Rojgar Job News

My unabashed love of the New York Yankees has been well chronicled here on the blog. (Here and here for just a sample.) So imagine my surprise when I did a deeper dive last night into the Supreme Court’s landmark decision yesterday.  There on page ten, Justice Gorsuch digs deep into baseball loyalties for this example: Consider an employer with a policy of firing any woman he discovers to be a Yankees fan. Carrying out that rule because an employee is a woman and a fan of the Yankees is a firing “because of sex” if the employer would have tolerated the same allegiance in a male employee. Or, put another way, it’s ok to fire Yankees fans, so long as all employees who like the Yankees (both male and female) are treated the same. (I’m still waiting for a vociferous dissent from Justice Sotomayor – a devout Yankees fan herself.) Wait, you might say — That’s my private belief! How can I be fired for just liking a baseball team? But obvious...

In the most consequential U.S. Supreme Court case in many years, the Court ruled this morning that Title VII prohibits employment discrimination on the basis of sexual orientation or gender identity. You can download the 6-3 decision in Bostock v. Clayton County, here. Connecticut has long prohibited employment discrimination on the basis of sexual orientation and gender identity so the court’s decision will have less of an impact here for LGBT workers.  In fact, back in 2016 the Connecticut District Court already offered these protections for Title VII cases in this state in a decision that I covered back then.  In states without such protection, the new protections now offered to employees nationwide will be significant. And moreover, the message that this case is sending is unmistakable too: The statute’s message for our cases is equally simple and  momentous: An individual’s homosexuality or transgender status is not relevant to employment decisions....