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• W918960019 abstract "Table of Contents I. INTRODUCTION II. THE BEGINNING: THE STATUTE CAN'T POSSIBLY MEAN WHAT IT SAYS III. THE MIDDLE: MAYBE THE STATUTE MEANS A BIT OF WHAT IT SAYS IV. THE PRESENT: THE STATUTE MEANS WHAT IT SAYS V. CONCLUSION I. INTRODUCTION To achieve any lasting change in justice, three variables must operate in a synergistic fashion: law, policies in practice, and norms. In this context, means words of law developed by Congress, President, and courts, and their equivalents at state and local levels. Law thus includes text of statute as written and enacted by a legislature, text of regulations and guidance that are issued by an agency implementing law, and finally text of judicial decisions interpreting either statute or administrative regulations and guidance. In other words--a lot of words. Policies in refers to whether and how text of a statute, a regulation or guidance, or a court decision has been absorbed into workings of an entity that is regulated by law. Simply having a law in place, written and implemented by a legislature, agency and court, will not guarantee effective policies in practice. For that, one needs entities governed by law to truly absorb law into very sinews of their organizations. For example, if employers do not fully understand a law, then they will not comply with it very well. Similarly, if employers are antagonistic about a law, for whatever reason, they will be less likely to follow it. Finally, social are normative assumptions or beliefs behind a justice goal. This is about how important general population feels and thinks about goal that law seeks to achieve. Social norms are about changing hearts and minds--not something we usually associate with law. Yet, norms affect and are affected by law and policies in practice. Law schools have historically focused mainly on one segment of first variable--law as described in judicial opinions. However, to develop effective justice advocates, law schools must educate students about all three variables--and about how they interact with each other. This Article explores intersection of these variables by considering development of coverage for transgender persons under Title VII, including role played by Equal Employment Opportunity Commission (EEOC or the Commission) in its 2012 decision in Macy v. Department of Justice. (1) Several factors have operated together to achieve justice goal of prohibiting use of gender in employment decisions--the use of term in Title VII, as created by Congress and as interpreted by agencies and courts; policies put into practice to advance women's workforce participation; and changes in norms, both with regard to women and to transgender people. The Commission issued thousands of decisions in 2012, vast majority of which were issued by Office of Federal Operations, pursuant to power delegated to it by Commission. The Office of Federal Operations decides what cases should receive extra review and be voted on by Commission, based on issues in question. In 2012, Commission reviewed and voted on only 13 cases, including Macy case. (2) The Commission's ruling in Macy was straightforward: complaints of discrimination on basis of transgender status should be processed under Title VII of Civil Rights Act of 1964 and through federal sector equal employment opportunity complaint process as claims of sex discrimination. (3) The legal reasoning in Macy was also straightforward. Title VII of Civil Rights Act of 1964 (as amended in 1972 to apply to federal government) prohibits employment discrimination on basis of sex. (4) This means that an employer cannot take sex into account when hiring, unless hiring a person of a particular sex is a bona fide occupational qualification (BFOQ). …" @default.
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• W918960019 date "2013-12-22" @default.
• W918960019 modified "2023-09-23" @default.
• W918960019 title "Law, Policies in Practice and Social Norms: Coverage of Transgender Discrimination under Sex Discrimination Law" @default.
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