In June 2020, the Supreme Court handed down one of its most significant employment law rulings in years. In Bostock v. Clayton County, the Court considered three, consolidated cases presenting a key question that had divided lower courts: Does Title VII's prohibition of discrimination "because of sex" include discrimination on the basis of either sexual orientation (gay, lesbian, or bisexual employees or applicants) or gender identity (transgender persons)? In a ruling that surprised most observers, the Supreme Court ruled 6-3 that discriminating against gay or transgender people is impossible without considering that person's sex, and that Title VII therefore prohibits such discrimination as a matter of federal law. While many states and localities already had local laws prohibiting such discrimination, in 27 states no such protection existed at the state level, so this decision represents a major expansion of Title VII's prohibition of employment discrimination. What exactly did the Court say? How does this fit in with the expansion of LGBTQ legal rights over the the past 26 years? What practical implications does this have for public employers—in employment policies, in training, and when it comes to resolving tough issues such as religious objections or harassment complaints? What are the most important steps for you to take now to ensure that you are protecting your jurisdiction from possible liability as well as furthering a respectful, diverse, and inclusive workplace? The speaker, Douglas Duckett of the Duckett Law Firm, LLC, is a well-known attorney and trainer and past National PELRA president who works with government employers in Ohio and around the United States on human resources and related legal issues.