"I mean, this goes to the very heart of what it is to live and work in this country".
Two weeks after giving the letter to her boss, Stephens was sacked.
But the workers contend, and the lower courts that have ruled for them have reasoned, that the law as it stands plainly covers sexual orientation and gender identity because discrimination against them is based on generalizations about sex that have nothing to do with their ability to do their jobs.
The owner of Harris Funeral Homes, Tom Rost, explained in a videotaped interview with his lawyers that he was concerned about how the families of the deceased would react to Stephens who was, in Rost's words, "the face of the Harris Funeral Home".
The Trump administration has effectively thrown in its lot with the employers, backing a narrow interpretation of a 1964 civil rights law banning discrimination "on the basis of sex". Aimee Stephens is a MI funeral director who was sacked after she told her employer of six years (who is a self-described devout Christian) that she is transgender.
Supporting that argument are 15 states, including Texas, and its solicitor general, Kyle Hawkins. The Supreme Court has an opportunity to clarify this area of law to ensure protections for LGBTQ people in many important areas of life.
"This court has recognized again and again forms of sex discrimination that were not in Congress's contemplation in 1964", responded Karlan.
United States stocks whipsaw as weak data sparks stimulus bets
But stocks rallied back, recovering their losses by midday, as investors' hopes of a Fed rate cut increased dramatically. OVERSEAS: Stocks in Europe and Asia fell broadly as the global prospects for economic growth dim amid trade uncertainty.
Merkley said he will continue pushing for the Equality Act even if the Supreme Court rules in favor of LGBTQ+ rights, so as to add an extra layer of federal protection and make it more hard for the policy to be overturned in the future. Kennedy was a voice for gay rights and the author of the landmark ruling in 2015 that made same-sex marriage legal throughout the United States.
"If we're going to be extending the understanding of what sex encompasses", said Roberts, "how do we address that other concern" of religious exemptions?
Almost half of Americans believe that lesbian, gay, and bisexual people are protected from sexual orientation discrimination under federal law, according to a 2019 Ipsos poll conducted for Reuters. At issue was an employer's policy barring the hiring of women with young children. A ruling against the plaintiffs would mean gay and transgender people in those states would have few options to challenge workplace discrimination. "Not in this case, because what they're going to find in this case is that this was a reasonable law, 'we're not prohibiting the right to an abortion, but the states have a right to reasonably restrict access, and because there's one doctor in the state who is eligible to perform abortions, then that's fine.' And that's just one step closer to an all-out overturning of Roe v. Wade". Stephens' boss fired her because he did not want her to start wearing women's clothing at work. That section prohibits employers who have more than 15 employees from discriminating "because of sex". But it is arguably more stark.
Moreover, the defendants and their amici argue that the plaintiffs' reading of Title VII could mean the end of things like sex-specific restrooms and locker rooms and this could actually undermine Title VII by threatening other sex specific practices and institutions that are created to provide an equal playing field between men and women. So it's not sex discrimination, it's sexual orientation discrimination.
Gerald Bostock is another employee whose case is before the justices.
But Cole argued transgenders are not "disruptive".
Could employment cases affect school sports? And the NCAA has developed regulations for when trans student-athletes may or may not participate. David Cicilline, D-R.I., have argued the legislation, which the Senate has yet to take up, should be considered separately from Title VII.
"When I chaired the EEOC, we issued nationwide sexual harassment guidelines that were later affirmed by the Supreme Court", Norton said.