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In October, the Northern District of Texas told the EEOC to slow down. Judge Matthew J$.$ Kacsmaryk determined the agency had "misinterpreted" Supreme Court guidance when issuing its $2021$ technical assistance document, which guaranteed workers the right to use bathrooms and dress in accordance with their gender identity, and be recognized by their "preferred name and pronouns.$$

Though this new ruling is limited to Texas employers, and is likely to be appealed, it creates inconsistent guidance for HR professionalsparticularly those whose companies operate in multiple states $-$ now that a federal court has held one opinion about Title VII and the EEOC has espoused another.

HR Brew talked with employment attorneys about how to understand and navigate what Mark Kluger, founder of Kluger Healey, called a $$confusing$$ situation.

What's up for debate? HR professionals might recall that in $2020,$ the Supreme Court issued Bostock v$.$ Clayton County, which said that making $$employment$-$related decisions" based on an employee's $$sexual orientation or transgender status" violated Titlo VULof tho Civil Rights Act of