A look ahead to the upcoming term reveals what will probably be the big case of the term. It is RG & GR Funeral Homes Inc. v. EEOC. In this case Anthony/Aimee Stephens, a transgendered funeral home worker who is biologically male informed the owner of the funeral home Stephens would begin presenting as a woman at work. This included dressing as a woman. This funeral home has a strict dress code for both men and women. In the end, the funeral home owner decided to terminate Stephens with the stated reason being violation of the dress code.
There are other facts alleged but these are the ones at the core.
This case is interesting for a couple reasons. First, the culture war topic is sure to make it one that receives heavy coverage. But to me, that's the least interesting aspect.
More interesting is that this is not a case of an individual versus the government. As such, there is no constitutional right implicated. The only constitutional right you have protecting you from private actors is no involuntary servitude.
The protections offered Stephens in this case are statutory. Specifically Title VII. Since the protections are statutory in nature, the Court has less maneuvering room. They can't create a new suspect class that gets protections under equal protection. The classes that get protection under Title VII are specifically laid out. Title VII offers protection from employment discrimination based on race, color, religion, national origin, and sex.
The fact that it offers protection based on "sex" is key in this case.
The first question this case raises is whether discrimination based on gender identity is inherently discrimination based on sex. I've read the briefs by both sides and I don't either side feels believes the court would expand Title VII protections in this way.
This is a case of statutory interpretation and there are canons that the Court is supposed to follow. Looking at the plain meaning of the statute and looking at the meaning Congress intended are both things the court is supposed to consider when interpreting a statute.
Here, the protection is against discrimination based on "sex." The plain meaning of sex is generally agreed to be biological as opposed to gender which is defined more as an artifact. Additionally, it would be patently ridiculous to argue that when Title VII was passed in 1964 that Congress meant sex to include transgender protections. The evidence is very strong that they meant biological sex.
So instead, Stephens side has put all their eggs in the sex sterotype basket. In the case Price Waterhouse v. Hopkins, a woman was denied partnership at an accounting firm. During the process, some of the partners had referred to her as "macho" and that she should take "a course at charm school." The idea being that her failure to conform with sex stereotypes was discrimination on the basis of sex.
Stephens attorneys argue that Stephens being fired for a refusal to comply with the male dress code and insistence on complying with the female dress code was a firing based on Stephens' refusal to comply with sex sterotypes and so violates Title VII. This is a fairly good argument.
The funeral home, however, has some strong arguments in its favor. The courts have previously held that sex specific dress codes do not violate Title VII (unless of course the dress code unfairly burdens one sex). Additionally, in the Price Waterhouse case, the female employee was being held to stereotype standards not being applied to men and so there was discrimination. Here, the funeral home holds males and females to (arguably) comparable dress codes and so there is no discrimination.
If I had to predict how the court will come down, I'd say 5-4 in favor of the funeral home. I expect the conservative justices will stick with a stricter interpretation of Title VII, say separate dress codes are not discriminatory, and say that it is the role of Congress to expand this law and not the courts. I expect the four liberals to go hard into the sex stereotypes and say that taking adverse action based on how a male or female is expected to present is a discriminatory action based on sex.