Corporations argue for uniform rule in brief to high court
The corporations outlined their stance in a legal brief released Tuesday by a coalition of five LGBTQ rights groups. The brief is being submitted to the Supreme Court this week ahead of oral arguments before the justices on Oct. 8 on three cases that may determine whether gays, lesbians and transgender people are protected from discrimination by existing federal civil rights laws.
Among the 206 corporations endorsing the brief were Amazon, American Airlines, Bank of America, Ben & Jerry’s, Coca-Cola, Domino’s Pizza, Goldman Sachs, IBM, Microsoft, Morgan Stanley, Nike, Starbucks, Viacom, the Walt Disney Co. and Xerox. Two Major League Baseball teams, the San Francisco Giants and the Tampa Bay Rays, were among the group.
In their brief, the companies argued that a uniform federal rule is needed to protect LGBTQ employees equally in all 50 states.
Such friend-of-the-court briefs are routinely submitted by interested parties ahead of major Supreme Court hearings.
Federal appeals courts in Chicago and New York have ruled recently that gay and lesbian employees are entitled to protection from discrimination; the federal appeals court in Cincinnati has extended similar protections for transgender people.
The question now is whether the Supreme Court will follow suit, given its conservative majority strengthened by President Donald Trump’s appointments of Neil Gorsuch and Brett Kavanaugh. The three cases are the court’s first on LGBTQ rights since the retirement last year of Justice Anthony Kennedy, who authored landmark gay rights opinions.
The Obama administration had supported treating LGBTQ discrimination claims as sex discrimination, but the Trump administration has changed course. The Trump Justice Department has argued that the federal Civil Rights Act of 1964 was not intended to provide protections to gay or transgender workers.
The companies signing the brief represent more than 7 million employees and $5 trillion in annual revenue, according to the Human Rights Campaign, the largest of the LGBTQ rights groups organizing the initiative. Other organizers included Lambda Legal, Out Leadership, Out and Equal, and Freedom for All Americans.
“These employers know firsthand that protecting the LGBTQ community is both good for business and the right thing to do,” said Jay Brown, a Human Rights Campaign vice president.
In one of the cases heading to the Supreme Court, the New York-based 2nd U.S. Circuit Court of Appeals ruled in favor of a gay sky diving instructor who claimed he was fired because of his sexual orientation. The appeals court ruled that “sexual orientation discrimination is motivated, at least in part, by sex and is thus a subset of sex discrimination.”
The ruling was a victory for the relatives of Donald Zarda, now deceased, who was fired in 2010 from a sky diving job that required him to strap himself to clients during tandem jumps. He tried to put a woman with whom he was jumping at ease by explaining he was gay. The school fired Zarda after the woman’s boyfriend complained.
A second case comes from Michigan, where a funeral home fired a transgender woman. The appeals court in Cincinnati ruled that the firing constituted sex discrimination under federal law.
The third case is from Georgia, where the federal appeals court ruled against a gay employee of Clayton County, in the Atlanta suburbs. Gerald Bostock claimed he was fired in 2013 because he is gay. The county argues that Bostock was let go because of the results of a financial audit.
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