With an equal distribution of plaintiffs` and defence`s work, cutting-edge pro bono initiatives, and a robust emergency response platform, the firm has won hundreds of awards and become known for its winning strategies in cutting-edge litigation, appeals and investigations. Our law firm has been a trusted advisor to more than 700 same-sex couples in DC, Virginia and Maryland. We know the opportunities, risks, and strategies that will protect you, and we will apply our experience sensitively to the issues we share with same-sex couples. We draft wills, trusts, powers of attorney and articles of association. We establish pre- and post-nuptial contracts. We notarize homes, place them in trusts and do whatever it takes to make sure your estate really goes to the person you love. We founded this firm to demonstrate what can be accomplished by effectively combining an unwavering commitment to process excellence and success for our clients with a fundamental commitment to career development, public service and diversity, equity and inclusion. As part of our planning process, we review the title to your property to ensure it accurately reflects the state of your relationship. This helps avoid unnecessary costs or problems if one of you dies. In particular, if you bought a property together before getting married, we want to make sure it is right for you now as a married couple. This gives the spouses maximum protection. Many of these changes are easy and inexpensive to make, but the modifications can give you huge benefits. (D.C.
Code § 2-1402.11.) When it comes specifically to a person`s gender identity or expression, employers are also prohibited from doing so: we will stand up for LGBTQ people and people living with HIV. Michele Zavos of ZAVOS LAW has nearly 40 years of experience representing members of the LGBT community. Michele`s clients include same-sex couples, single members of the LGBT community, transgender couples, and polysexual family members. Employers are prohibited from doing the following because of a person`s sexual orientation or gender identity or expression: Yes, it`s difficult. It forces you to consider the worst. And it`s one of the greatest expressions of love and respect you can make. If you take the time to sign a few legal documents, you will know that everyone you care about will be treated the way you want. You guarantee that your wishes have the force of law. And you relieve those you love, financially and legally. Lambda Legal, a 501(c)(3) nonprofit, is a national organization committed to achieving full recognition of the civil rights of lesbian, gay, bisexual, transgender, and anyone living with HIV through litigation, education, and awareness-raising. Read more The one that matches your gender identity or gender expression.
Employers are prohibited from preventing their employees from using gender-sensitive facilities, including washrooms and change rooms, that correspond to their gender identity or expression. (4 DCMR § 802.1.) Michele approaches clients` problems with creative and unconventional solutions, such as: working to change existing laws or helping clients who choose to resolve legal issues through mediation or collaborative law. No: Your employer is required to “make reasonable arrangements” to “grant you access to and. Safe use of gender-sensitive facilities, including those where people are often naked, in accordance with your gender identity or expression, whether or not you have documented your gender identity or expression. (4 DCMR § 805.1, 805.2.) Employers can only require such documents if they impose this requirement on anyone for “reasonable business or medical purposes.” (4 DCMR § 805.3.) Absolutely yes. They need wills for the same reasons that opposite-sex spouses have created them for centuries. The rules that apply if you die without a will can have serious consequences for the survivor. While marriage does offer more protection, every couple has unique circumstances and desires that can only be addressed in documents specially prepared for you. This is even more important if you have children or plan to have children.
Michele Zavos was a pioneer in the development of legal protection for LGBT families. Long before same-sex marriage was an option, she drafted laws and set legal precedents that gave important rights to family members. Because of her experience in this area of law, lawyers and judges often turn to her for advice and training. Michele continues to work at the top, helping Poly families resolve legal issues through her experience and in-depth knowledge of relevant laws. Any employer who has a single-occupancy washroom must also mark the washroom with gender-neutral signs. (4 DCMR § 802.2.) Selendy Gay Elsberg Top Plaintiffs in Crypto-Asset Litigation Qualified and Transgender: A Report on CV Test Results for Employment Discrimination Based on Gender Identity For many couples — especially those who have been without marriage for years — one of them has a greater fortune, a higher-paying job, or children from a previous marriage. For all these reasons, a prenuptial agreement is useful to provide certainty about how pre-existing property or obligations will be protected after marriage. It sounds unromantic to many people, but it`s a crucial step in making sure your post-wedding life reflects the realities of what you`ve both put together. The American Lawyer “Litigation Leaders”: Selendy Gay Elsberg`s new partners immerse themselves in the boutique`s unique office approach Our experienced lawyers guide our clients through litigation, investigations and appeals where their businesses and even their individual freedoms are at stake. We`ve a proven track record of solving our customers` toughest problems by redefining them. No: DC law explicitly prohibits such dress codes.
(4 DCMR § 804.1.) Employers are allowed to impose standards for clothing and grooming that serve a “reasonable business purpose,” but these standards must not “discriminate against or discriminate on a person-based basis.” gender identity or expression. (4 DCMR § 804.2.) If you work for the DC government, you should first consult with an agency`s Equal Employment Opportunity Consultant, who has 30 days to seek an informal solution.