Below you'll find the materials we'll be using for this module. This week, we'll be looking more at case law than for some of the other topics--and the most recent case will hold that Title VII does in fact protect against discrimination based on sexual orientation.

Required Readings

EEOC Pages

Explore the EEOC website pages related to discrimination based on sexual orientation and gender issues. There are a lot this week but just remember you aren't reading all of these to memorize them; you will never be in a situation where you can't reference these materials—you are looking that them now so you'll know where and what to look for when you need it. Make sure to look at:

Case Law

Sexual Orientation and Gender Identity Employment Discrimination (2017)
- This casebook chapter was written before Bostock v. Clayton County, so keep that in mind as you read the commentary and cases. Reading it will give you a good understanding of the history of how this protection has evolved to where it is now. Don't feel as if you need to read every word of every case--just read so that you get the general idea of what each held. The notes and commentary will help you a lot with this.
Bostock v. Clayton County
- This is the most recent case on sexual orientation protection which holds that Title VII does apply.
Enforcement Guidance on Harris v. Forklift Sys. Inc.
- This EEOC document interprets a Supreme Court case, Harris v. Forklift Sys. Inc., as it applies to sexual harassment.
These case law documents are our Hypothes.is enabled readings for this topic. Make sure to make at least four substantive annotations as you read. General substantive comments or questions are fine as always. One or two sentences will suffice for each annotation and your annotations can be initial posts or responses to your peers' annotations. Due to how Canvas and Hypothes.is interact, each act will be its own Hypothes.is assignment but you only need four annotations total and your grade will be entered on the casebook chapter assignment, no matter where you make annotations.

Statutes/Acts

Title VII of the Civil Rights Act of 1964
- As you read last week, Title VII once again applies here. You don't need to read this act again this week unless you'd like to review any parts of it, but I am
29 C.F.R. PART 1604
- This regulation gives additional information for protections from discrimination for women, married women, pregnancy, and other related concerns such as sexual harassment derived from the rule-making process.
The Equal Pay Act of 1963
- This act addresses the issue of sex discrimination relative to pay for work.

Media

Why Supreme Court's LGBTQ employment discrimination ruling marks a milestone
- The video below gives an overview of Bostock v. Clayton County. The relevant portion ends at 5:04.

Additional Resources

Additional EEOC pages

Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities
- This document provides additional information about when discrimination against someone who is acting as a caregiver would violate the law such as discrimination against caretakers who are women of color or male.
Questions and Answers: The Application of Title VII and the ADA to Applicants or Employees Who Experience Domestic or Dating Violence, Sexual Assault, or Stalking
- This document provides guidance for when those faced with these types of discrimination might be protected by Title VI or the ADA (which we will cover when we get to discrimination based on ability).

Sex-Based Charges (Charges filed with EEOC) FY 1997 - FY 2019
Sexual Harassment Charges EEOC & FEPAs Combined: FY 1997 - FY 2011
Pregnancy Discrimination ChargesEEOC & FEPAs Combined: FY 1997 - FY 2011
- One or more of these three data reports might be helpful in providing supporting details for your assignments.

Non-EEOC Enforced Protections

Fact Sheet #73: Break Time for Nursing Mothers under the FLSA
- This protection is granted in the Fair Labor Standards Act enforced by the US Department of Labor.
The Family and Medical Leave Act (FMLA)
- Enforced by the Department of Labor, this Act requires allowing paid or unpaid leave for caregivers under several circumstances.
Justice Department Settles Sexual Harassment and Retaliation Lawsuit Securing $342,500 for Two Female Firefighters and Changes to the Houston Fire Department's Training Practices
- This document shows an example of an outcome of a sexual harassment claim.