A woman who was fired after notifying her employer that she was transgender may have her case taken up by the United States Supreme Court. In 2013, Aimee Stevens filed a complaint with the EEOC against her employer, alleging she was discriminated against for being transgender and for refusing to conform to sex-based stereotypes. The EEOC took up the case on behalf of Ms. Stevens.
The case made its way from the federal district court to the 6th Circuit Court of Appeals. The district court agreed with the employer that Title VII, the federal anti-discrimination laws, did not protect a transgender employee, but ruled in favor of Ms. Stevens and the EEOC as to the sex stereotyping claim. The EEOC then appealed to the Sixth Circuit, and the Sixth Circuit ruled in favor of Ms. Stevens and the EEOC on both claims, setting precedent for expanding the definition of “sex” to include protection to transgender people.
Sixteen states have filed briefs in support of the employer, arguing that the definition of “sex” should not be expanded to include transgender individuals.
If you believe you have been the victim of gender stereotyping or discrimination, please consider contacting the lawyers at the Bullman Law Firm. We represent workers, not employers. Our number is (503) 987-5000. There is no charge for your call.