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Over 200 companies join brief supporting LGBTQ worker rights

While New York has strong job discrimination protections in place for LGBTQ employees, many other states don't offer such protections. However, that could change thanks to three cases headed to the U.S. Supreme Court in October. In advance of those cases, over 200 American corporations have joined an amicus, or friend of the court, brief in support of a federal anti-discrimination law protecting lesbian, gay, bisexual and transgender workers.

The brief, which was issued by a coalition of five LGBTQ civil rights organizations, argues that the U.S. needs a federal rule protecting LGBTQ workers from workplace discrimination based on their sexual orientation and gender identity. The brief claims that company policies and the current "patchwork" of state and local laws don't offer enough protection, particularly when it comes to cross-state mobility issues. Some of America's biggest companies endorsed the brief, including Amazon, American Airlines, Best Buy, Coca-Cola, Domino's Pizza, Facebook, Goldman Sachs, Google, Microsoft, Nike, Starbucks and Walt Disney. In addition, MLB teams the San Francisco Giants and the Tampa Bay Rays also offered their support.

Under the Obama administration, the U.S. Equal Employment Opportunity Commission, or EEOC, took the position that the sex discrimination protections offered under Title VII of the Civil Rights Act of 1964 also extended to LGBTQ workers. However, the Trump administration has taken the opposite stance. Meanwhile, federal appeals courts in Chicago, Cincinnati and New York have recently found that LGBTQ employees are entitled to discrimination protections in the workplace. The three cases headed to the Supreme Court, which originate from New York, Michigan and Georgia, could decide the matter.

LGBTQ workers who experience employment discrimination might find relief by contacting an employment attorney. After reviewing the details of the case, the attorney might recommend the best way to resolve the matter. One possibility may be to file a discrimination complaint with the EEOC.

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