Wiliams Institute Study Supports Inclusive ENDA

"When heterosexism strikes, strike back"

23 September 2009

The U.S. House of Representatives held hearings today on H.R. 3017, the Employment Non-Discrimination Act of 2009 (ENDA), which would prohibit employment discrimination on the basis of sexual orientation and/or gender identity.  Brad Sears, Executive Director of the Williams Institute, a national research center on sexual orientation and gender identity law and public policy at UCLA School of Law, testified in support of the bill.

Sears summarized the findings of a twelve-month research study conducted by the Williams Institute, which found widespread and enduring discrimination on the basis of sexual orientation and on the basis of gender identity by state and local government as well as in the private sector.  These findings support the conclusion that Congress has the power to enact ENDA under Section 5 of the 14th Amendment, which grants Congress the authority (among other things) to enforce the guarantees of that Amendment's Equal Protection Clause.

Congress would assuredly have the constitutional authority to adopt ENDA under its power to regulate interstate commerce.  Congress's Section 5 power is important, however, because it (and not the commerce power) would allow Congress to authorize private individuals who have been discriminated against by state governments to sue those governments for money damages to compensate them.  Without that authority, states would be able to assert "sovereign immunity" as a shield against monetary awards under current constitutional law.

If you have not already done so, please let your Representative know that you want her or him to stand up for fundamental fairness and support the right of Americans of every sexual orientation and gender identity to work free of invidious discrimination.  You can reach your Representative by dialing 202-224-3121 and giving the operator your zip code; ask her or him to support and to sponsor ENDA, H.R. 3017.


Disclosure:  I am a Visiting Scholar at the Williams Institute this semester, as I was in Spring 2003, and I remain a member of the Institute's Faculty Advisory Committee; however, I was not involved in the preparation of this testimony or report.

Posted by Cruz at 2:44 PM | Link | 0 comments

Categories: equal protection employment discrimination sexual orientation gender identity Fourteenth Amendment Section 5 sovereign immunity Williams Institute

Arriverderci "Persons, Not Groups"

09 June 2008

The U.S. Supreme Court has held in Anup Engquist v. Oregon Department of Agriculture (June 9, 2008) that the Equal Protection Clause of the Constitution does not even apply to claims by government employees that the government has treated just one employee unequally and irrationally (as opposed, for example to discriminating against a larger class of employees, such as those of a particular race or sex).  The majority opinion by Chief Justice Roberts (joined by Justices Scalia, Kennedy, Thomas, Breyer, and Alito) purports to adhere to past pronouncements that the Equal Protection Clause protects "persons, not groups" and confers an individual right.  The majority Justices thus carved out an exception from the general equal protection principle, recognized by the Court in Village of Willowbrook v. Olech, that government violates equal protection where it "intentionally treat[s an individual] differently from others similarly situated and ... there is no rational basis for the difference in treatment."

The Court's ruling in Engquist that equal protection does not even apply to such "class of one" claims in the government employment setting is driven by a worry about the prospect of every government employee grievance spawning potential constitutional litigation against employers.  Justice Stevens's dissent (joined by Justices Souter and Ginsburg) argues forcefully that experience shows no need to create such an ad hoc exemption from equal protection principles, certainly not as broad a rule as stated in the majority opinion.  And if the majority felt so strongly about the policy basis for its holding, perhaps it would have been more prudent for them to attribute it to the federal law authorizing suits for constitutional violations, Title 42 of the United States Code, section 1983, which could be changed by a Congress that disagreed with its worried, rather than to distort its interpretation of the Constitution itself (which the majority reaffirms binds government even when government acts as an employer), which is beyond legislative correction without satisfaction of the supermajority requirements of constitutional amendment.

Posted by Cruz at 8:17 AM | Link | 0 comments

Categories: equal protection U.S. Supreme Court employment discrimination