What does the term “sex discrimination” mean? Does it apply to an individual’s gender or to their sexual orientation, too?
That question has been at the center of a high profile court case, one that took a new turn at a federal appeals court on Monday. The case in question concerns a skydiving instructor who was fired after confiding to a female customer that he was gay. The plaintiff, since deceased, argued that his firing constituted illegal discrimination.
The appeals court agreed, ruling that Title VII of the 1964 Civil Rights Act, which forbids workplace bias on the basis of “race, color, religion, sex, or national origin,” also protects workers based on sexual orientation.
Supreme Court Showdown?
The Equal Employment Opportunity Commission (EEOC), the federal body tasked with enforcing Title VII, agrees with the court’s decision. That group, which is led by five bipartisan commissioners, views the matter differently than its peers in the Justice Department and Trump administration.
Employers should note that while federal protections for LGBT workers remain in flux, a number of states have their own protective measures in place. New York, California, and Connecticut are among the 20 states that follow the EEOC’s broader definition of sex discrimination.
While stats like the above might sound promising to activists, those jurisdictions collectively only account for less than half of the country’s LGBT population—meaning the Supreme Court’s decision could have far-ranging consequences.
The Namely team will continue to monitor the case should it make its way to the Supreme Court.
Andy Przystanski is Content Marketing Manager at Namely, the all-in-one HR, payroll, and benefits platform built for today's employees. Connect with Andy and the Namely team on Twitter, Facebook, and LinkedIn.
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