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EEOC Recognizes That Claims of Discrimination Based on Gender Identity, Change of Sex, and/or Transgender Status May Be Covered by Title VII

This report relates to 1 case(s)

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    Macy v. Holder, 2012 EEOPUB LEXIS 1181 (EEOPUB 2012) (0 other reports)

Author: Jennifer B. Turoff

In Macy v. Holder, +2012 EEOPUB LEXIS 1181 (EEOPUB 2012), the Equal Employment Opportunity Commission (EEOC) addressed whether a claim of discrimination based on gender identity, change of sex, and/or transgender status is recognized under Title VII of the Civil Rights Act of 1964 (Title VII). If this claim is covered by Title VII, the EEOC has jurisdiction over this claim.

Title VII prohibits an employer from discriminating on the basis of sex or gender. The EEOC has jurisdiction to hear claims regarding Title VII violations, and the EEOC's regulations ensure certain procedural safeguards and remedies.

In a landmark ruling, the EEOC held that claims of discrimination based on gender identity, change of sex, sex stereotyping, and transgender status were a form of sex discrimination under Title VII as such claims were based on sex.