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Late aftermost week, a 1000-member abbey accumulation in Texas sued the Equal Application Opportunity Commission (EEOC), the federal bureau that enforces Title VII of the Civil Rights Act of 1964 (Title VII), the federal anti-discrimination law.

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This accumulation alleges that—despite the absence of a prohibition of bigotry based on animal acclimatization and gender character in the absolute argument of Title VII—the EEOC wrongfully claims that Title VII prohibits abode bigotry based on animal acclimatization or gender character and interprets the prohibition of bigotry based on “” to accommodate bigotry based on or because of a person’s animal acclimatization or gender character beneath two EEOC rulings: Baldwin v. Foxx (deeming animal acclimatization bigotry a “ based consideration,” which I wrote about here) and Macy v. Holder (transgender bigotry is bigotry based on because it inherently involves demography gender—and accordingly —into account).

Why wrongfully?

Because, the accumulation claims, the EEOC fails to admit a religious absolution for a religious group’s action to ual or transgender status, which, they allege, violates the Religious Freedom Restoration Act (RFRA) and the First Amendment. You can apprehend the complaint here.

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Wait, why should this be a thing?

Now remember, my accomplice Rich Cohen and I accept blogged here, here, and best afresh here, that the federal appeals courts are disconnected about whether Title VII prohibits animal acclimatization and gender character bigotry back these are not absolutely adequate classes in the argument of Title VII. (For the record, neither is “[-based] harassment” nor “pregnancy” yet both are advised discrimination.)

Anyway, the plaintiffs in this recently-filed complaint noticed this blank too and are not admiring to see the RFRA abatement by the wayside. Thus, the accumulation seeks to adjure the EEOC from administration anti-discrimination behavior adjoin any employer that altar to ual or transgender-based bigotry or aggravation on religious grounds. They assert, inter alia, that

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The argument of Title VII makes no exemptions or apartment for administration that authority aboveboard religious objections to uality or transgender behavior… Nothing in Title VII exempts any religious employer from the statute’s prohibition on discrimination.

and

The EEOC refuses to accede that RFRA [and the First Amendment] limit[s] its adeptness to accomplish Title VII adjoin administration who article to ual and transgender behavior on religious grounds. And the EEOC readily brings lawsuits adjoin Christian businesses that argue these behaviors after absorption to their rights beneath the RFRA and the First Amendment.

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What absolutely do they want? A acumen advertence that the EEOC’s estimation of Title VII violates both RFRA and the First Amendment because it excludes administration absolved on the base of aboveboard captivated religious objections to uality or transgender status.

This is one to watch because, as my accomplice Eric Meyer wrote about here, a federal cloister afresh assured that RFRA could trump Title VII area all-around a transgender agent would crave the employer to breach its sincerely-held religious beliefs. The EEOC absent there.

BUT the EEOC’s Strategic Enforcement Plan for 2017-2021 includes a authorization for”[p]rotecting lesbians, gay men, biuals and transgender (LGBT) bodies from bigotry based on .”

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While the law charcoal unclear, abnormally back SCOTUS has not yet disqualified on the ambit breach at the appellate level, abounding administration opt to accommodate LGBTQ cachet in EEO behavior and in training. And SCOTUS has antiseptic (in Oncale v. Sundowner OffshoreServices) that Title VII prohibits same- harassment.

Employer Takeaway

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So, what do we do while we delay for added description from SCOTUS? Does the EEOC’s position breach RFRA? Is this article admirable of employers’ added attention?

I anticipate it depends what affectionate of employer you are, but as I acclaimed here, and as I’ve blogged about often, to eradicate animal aggravation and added forms of actionable harassment, we charge to absolutely accede an alignment shift. Organizations that abide abhorrent behavior “typically accept far greater problems with animal harassment.” Scientific studies accept apparent that back a company’s altitude does not abide such behavior, it can arrest harassment, “even by those with a ability adjoin such conduct.” With such a cultural shift, we get diversity, inclusion, and beneath aggravation and discrimination.

Accordingly, and feel chargeless to disagree, while I do not apperceive the plaintiffs or their missions, I anticipate such a declaratory acumen would accessible the aperture for application bigotry based on a person’s animal acclimatization or gender character beneath the guise of “it’s adjoin my religion.” I’m cerebration we’re gluttonous added adequation inclusivity behindhand of a person’s gender, animal orientation, or gender character or expression, not less. 

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