“I’m Too Sexy For My Job” . . . Part Three
Is it unlawful to fire an employee for being too sexy? Well, it depends.
Gender Identity - The New Sex Discrimination?
The EEOC’s decision in Macy v. Holder marks the first time a court or agency with nationwide authority has held that transsexuals are protected by Title VII.
EEOC decision uses Justice Scalia's reasoning to extend Title VII protection to transgender federal job applicant
Lost in the news over President Obama's declaration of support for gay marriage is the EEOC’s April 20 decision that the Civil Rights Act of 1964 protects a person undergoing a sex change (i.e. a transgender person) from discrimination.
EEOC Rules Transgender Status Protected from Discrimination Under Title VII
The U.S. Equal Employment Opportunity Commission (EEOC) recently determined that discrimination based on gender identity, change of sex or transgender status constitutes sex discrimination under Title VII of the Civil Rights Act of 1964.
Reporter Plus Side Job as a Stripper Equals Gender Discrimination
Reporter Sarah Tressler covered high society and fashion for the Houston Chronicle. She also worked as an exotic dancer on a part-time basis. According to Tressler, she worked as a stripper only "rarely" and did it for the "exercise" since she "didn't have a gym membership." So she must have been surprised when her "workouts" got her fired from her day job.
Title VII Protects Transgender Employees, EEOC Says
In a recent landmark decision, the U.S. Equal Employment Opportunity Commission found that discrimination against transgender employees is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Although courts are not bound by the decision, it essentially creates a new "protected class" as far as the EEOC is concerned and thus can be expected to have a significant impact on private, as well as public, employers.
EEOC Concludes that Title VII Covers Gender Identity and Transgender Discrimination Claims
The Equal Employment Opportunity Commission recently issued an opinion concluding that under Title VII, employees may bring discrimination claims based on their transgendered status or gender identity.
EEOC Permits Transgendered Worker to Proceed with Title VII Claim
Executive Summary: The Equal Employment Opportunity Commission (EEOC) recently issued a decision stating that discrimination based on transgender status or gender identity constitutes sex discrimination under Title VII. The decision allows transgendered individuals to file workplace discrimination charges with the EEOC. See Macy v. Holder, Appeal No. 0120120821 (April 20, 2012).
Title VII Prohibits Discrimination against Transgender Workers, EEOC Decides
Transgender discrimination is discrimination on the basis of “sex” under Title VII of the Civil Rights Act, the U.S. Equal Employment Opportunity Commission (“EEOC”) has decided in an historic opinion. Macy v. Holder, Appeal No. 0120120821 (Apr. 20, 2012).
The EEOC Opens the Door to Title VII Protection for Transgender Employees
The U.S. Equal Employment Opportunity Commission (EEOC or Commission) recently ruled, in what many have described as a ground-breaking decision by the Commission, that a complaint of discrimination based on "gender identity, change of sex, and/or transgender status" is cognizable under Title VII of the Civil Rights Act of 1964 (Title VII).1 Previously, the EEOC had ruled to the contrary.2
