit Plan

By Jacob Mattinson and Judith Wethall on June 23, 2020

Posted In Benefit Controversies, Employee Benefits, Employment, Health and Welfare Plans

On Monday, June 15, 2020, the US Supreme Court held in Bostock v. Clayton County that Title VII of the Civil Rights Act of 1964 protects transgender, gay and lesbian employees (and prospective employees) from workplace discrimination based on sex. This means that the protective authority of Title VII for LGBTQ individuals generally extends to employer-sponsored healthcare benefits.

Access the full article.

Tags: Civil Rights Act of 1964, EAP, EEOC, Employee Assistance Program, Employee Retirement Income Security Act of 1974, Equal Employment Opportunity Commission, ERISA, LGBTQ, Title VII, US Supreme Court

Jacob Mattinson
Jacob M. Mattinson focuses his practice on employee benefits and matters related to 401(k), 403(b), pension, executive compensation, health care reform, and cafeteria and welfare plans. Jacob assists clients in drafting employee benefit plan documents and amendments. He represents clients in matters before the Internal Revenue Service (IRS), US Department of Labor (DOL) and Pension Benefit Guaranty Corporation with respect to plain qualification issues. Read Jacob Mattinson's full bio.

Judith Wethall
Judith Wethall focuses her practice on employee benefits, specifically health and welfare programs. She counsels employers, plan administrators, insurers and consultants on a wide range of ERISA compliance issues. Judith's clients include sole proprietors to Fortune 100 companies and cover a variety of industries including health care, technology, manufacturing, insurance and financial. Read Judith Wethall's full bio.

LGBTQ Title VII Ruling May Impact Your Employee Benefit Plan

Related Posts

BLOG EDITORS

STAY CONNECTED

TOPICS

ARCHIVES

RECENT POSTS