We previously posted about a decision from the Northern District of Florida-Lafayette v. Winstead County-holding that Title VII of the Civil Rights Act of 1964 protected employees from discrimination based on sexual orientation. Our own Elizabeth White's article on courts' growing recognition of this new theory was also featured in this Spring's business edition of Best Lawyers Magazine. Since we wrote those two pieces, there have been some major shake-ups in this area of employment law.
In August of this year, the Equal Opportunity Employment Commission succeeded on a Title VII claim on behalf of an employee who was discriminated against due to sexual orientation. We wrote about that opinion in a previous blog post. Last month, they achieved a similar victory in Pennsylvania, marking the latest in a recent trend of federal courts across the nation recognizing that LGBT employees are subject to all of Title VII's protections.
Last week, in a panel decision, EEOC v. Catastrophe Management Solutions, the Eleventh Circuit held that employers can discriminate against employees for wearing their hair in dreadlocks. The lawsuit was brought by the Equal Opportunity Employment Commission on behalf of a prospective employee who refused to comply with a company's grooming policy prohibiting employees from having dreadlocks. The EEOC contended that the defendant's refusal to hire the plaintiff was a form of race discrimination, because the hairstyle was one closely associated with individuals of African descent.