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The US Equal Employment Opportunities Commission, the federal agency responsible for implementing laws against workplace discrimination, will allow some complaints to move forward by transgender workers, a change from earlier guidance that prevents cases of indefinite cases of indefinite cases against transgender people.
Earlier this month, an email was sent to EEOC leaders in which the agency’s office director Thomas Kolklo said that if the new transgender activists complaints are “hiring, discharge or promotion, you are clear to continue these allegations.”
Even with changes, those complaints will still face higher investigation compared to other workplace discrimination cases, requiring approval from EEOC President Andrea Lucas, which was appointed by President Donald Trump earlier this year.
Lucas has said that one of his priorities would “defend the biological and binary reality of sex and related rights”.
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Acting EEOC president Andrea Lucas has stated that one of his priorities will “defend the biological and binary reality of sex and related rights.” (Getty image)
Since Trump returned to the presidency in January, the EEOC fell away from its previous interpretation of the Civil Rights Act, including preventing workplace against people on the basis of their gender identity.
It comes after the release of a landmark by the agency a decade ago that a transgender citizen of the US Army faced discrimination when his employer refused to use the worker’s favorite pronouns or allowed the person to use the bathroom based on gender identity rather than organic sex.
Under the right to Lucas, EEOC has dropped several cases alleging discrimination against transgender workers. Lucas defended the decision during the hearing of his Senate committee confirmed last month, citing Trump’s executive order, saying that there are only two gender – men and women.
But it also admitted that the 2020 Supreme Court ruling Boskok vs. Clayton County.
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Since Trump returned to the presidency in January, the EEOC has gone away from its previous interpretation of the Civil Rights Act. (Andrew Harrr/Getty Images)
Kolklo said in its email that EEOC would consider complaints of transgender discrimination that under the Supreme Court’s decision, under the “decline”, which included cases related to working, firing and promotion, which reversed the earlier policy that cases filed by transgender workers were given de-securities.
“Under the federal law, allegations of discrimination in EEOC and allegations are confidential,” a spokesman for EEOC told The Associated Press.
The spokesperson said, “According to the title VII and statutally, there is EEOC, and will continue to accept and investigate the fees on all the locations protected by the law, and to serve the allegations to the concerned employer,” the spokesman said.
But even the EEOC cases would consider under the Supreme Court’s decision, still a senior lawyer should be reviewed by the advisor and sent to Lucas for final approval.
The extended review process for transgender cases is not specific of other discrimination complaints and according to the EEOC Commissioner Chai Feldbalum appointed by former President Barack Obama, the agency reflects the increased investigation into these cases.
Under the current leadership, EEOC has dropped several cases alleging discrimination against transgender workers. (Getty image)
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“This is a slight improvement as it would allow some claims of discrimination to proceed,” Feldblum explained the Associated Press. “But overall it does not cure a frightening and legally unfair situation in EEOC.”
The email of the Colclough did not clarify how long the review process may take, or are there cases including additional claims, such as harassment or vengeance, would be eligible to move forward, and EEOC refused to address those questions.
Feldblum said, “This EEOC is not clear for its own employees or to the public whether the allegations are being processed.” “This is not a panacea.”
The Associated Press contributed to this report.
