The Supreme Court will decide three cases concerning LGBT rights in the middle of the 2020 presidential campaign
SINCE 2015, same-sex couples have had a constitutional right to marry—yet Americans still enjoy no federal protection from workplace discrimination on the basis of their sexual orientation or transgender identity. In some two dozen states that do not have their own civil-rights umbrella for LGBT people, a gay employee can return to the office from his honeymoon and be fired.
In recent years, a push for greater equality has had some success at the Equal Employment Opportunity Commission and in several federal appeals courts which have pointed to protection against employment discrimination for LGBT in the Civil Rights Act of 1964. Meanwhile, the Trump administration and other courts are sticking to less expansive readings of that law. After months of discussion in private conference, on April 22nd the Supreme Court agreed to resolve the split.
Mr Bostock’s claim, finding it foreclosed by a 1979 precedent which concluded that “[d]ischarge for homosexuality is not prohibited by Title VII”.the third case, poses two slightly different questions about a transgender woman, Aimee Stephens, who lost her job at a funeral home when she told her boss she would no longer dress or present herself as Anthony. The Supreme Court will ask whether dismissing employees based on their “status as transgender” violates Title VII.
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