"Therefore, Title VII similarly prohibits employers from treating an employee or applicant
differently than other employees or applicants based on the fact that such individuals are in a
same-sex marriage or because the employee has a personal association with someone of a
particular sex. Adverse action on that basis is, “by definition,” discrimination because of the
employee or applicant’s sex. Cf. Parr v. Woodmen of the World Life Ins. Co., 791 F.2d 888,
892 (11th Cir. 1986) (“Where a plaintiff claims discrimination based upon an interracial
marriage or association, he alleges, by definition, that he has been discriminated against
because of his race [in violation of Title VII].”); Schroer v. Billington, 577 F. Supp. 2d 293,
307 n.8 (D.D.C. 2008) (“Discrimination because of race has never been limited only to
discrimination for being one race or another. Instead, courts have recognized that Title VII’s
prohibition against race discrimination protects employees from being discriminated against
because of an interracial marriage, or . . . friendships.”).
Interesting. So one does not even have to be LGBTQ... to enact the protections afforded by EEOC. They need only raise a claim they were fired or denied a promotion because they associated with someone who is or may not be considered to conform to the norms of heterosexual genders. Hmm? No possible way that can be abused.
differently than other employees or applicants based on the fact that such individuals are in a
same-sex marriage or because the employee has a personal association with someone of a
particular sex. Adverse action on that basis is, “by definition,” discrimination because of the
employee or applicant’s sex. Cf. Parr v. Woodmen of the World Life Ins. Co., 791 F.2d 888,
892 (11th Cir. 1986) (“Where a plaintiff claims discrimination based upon an interracial
marriage or association, he alleges, by definition, that he has been discriminated against
because of his race [in violation of Title VII].”); Schroer v. Billington, 577 F. Supp. 2d 293,
307 n.8 (D.D.C. 2008) (“Discrimination because of race has never been limited only to
discrimination for being one race or another. Instead, courts have recognized that Title VII’s
prohibition against race discrimination protects employees from being discriminated against
because of an interracial marriage, or . . . friendships.”).
Interesting. So one does not even have to be LGBTQ... to enact the protections afforded by EEOC. They need only raise a claim they were fired or denied a promotion because they associated with someone who is or may not be considered to conform to the norms of heterosexual genders. Hmm? No possible way that can be abused.
