Tuesday, May 5, 2015

"Hijabs, Lipstick and Tattoos: Dress and Grooming Policies"

My dad helps run the King County Labor and Employment Law Conference and he sent me some information regarding this workshop! It's really relevant to what I was talking about in class yesterday re: expression in the workplace. The workshop is also co-run by Matt Wood, from the Transgender Law Center. There's a lot of interesting stuff in the presentation and supporting documents, but I can't figure out how to attach them to this post :( Anyway, here's an interesting case I took from one of the supporting documents while I try and figure it out:
Hunter v. United Parcel Serv., 697 F.3d 697 (8th Cir. 2012)
(plaintiff, born female, identified as male since childhood but had not undergone any surgical procedures related to gender reassignment; he applied for job using his female birth name and came to the interview with his breasts bound, with a short haircut, and wearing clothing purchased from a men’s department, but did not tell the interviewer that he identified as male or transgender; affirming summary judgment for the employer on sex discrimination non-hire claim, court held that there was no evidence that the prospective employer knew that he was transgender or perceived him to be so, and therefore, he could not establish a prima facie case of sex discrimination).

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