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Navigating Nevada's Rules Protecting Gay and Transgendered Employees

 
In today’s changing political climate, many businesses are unsure of what, if any, laws apply to gay and transgendered employees. In today’s changing political climate, many businesses are unsure of what, if any, laws apply to gay and transgendered employees. For example, does Nevada law require companies to allow transgendered employees to use the bathroom associated with the gender they identify with, even if it is not the same as their biological gender? If a Nevada business hires both a gay employee and a conservative religious employee, how can that company avoid being sued by one – or both – of those employees? This topic will enable Nevada business owners and human resources professionals to understand the different laws that apply to their business so that they can not only develop a strategy to prevent discrimination and harassment based on sexual orientation and transgendered status, but also minimize liability if and when claims of such discrimination arise.

Faculty

Shannon S. Pierce

Shannon S. Pierce

Fennemore Craig, P.C.

Agenda

Faculty

Shannon S. Pierce

Shannon S. Pierce

Fennemore Craig, P.C.

  • Of counsel with Fennemore Craig Jones Vargas
  • Practices primarily in the areas of employment defense and commercial litigation
  • More than a decade of experience litigating on behalf of management concerning claims of employment discrimination, wrongful termination, leaves of absence, and other traditional employment and commercial litigation
  • Frequent speaker and has written numerous publications
  • Recipient of Witkin award in employment law
  • J.D. degree, Order of the Coif, Santa Clara University School of Law; B.S. degree, California Polytechnic State University
  • Can be contacted at 775-788-2260 or [email protected]

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