Early this week, the Supreme Court of the United States (SCOTUS) issued a decision extending anti-discrimination protections in the workplace to gay and trans-gender employees. In a 6-3 decision written by Justice Neil Gorsuch, the court confirmed that federal law protecting employees from harassment or discrimination on the basis of sex extends to include both sexual preference as well as sexual identity. The decision came in response to a set of three cases that came to the court from different regions of the country, but all of which involved an employee who had been terminated from their employment solely on the basis of sexual preference or sexual identity. Out of Michigan, Aimee Stephens, a transgender woman was terminated by the funeral home where she worked after she revealed her sexual identity; in New York, Donald Zarda was fired after and presumably solely because he advised his employer that he was gay; and in the third case, a county social worker in Georgia (Gerald Bostock) was fired for joining a gay recreational softball league on the grounds that his conduct in doing so was “unbecoming” of a public employee. Although all three plaintiffs in these cases had been terminated, all employee discipline would presumably be governed by the same federal protections, so employers need to ensure they are in compliance with equal employment and anti-discrimination statutes in all employment matters.