Several LGBT rights groups have withdrawn their support for the Employment Non-Discrimination Act (ENDA), a bill that would ban employers from refusing to hire or discriminating against workers based on their sexual orientation or gender identity. A coalition of groups that support LGBT rights, such as the American Civil Liberties Union (ACLU), Lambda Legal, and the National Center for Lesbian Rights, is leading the charge away from the ENDA. This comes as a surprise, given that ENDA previously had strong support from these same groups. They are pulling support from a bill they have long worked to pass for only one reason–the recent ruling in the Hobby Lobby case. The problem is that they may be overreacting.

Since the ruling was handed down in the Hobby Lobby case, there have been misinterpretations of the case from both sides of the aisle. The liberal side of the debate has rallied behind Justice Ginsburg’s dissent, saying that the “floodgates” have been opened for religious freedom suits. That argument is the reason why so many LGBT groups have removed their support for the ENDA. They fear that corporations who wish to discriminate will be able to sue under the Religious Freedom Restoration Act (RFRA), the same way that Hobby Lobby did. They are scared that the Supreme Court could rule that a religious corporation not being allowed to discriminate on the basis of sexuality is a violation of RFRA. I understand this fear, excellently articulated here by our blogger Chris Copeland, but I think that they are simply overreacting to Justice Ginsburg’s dissent. The ruling itself was very narrow and will likely never serve as a precedent for sexual discrimination.

How am I so sure of this? Let’s put it this way, these suits will almost definitely not happen as long as Justice Anthony Kennedy remains the swing vote on the Supreme Court. Kennedy did vote with the majority on Hobby Lobby, but it is clear from his concurring opinion that his vote came with some serious strings attached. Kennedy implied that he only voted the way he did because of the narrowness of the case. He believed in this specific instance that the least-restrictive means test was not met, and pointed out that the government already allowed exceptions for non-profit corporations. The court’s ruling made it clear that the decision only applies to a religious exception for the contraceptive mandate, and that all other potential religious exceptions must be evaluated individually. Simply put, Hobby Lobby is not an invitation to use the RFRA to allow sexual discrimination.

If a case arguing that job discrimination should be allowed under the RFRA ever made it to the Supreme Court, there is no way Kennedy would vote to allow it. There are several reasons for this. Kennedy wrote the majority opinion in Lawrence v. Texas, a case that ruled any law prohibiting sexual acts between members of the same sex in private was unconstitutional. He also authored the opinion in United States v. Windsor, the ruling that struck down the Defense of Marriage Act. Kennedy has long defended the rights of the LGBT community and I do not think he would change his mind if a corporation sued to use RFRA as a basis for legal sexual discrimination. The government banning sexual discrimination would meet the least-restrictive means test, while the contraceptive mandate did not, a distinction that would surely be important to Kennedy.

It’s sad to see these LGBT groups end their support for the ENDA. It is still a law that could do a lot of good. Any challenge to the ENDA under the guise of religious freedom would almost certainly turn out differently than the Hobby Lobby case, but with support being pulled from the law, it will probably never become an issue.

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Matt DeWilde (@matt_dewilde25) is a member of the American University class of 2016 majoring in politics and considering going to law school. He loves writing about politics, reading, watching Netflix, and long walks on the beach. Contact Matt at staff@LawStreetMedia.com.

Featured image courtesy of [Ted Eytan via Flickr]

Matt DeWilde

Matt DeWilde is a member of the American University class of 2016 majoring in politics and considering going to law school. He loves writing about politics, reading, watching Netflix, and long walks on the beach. Contact Matt at staff@LawStreetMedia.com.

The post LGBT Rights Groups Pulling Support for ENDA in Light of Hobby Lobby Ruling appeared first on Law Street.

NFL prospect Michael Sam revealed to the public this week that he is gay. Sam’s decision is undoubtedly brave; if drafted (and he probably will be), he will be the first openly gay male professional athlete in a sport that manufactures traditional male stereotypes. But Sam is no stranger to bravery or to breaking stereotypes. Michael Sam was the first member of his family to attend college, and one of the few children of JoAnn Sam not to clash with law enforcement. Since Sam is used to breaking molds, he may not have needed legal protections to come out. But if we want to enable his choice in more workplaces, two laws could prompt similar behavior.

1. The Employment Non-Discrimination Act (ENDA): ENDA is a federal bill that would prohibit employment discrimination on the basis of sexual orientation or gender identity by employers with at least 15 employees. If enacted, ENDA would prohibit employers, employment agencies, and labor unions from using an individual’s sexual orientation or gender identity for decisions such as hiring, firing, promotion, or compensation (read the Human Rights Campaign’s breakdown of the law here). Despite the growing support for ENDA, Govtrack.us gives the bill only a 14 percent chance of becoming law.  Without it, many LGBT employees could face the painful dilemma of lying to co-workers about their identities or risk losing their employment (although it’s worth noting that 21 states plus the District of Columbia have adopted similar laws). ENDA does have friends in Washington however, and is rumored to become law for federal contractors through executive order.

2. Workplace Bullying Legislation: This type of legislation is another means to combat discrimination at work and thus possibly encourage LGBT employees to be comfortable at their own jobs. Unlike ENDA, workplace bullying laws may provide private claims for employees against other employees who bully or create toxic working environments through bullying. Some state legislatures have proposed insulating employers who act responsibly to thwart workplace bullying. Despite the growing trend of anti-bullying laws being passed on behalf of public schools, workplace bullying legislation has not been enacted in any U.S. State or at the Federal level. The lack of seriousness regarding workplace bullying laws may soon be a thing of the past, however. Sixteen states have proposed workplace bullying laws since 2009, and the high profile case involving the alleged harassment in the Miami Dolphins locker room may push this issue to the forefront.

