The U.S. Supreme Court could decide in the next few weeks whether to hear cases that ask if Title VII's prohibition of discrimination on the basis of sex also bans discrimination against lesbian, gay, bisexual and transgender employees.
Does the law's definition of sex discrimination cover anti-gay discrimination? Could the definition of sex discrimination also cover transgender discrimination or gender identity?
The Supreme Court could answer those questions if it decides to hear one or all of the following cases:
Harris Funeral Homes v. EEOC. This case involves a transgender funeral director who started wearing female clothing at work in violation of a dress code requiring men to wear suits. When she was fired for refusing to comply with the dress code, the EEOC sued. The 6th Circuit Court of Appeals said the employer violated Title VII because the dress code discriminated based on sex, including sexual identity.
Bostock v. Clayton County...