The Role of the Church in Working with Orphans and Vulnerable Children
2iC
Critical Skills for Emerging Leaders Training
Leadership Pathways: Thriving as Women Leaders and Developing Others
On Mission 2022by Joseph Brown, Esq. and Theresa Lynn Sidebotham, Esq.
On June 15, 2020, the Supreme Court of the United States handed down its decision in the case of Bostock v. Clayton County, Georgia.[1] The issue in the case was whether Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating on the basis of sexual orientation or gender identity. The Court’s holding was that “an employer who fires an individual merely for being gay or transgender violates Title VII.”
This decision has significant implications for all employers, especially faith-based organizations who operate with religious convictions about human sexuality. This article will explain these potential implications and provide guidance for religious employers to avoid liability under Title VII.
Login Required
The following content is accessible for members only. You have reached this page because you are either not logged into your member account or you are not a member of Missio Nexus.
Let’s get you access!
- If you are a member, log in below.
- If you are not a member, please explore our membership options and benefits.
- If you are a member, but do not remember your login information, select “request password” below.
- If you are a subscriber to EMQ you are not a member of Missio Nexus, but we want to invite you to convert your subscription to a membership which will give you access to all member benefits. Call 678-392-4577 or email us to make that happen.
Comments are closed.