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Daily Beast Logo

Daily Beast - Model Says Agency Killed His Career After Coming Out As Transgender (2024)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Them Magazine Logo

Them Magazine - Why History-Making Lawyer Jillian Weiss Believes We’ll Win the Fight for Trans Rights (2023)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Forbes Logo

Forbes - Dell Found Liable For Discriminating Against Trans Employee (2022)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Reuters Logo

Reuters - University must rehire transgender professor says 10th circuit (2021)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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New York Post Logo

New York Post - Transgender teacher claims discrimination at NYC school (2021)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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The New York Times Logo

New York Times - Dormant Transgender Rights Cases See New Life in Supreme Court Ruling - The New York Times (2021)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Forbes Magazine

Forbes: Analysis Shows Most States Lack Legal Protections for LGBTQ Workers (2019)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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NBC News Logo

NBC News - Walmart subsidiary discriminated against transgender worker EEOC finds (2017)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Louisville-Courier-Journal Logo

Louisville Courier Journal - Kentucky man, transgender wife sue Amazon for workplace bias (2017)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Harvard Business review Logo

Harvard Business Review - Crucible Changing Gender on the Jobs (2010)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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Harvard Business review Logo

Harvard Business Review - If Women Were More Like Men (2008)

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966 F.Supp.2d 1335 (N.D. Ga. 2013); 49 F. Supp. 3d 1163 (N.D. Ga. 2014); 641 F. App'x 883 (11th Cir. 2016) – A transgender auto mechanic in Georgia was fired for falling asleep on the job. She attempted to file her charge of discrimination with the federal Equal Employment Opportunity Commission, but was turned away on the grounds that transgender people were not protected by the Federal Civil Rights Act. After retaining this firm, a new charge was filed, although it was two years after the deadline for submission. The Court ruled that she could nonetheless proceed because the Commission had improperly turned her away. However, the District Court dismissed the case because there was a photo of her sleeping on the job. The Eleventh Circuit Court of Appeals reversed this decision and sent it back to the lower court for trial. The appeals court reasoned that there was evidence of supervisor bias, and the Federal Civil Rights Act only requires that discrimination be a motivating factor, not the sole or main reason for termination. The case was confidentially resolved. 

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