Currently, there is no law to prevent employers from discriminating against people because of their sexual orientation. Lesbian, gay, bisexual or transgender (LGBT) Americans are often denied employment opportunities because of preferential treatment given to non-gays. Recent studies have found that between 15% and 43% of all LGBT workers have experienced being fired, denied promotions or have been harassed at work. Advocates claim protection measures are needed to insure unfair employment practices are prohibited, and equal employment opportunities exist for all Americans. They claim these protections would have a significant and positive impact on LGBT workers without overly burdening employers. The Employment Non-Discrimination Act of 2013(ENDA), passed by the Senate, has been championed by the LGBT community for the past 20 years. However, many members of the LGBT community now oppose reintroducing ENDA because of the Supreme Courtâ€™s recent Hobby Lobby ruling and its broad exemption for religious employers. The Court ruled that Hobby Lobby stores are exempt from having to provide birth control in their employee health insurance plans if they have a religious objection to it. Many LGBT groups feel this exemption could also be used to deny rights to gay and lesbian workers by employers with religious objections to hiring LGBT workers. ENDA still has the support of some in the LGBT community and the billâ€™s sponsor is trying to fix the religious issue. However, others wish to begin drafting a new LGBT non-discrimination law, one which is based on LGBT Civil Rights. They wish to introduce a bill which ensures the same civil rights protection for gays and lesbians that minority races, religions groups and other classes receive from Title VII of the Civil Rights Act.
Pending Legislation: None
I oppose reforming current gay employment discrimination policy
I support prohibiting employment discrimination on the basis of actual or perceived sexual orientation or gender identity by employers, employment agencies, labor organizations, or joint labor-management committees; prohibiting preferential treatment or quotas and allowing only disparate treatment claims, prohibiting related retaliation; making this Act inapplicable to: religious organizations, and the relationship between the United States and members of the Armed Forces, and wish to identify a legislator who will either reintroduce S.815 or H.R.1755 Employment Non-Discrimination Act of 2013 (113th Congress 2013-2014), or similar versions thereof
I support identifying a legislator who will sponsor an employment non-discrimination bill which gives gays and lesbians the same protections given to those of minority races, religions groups and other classes protected by Title VII of the Civil Rights Act