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Obergefell V. Hodges: Supreme Court Case Study

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Obergefell v. Hodges 2015 U.S. LEXIS 4250 (2015) decision granting the LGBT community to legally marry, pushes the issue of including sexual orientation discrimination in Title VII of the Civil Rights Act of 1964. In July 2015, the high profile case of Obergefell v. Hodges allowed the Supreme Court to interpret the Fourteenth Amendment in which it requires states to issue marriage licenses between two individuals of the same sex. Prior to the Supreme Court’s ruling on same-sex marriage, 37 states had legalized same-sex marriage. With legally issued marriage licenses, it will grant same-sex couples spousal benefits, but does not protect same-sex couples from being discriminated against at work in the private sector. Our country will allow same-sex …show more content…
First the millennial generations, a study completed by the Utah Foundation found that the millennial generations (ages 18 to 34) are more likely to support gay rights. The millennial generations are less likely to consider themselves religious or patriotic. It has been found that roughly 51% of millennials support gay rights, compared to 37% of Generation Xers, 33% of Baby Boomers and 32% of the Silent generation. (Utahns who support gay rights: the young, less religious, non-LDS The Salt Lake Tribune July 14, 2015 Tuesday) As for being publicly recognized as a member of the LGBT community, it has forced the country to confront reality and recognize that equality is an issue. For instance, President Barrack Obama is the first president to openly support gay rights. The EEOC has recently ruled that “sexual orientation is inherently a sex-based consideration” and any discrimination based on sexual orientation is sex discrimination under the Title VII of the Civil Rights Act of 1964. Currently, only the Equal Employment Opportunity Commission construed Title VII in this manner. The EEOC has offered three explanations in determining sexual orientation discrimination as sex discrimination.
1. A person’s sexual orientation is inseparable from his or her sex or gender.
2. Discrimination based on having an …show more content…
The first case, the EEOC v. Scott Medical Health Center, P.C. (2:16-cv-00225-CB) was filed in the U.S. District Court in Pennsylvania. In this case, Dale Baxley, a gay male, was employed by Scott Medical Center, after months of repeated unwelcome derogatory slurs related to his sexual orientation. After reporting the behavior to the president and no action take, Baxley resigned due to the working conditions. The EEOC claims Baxley was constructively discharged and seeks injunctive relief, back pay and compensatory and punitive damages.

The second case is the EEOC v. Pallet Companies d/b/a IFCO Systems NA, Inc. (1:16-cv-00595-RDB) filed in the U.S. District Court in Maryland. Yolanda Boone, a lesbian, worked for Pallet Companies and alleges being repeatedly harassed about her sexual orientation. Boone reported the harassment to another supervisor and the general manager, Boone’s supervisors requested her to resign. After refusing, Boone was terminated. The complaint also seeks injunctive relief, back pay, compensatory and punitive

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