Last month, Lanier Ford attorney Lauren Smith wrote about the EEOC’s federal-sector decisions involving application of the anti-discrimination protections of Title VII to transgender employees. The blog post noted that the federal-sector decision was not binding on private employers, but nonetheless gives important insight into the EEOC’s position on this issue.

The U.S. Supreme Court has unanimously provided some guidance about whether conciliation efforts between the Equal Employment Opportunity Commission (EEOC) and an employer accused of employment discrimination can be judicially reviewed. This guidance came in the case of Mach Mining, LLC, v. EEOC, decided on April 29, 2015.

The Equal Employment Opportunity Commission (EEOC) continued its proactive stance towards transgender employees in a ruling released early last month. In its April 1, 2015, decision, the EEOC determined that a transgender civilian employee at Redstone Arsenal had experienced discrimination when she was restricted from using a common women’s restroom. This case highlights the EEOC’s aggressive policy of eliminating discrimination on the basis of sex and gender identity under Title VII of the Civil Rights Act of 1964.