United States labor law
Since the Civil Rights Act of 1964, all employing entities and labor unions have a duty to treat employees equally, without discrimination based on "race, color, religion, sex, or national origin." There are separate rules for sex discrimination in pay under the Equal Pay Act of 1963. Additional groups with "protected status" were added by the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990. There is no federal law banning all sexual orientation or identity discrimination, but 22 states had passed laws by 2016. These equality laws generally prevent discrimination in hiring, terms of employment, and make discharge because of a protected characteristic unlawful. There is no federal law against unjust discharge, and most states also have no law with full protection against wrongful termination of employment. Collective agreements made by labor unions and some individual contracts require people are only discharged for a "just cause". The Worker Adjustment and Retraining Notification Act of 1988 requires employing entities give 60 days notice if more than 50 or one third of the workforce may lose their jobs. Federal law has aimed to reach full employment through monetary policy and spending on infrastructure. Trade policy has attempted to put labor rights in international agreements, to ensure open markets in a global economy do not undermine fair and full employment.
Transgender legal history in the United States
There were also two important advances in equal opportunity employment for transgender people at this time. In 2012 the Equal Employment Opportunity Commission expanded upon these individual court cases by ruling that Title VII (of the Civil Rights Act of 1964) does prohibit gender identity-based employment discrimination as sex discrimination. The Equal Employment Opportunity Commission declared, "intentional discrimination against a transgender individual because that person is transgender is, by definition, discrimination 'based on ... sex' and such discrimination ... violates Title VII". This ruling was for a discrimination complaint filed by the Transgender Law Center on behalf of openly transgender woman Mia Macy, who had been denied a job due to her gender identity. The ruling opens the door for any transgender employees or potential employees who have been discriminated against by a business hiring 15 or more people in the US based on their gender identity to file a claim with the EEOC for sex discrimination. Then in 2013 the Equal Employment Opportunity Commission ruled in favor of an openly transgender woman (name not made public) who was subjected to physical and verbal harassment at her job with a federal contractor in Maryland. This, according to the LGBT rights organization Freedom to Work, is the first time in history that the EEOC has investigated allegations of anti-transgender harassment and ruled for the transgender employee.