WASHINGTON, DC: June 15, 2020. In a stunning victory for equal rights in the workplace for the LGBTQ movement, the United States Supreme Court moments ago issued a long-awaited decision finding that gay, lesbian, and transgender employees enjoy full protection against discrimination in the workplace under Title VII, the nation’s major civil rights law.
Our firm has been suing employers for sexual orientation discrimination for years, but we’ve been forced to do so under a hodgepodge of local laws. Now, we can pursue and enforce the rights of our LGBTQ clients under the chief civil rights law, and seek the full spectrum of relief it allows.
So for the first time in history, employers cannot treat employees differently – in hiring, in firing, in promotions, in any workplace decisions – because of their sexual orientation.
Here’s how the Court opened its landmark decision:
Sometimes small gestures can have unexpected consequences.
Major initiatives practically guarantee them. In
our time, few pieces of federal legislation rank in significance
with the Civil Rights Act of 1964. There, in Title VII,
Congress outlawed discrimination in the workplace on the
basis of race, color, religion, sex, or national origin. Today,
we must decide whether an employer can fire someone
simply for being homosexual or transgender. The answer
is clear. An employer who fires an individual for being homosexual
or transgender fires that person for traits or actions
it would not have questioned in members of a different
sex. Sex plays a necessary and undisguisable role in the
decision, exactly what Title VII forbids.
The full text of the decision can be found at this link.
Have You Suffered Workplace Sexual Orientation Discrimination in The Last Three Years?
If so, call us immediately at (800) 663-7999 for a free consultation about your rights. This decision is not limited to events from today forward, so if you have suffered adverse employment action because of your sexual orientation in the last three years, you may be entitled to a substantial recovery.
Categories: Gender Discrimination, Retaliation, Same-Sex FMLA Spousal Protection, Same-Sex Marriages, Sexual Identity Discrimination
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