Robin Shea, Partner at Constangy, Brooks & Smith
The post below is a guest blog from Robin Shea who serves as Partner for Constangy, Brooks & Smith, LLP, CAI’s Partner for the 2014 Triad Employment Law Update. This post originally appeared on her blog Employment and Labor Insider.
The Employment Non-Discrimination Act is dead again. Is there any federal law on same-sex harassment or discrimination? If so, what is it? Here are some scenarios that may be helpful in picking through this
crazy extremely complex and rapidly transitioning area of the law. (Answers are provided after Scenario 6, below.)
Scenario 1. Joe has a huge crush on John. Joe makes lewd and unwelcome comments to John, and tries to corner him to make sexual advances to him. John has made it clear to Joe that he is not interested, but Joe doesn’t listen.
Scenario 2. Bill interviews Lester for a job. Lester is huge, hairy, and masculine looking. When Bill offers him a job, Lester says he is thrilled but will have to discuss it that evening with his “better half,” Jim. Bill immediately withdraws the offer and hires a less-qualified heterosexual man.
Scenario 3. Bill interviews Charlie for a job. Charlie is married (to a woman) and has four kids. However, he’s “thin and neat,” and he speaks with a sibilant “s.” Bill thinks Charlie will catch too much grief from Bill’s “rough” work crew, so he hires a less qualified guy who he thinks is more “manly.”
Scenario 4. Mary has short hair, doesn’t wear makeup or nail polish, and she wears “men’s” pants and flat shoes. The women she works with gossip about her behind her back and play mean jokes on her. The female supervisor sees all of this and thinks it’s funny and harmless.
Scenario 5. Anne has long, lustrous, beautiful hair, and is perfectly dressed and made up every day, right down to her shell-pink ruffledy chiffon dress and her seven-inch stiletto heels. One day, Anne tells her boss that she and her partner are planning to adopt a baby. While the boss is ecstatically planning Anne’s baby shower, Anne mentions that her partner’s name is Marie. The boss starts writing Anne up for performance issues (all bogus), and eventually fires her.
Scenario 6. Marsha (formerly Marshall) is a biological male who is going through the gender-reassignment process. Marsha has not had surgery yet, but she’s started hormone treatments and, on the advice of her physician, has begun dressing and living as a woman. Marsha’s supervisor, Staci, fires Marsha for coming to work five minutes late — once — when there was a horrendous accident on the interstate that made everyone else late, too. (No one else is even written up.)
The answers, with no ENDA, and assuming none of these employers are federal contractors, are 1-D, 2-A, 3-D, 4-C, 5-B, and 6-C.
Crazy Extremely complex and rapidly transitioning, I know! Title VII prohibits discrimination based on sex but not sexual orientation. However, Title VII does prohibit discrimination based on sex stereotyping. (Why? Because the Supreme Court said so, that’s why.) So if the discrimination or harassment has something to do with stereotyping — in other words, the individual is being picked on because he doesn’t fit the picture of what a “man” should be, or she doesn’t fit the picture of what a “woman” should be, the individual could have a valid federal claim. As in this case.) On the other hand, if the individual is picked on “only” because he or she is perceived as being gay, then there is no valid federal claim.
Of course, many states and local governments have their own laws prohibiting discrimination and harassment based on sexual orientation. In addition, in any state, a person who is harassed because of sexual orientation may (depending on the circumstances) have common-law tort claims for intentional or negligent infliction of emotional distress, assault and battery, or false imprisonment, and one who is fired or “forced” to quit could have a claim for wrongful discharge. So employers should not think that the lack of a federal law means they can act with impunity.
Robin Shea is presenting at the 2014 Triad Employment Law Update on November14th at the Grandover Resort in Greensboro. In addition to sharing information on gender identify and new protected classes, attorneys from Constangy, Brooks and Smith, LLP will provide you with the most recent updates in state and federal employment law. Register today at www.capital.org/triadlaw.