Earlier this month, the U.S. Supreme Court announced it would not hear arguments in GG v. Gloucester County School Board, which involves a transgender male high school student who was banned from using the men’s restroom.
In the absence of a High Court ruling, “bathroom bills” are popping up across the country along with more expansive state laws that prohibit transgender discrimination.
Given this, employers should be mindful when implementing bathroom usage policies. Employers may also want to consider other best practices for managing transgender employees, such as amending anti-discrimination policies, implementing a transition plan and educating workers.
– Steve Bernstein, Fisher Phillips