Enforcement of a guidance issued by the U.S. Equal Employment Opportunity Commission (EEOC) some 14 months ago has been blocked by the federal district court. The EEOC guidance, structured as a technical assistance document entitled “Protections Against Employment Discrimination Based on Sexual Orientation or Gender Identity” was issued in the wake of a Supreme Court (SCOTUS) decision (Bostock v Clayton County) in which SCOTUS held that Title VII protections against sex discrimination encompassed sexual orientation and transgender status. President Biden issued an Executive Order directing federal agencies to enact rules that prohibited such discrimination. EEOC subsequently issued the guidance and therein adopted a very expansive view regarding workplace discrimination. Among the positions taken in the EEOC document, employers could not require a transgender employee to dress in accordance with their sex at birth; employers could not deny an employee equal access to a bathroom that corresponds to the employee’s gender identity; and use of pronouns inconsistent with an individual’s gender identity could be considered harassment. The guidance was challenged in Tennessee federal court by some 20 republican-led states with Tennessee being the lead plaintiff. In response, U.S. District Court Judge Charles Oakley granted the preliminary injunction enjoining enforcement on a national basis. Although EEOC (or the Biden administration) may appeal the injunction to the 6th Circuit Court of Appeals, that action has yet to be taken and no comments have yet been made in that regard.