Michael Sam’s revelation fortunately lacked the backlash that many expected. Sam’s former teammates on the Missouri Tigers supported him when he privately came out, and several prominent athletes showed support for Sam when he  revealed the news publicly. But tolerance can be fleeting, and Sam’s journey is just beginning.  With laws in place to protect LGBT individuals from workplace discrimination or harassment, his journey is more likely to have a happy ending, and more likely to prompt others to follow in his cleat prints.

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Andrew Blancato (@BigDogBlancato) holds a J.D. from New York Law School, and is a graduate of the University of Massachusetts, Amherst. When he’s not writing, he is either clerking at a trial court in Connecticut, or obsessing over Boston sports.

Featured image courtesy of [Wikipedia/Marcus Qwertyus]

Andrew Blancato

The post 2 Laws That Could Encourage More Michael Sams to Come Out appeared first on Law Street.

Happy November, folks! Has everyone ditched their spooky, jack-o-lantern-themed front door decorations for some good, old-fashioned hand turkeys? Yes? AWESOME.

Feels good to start fresh, am I right? Post-Halloween, fall takes on a whole new aura.

And the Senate seems to agree! They’re not swapping out their seasonal front door decorations (or are they?), but they are introducing a new piece of legislation! Yay!

Well, sort of, at least. The Senate’s about to vote on the Employment Non-Discrimination Act, affectionately termed ENDA by those of us who talk about this shit all day. It’s not actually a new piece of legislation, since it was first introduced in 1994, and passed in 1998, under President Clinton. But after this vote, it might have some important new provisions.

Specifically, this week’s vote is about adding protections that would benefit the LGBT community, so that all of us non-breeders don’t have to worry about getting unceremoniously fired. That would be good, right?

Absolutely! Except here’s the problem—this new and improved version of ENDA doesn’t have great prospects in the House. A bunch of Congress-people down there are planning to vote against it.

We’re looking at you, Boehner. You are just not a likeable guy these days, my man.

He’s publicly opposed the bill, sending one of his henchmen (I mean, spokespeople! Freudian slip, my bad), Michael Steel, to tell the press, “The speaker believes this legislation will increase frivolous litigation and cost American jobs, especially small business jobs.”

So, passing a bill that will prevent people from getting fired will magically make jobs disappear? Oh, Boehner, you silly goose. You’ve got it backwards! When people don’t get fired, they get to keep their jobs, meaning less unemployment and a better economy for everyone. But you knew that, right?

Right.

Also, frivolous litigation? So, when people sue their employers for wrongful termination, you would consider that to be frivolous? Interesting.

I think what Speaker Boehner is getting at here, is the idea that adding the LGBT community to ENDA is unnecessary. According to him, us queers don’t have a problem with employment discrimination, and if we do, there’s other legislation that can handle it for us.

By that line of reasoning, if we get more laws protecting our employment prospects, queers would pretty much be unfire-able. Every time one of us faces termination—no matter how warranted—we’ll threaten our employer with a discrimination lawsuit, and wind up either suing people left and right, or never being unemployed again.

Ah, if only life were that simple, Boehner. Here’s the reality for queers in the workforce.

Thanks Upworthy!

In the 29 red states on this map, it’s completely legal to fire someone from their job because of their sexual orientation.

Literally. No exaggerations, no equivocations. For real.

In the 29 red states, if your boss does not approve of who you like to fuck in your spare time, he or she can fire your ass, no questions asked.

That is a major problem.

And it’s worse for trans or gender-non-conforming people. There are 33 states where it’s totally legal to fire someone based on their gender identity.

Seriously. And, up to 43 percent of lesbian, gay, and bisexual people have experienced harassment or discrimination at work because of their sexual orientation. Ninety percent of trans folks have had these experiences.

Is it just me, or are those some extremely depressing numbers?

For starters, it sucks being harassed or discriminated against at work. And that’s putting it lightly. We all spend the majority of our lives at work—imagine spending that time getting treated like shit by your boss and/or coworkers, just because of who you are? That shit’s soul crushing.

And that’s if you’re lucky enough to have a job at all. At least in this bummer-town scenario, you’re earning a paycheck.

But what happens when the abuse gets to be so bad that you’re forced to quit? Or when your boss decides that having a fabulous, queermo, rainbow butterfly on his payroll isn’t acceptable, and fires your ass?

Then you’ve got no way to pay your rent. No wonder queers face higher rates of poverty and unemployment.

So, Speaker Boehner, here’s the thing.

Adding sexual orientation and gender identity to ENDA, as two reasons that are NOT legal grounds for firing someone, is a good thing. At the end of the day, it translates to less unemployment, less poverty, and generally, less douche-iness.

So let’s get it done, Congress! Add us queers to your list of legally protected citizens who can’t be discriminated against in the workplace.

Then, maybe next week I won’t write a follow-up piece about how you’re all assholes.

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Featured image courtesy of [Philippa Willitts via Flickr]

Hannah R. Winsten

Hannah R. Winsten is a freelance copywriter, marketing consultant, and blogger living in New York’s sixth borough. She hates tweeting but does it anyway. She aspires to be the next Rachel Maddow. Contact Hannah at staff@LawStreetMedia.com.

The post Congress, Make it Stop: You Can Still Get Fired for Being Gay appeared first on Law Street.