But when? And how?

Prudent employers will make sure their policies cover sexual orientation and gender identity.

I see some bombs tucked away in there.

Sort of.

Thanks, shutdown!

Another chapter in a continuing saga.

Can you occasionally skip the EEOC and go straight to court if there's a really good reason?

This case will blow your mind.

As long as it's the principle (and I think it is).

Here's a summary of what you may have missed over the holiday break.