In a 6 to 3 vote on Monday, June 15, the U.S. Supreme Court ruled that workplace discrimination because of an individual’s sexual orientation or gender identity is unlawful discrimination “because of Sex” under Title VII of the Civil Rights Act of 1964. Title VII is the federal employment law that prohibits discrimination based on race, color, religion, national origin, and sex. The law applies to employers with 15 or more employees who worked for the employer for at least 20 weeks of the current or preceding calendar year. Employers may not refuse to hire, discharge, or otherwise discriminate against "any individual" with respect to his or her pay and terms and conditions of employment based on the individual's sex, according to the statute.

Do employees have to specifically ask for a “reasonable accommodation” for a disability?

Answer: No

The First Amendment guarantees citizens the protection of free speech from intrusion by the government. However, employees do not have the same protections as private-sector employers. But that doesn’t mean that businesses can curb all employee speech.

An employee's posts on social media platforms might be considered protected concerted activity if the employee is discussing working conditions and other labor relations matters. In recent years, the National Labor Relations Board (NLRB) and courts have found that social media posts might be protected even if they contain profanities or appear disloyal to the business. Thus, employers should ensure that their social media policies and practices can't be reasonably perceived as restricting such discussions.