Update Applicable to:
All employers in the state of Michigan.
In a previous communication, we notified you that the Michigan State Senate voted to increase workplace protections for members of the LGBTQ community by passing Senate Bill 4 (SB 4). This is an update for that communication.
What are the details?
On March 8, 2023, the Michigan House of Representatives passed SB 4, expanding the language of the Elliott-Larsen Civil Rights Act (ELCRA)’s protected categories to include sexual orientation and gender identity or expression as prohibited categories for discrimination.
The amendment defines “gender identity or expression” as “having or being perceived as having a gender-related self-identity or expression, whether or not associated with an individual’s assigned sex at birth.” Sexual orientation “means having an orientation for heterosexuality, homosexuality, or bisexuality or having a history of such an orientation or being identified with such an orientation.”
As of March 14, 2023, the bill is awaiting the governor’s signature. The new bill will go into effect 90 days from signage.
For more information, please see the links below:
What do employers need to do?
Employers should review the links provided above and should be on the lookout for any more news regarding this new bill. Vensure will continue to provide more updates once more news has been received.
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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.