Protecting Lesbian Gay Bisexual and Transgender (LGBT) Workers: Strategies for Bringing Employment Claims on Behalf of Members of the LGBT Community in the Absence of Clear Statutory Protections

Source: Katie R. Eyer, ACS White Paper, July 30, 2006

From the abstract:
In the absence of an explicit federal statute and in the many states that do not yet have statutes that protect against discrimination on the basis of sexual orientation and gender identity, lesbian, gay, bisexual and transgender people can be at risk for unfair treatment on the job. In ‘Protecting Lesbian Gay Bisexual and Transgender (LGBT) Workers: Strategies for Bringing Employment Claims on Behalf of Members of the LGBT Community in the Absence of Clear Statutory Protections,’ Katie Eyer outlines several strategies – such as citing anti-discrimination protections for sex, religion or disability discrimination, relying on local ordinances and bringing common law claims – that may be used to remedy discrimination in states where explicit protections for sexual and/or gender minorities do not yet exist.

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