On Tuesday, the court will hear its first major cases on whether a federal law that bars sex discrimination in the workplace will cover gay and transgender employees. Technically, the law protects discrimination "based on sex", but just because the law wasn't necessarily written with LGBTQ+ individuals in mind, that doesn't mean they shouldn't be protected by it. But Congress has not been able to pass a law clarifying whether or not employers have the right to dismiss employees because of sexual orientation or gender identity, according to the Wall Street Journal.
Does a United States (US) employer have the right to sack a worker because they are gay or transgender?
House of Delegates Speaker Roger Hanshaw had said previously that the hope in asking the Supreme Court to take the case was not to seek permission to restart impeachment proceedings but to correct legal errors in the decision.
We can not ignore what these three cases, and the social and legal questions they present, are really about: the rights of everyone to work free from the limitations of sex stereotypes. This is the court's first LGBT-related case since Justice Brett Kavanaugh replaced retired Justice Anthony Kennedy, who used to write rulings for the issue.
Although these cases may seem to be only about LGBT rights, the reality is that everyone stands to lose basic workplace protections against discrimination if the high court rejects these workers' claims.More news: Lam says Chinese military could step in if uprising gets bad
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Gerald Bostock said he was sacked from his position as a child welfare services coordinator in Clayton County, Ga., not long after he joined a gay softball league.
The Supreme Court will hear arguments in the case this winter, and a decision is likely to come by the end of June, four months before the 2020 election.
Skydiving instructor Donald Zarda was sacked shortly telling a woman he was preparing to take on a dive that he was gay. The states that prohibit discrimination are not uniform - some protect only gender identity or transgender status, and some differentiate between public and private employment. It asserts that a transgender woman can be lawfully fired if an employer says she is not a "real" woman, and that a gay man can lose a job for not conforming to an employer's view about "real" men. The other case is R.G.
For lawyer Tom Goldstein, who has often argued cases at the Supreme Court, Stephens' case has probably come "too early" before the body, which is unlikely to accept a broader reading of the 1964 law.
That is analogous to discriminating against a transgender individual, the commission said.