{"id":973,"date":"2019-10-10T05:28:37","date_gmt":"2019-10-10T09:28:37","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=973"},"modified":"2024-01-13T03:57:02","modified_gmt":"2024-01-13T08:57:02","slug":"la-corte-suprema-se-incluye-la-discriminacion-lgbtq-en-la-discriminacion-sexual","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2019\/10\/scotus-is-lgbtq-discrimination-included-in-sex-discrimination\/","title":{"rendered":"SCOTUS: \u00bfLa discriminaci\u00f3n por motivos de orientaci\u00f3n sexual est\u00e1 incluida en la discriminaci\u00f3n por motivos de g\u00e9nero?"},"content":{"rendered":"<p>El Tribunal Supremo de los Estados Unidos escuchar\u00e1 argumentos en una triple serie de casos de discriminaci\u00f3n laboral el 8 de octubre. La cuesti\u00f3n que debe decidir el Tribunal en estos tres casos es si la discriminaci\u00f3n basada en \u201cel sexo\u201d, prohibida por las leyes federales contra la discriminaci\u00f3n, incluye la discriminaci\u00f3n laboral basada en la identidad de g\u00e9nero y la orientaci\u00f3n sexual.<\/p>\n<p>El t\u00edtulo VII de la Ley de Derechos Civiles de 1964 declara ilegal la discriminaci\u00f3n por motivos de g\u00e9nero en el trabajo para la mayor\u00eda de los empleadores con al menos 15 empleados. La Comisi\u00f3n de Igualdad de Oportunidades en el Empleo, o EEOC, es la agencia federal que aplica el t\u00edtulo VII. Desde 2015, la EEOC ha incluido la orientaci\u00f3n sexual e identidad de g\u00e9nero dentro de su interpretaci\u00f3n de \u201cg\u00e9nero\u201d para los fines de la discriminaci\u00f3n en virtud del t\u00edtulo VII.<\/p>\n<p>Los diversos circuitos de los Tribunales de Apelaci\u00f3n de los Estados Unidos est\u00e1n divididos sobre c\u00f3mo deben actuar.\u00a0<a role=\"link\" href=\"https:\/\/www.scotusblog.com\/2019\/09\/symposium-justices-to-consider-federal-employment-protection-for-lgbt-employees\/\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">Responde a esta pregunta<\/a>, y ahora la Corte Suprema de los Estados Unidos ha acordado resolver la disputa al escuchar los tres casos:<\/p>\n<ul>\n<li>Stephens: Si una funeraria de Michigan viol\u00f3 el T\u00edtulo VII al despedir a una empleada biol\u00f3gicamente masculina que se identifica como mujer por presentarse como mujer en el trabajo, o al despedirla por no ajustarse a los estereotipos de g\u00e9nero. El 6\u00ba Circuito afirm\u00f3 que la prohibici\u00f3n de discriminaci\u00f3n del T\u00edtulo VII basada en el sexo incluye la discriminaci\u00f3n basada en el \u201cestatus transg\u00e9nero y de transici\u00f3n\u201d as\u00ed como el trato negativo basado en los estereotipos de g\u00e9nero.<\/li>\n<li>Bostock: Si el Titulo VII prohib\u00eda que un empleador de un condado de Georgia despediese a un trabajador social por su orientaci\u00f3n sexual. El 11\u00ba Circuito sostuvo que el Titulo VII no abarca la discriminaci\u00f3n basada en la orientaci\u00f3n sexual.<\/li>\n<li>Zarda: Si el despido de un instructor de parapente por parte de un empleador de Nueva York basado en la orientaci\u00f3n sexual constitu\u00eda discriminaci\u00f3n sexual ilegal en virtud del T\u00edtulo VII. El Segundo Circuito (el circuito que incluye a Nueva York) anul\u00f3 decisiones anteriores que sosten\u00edan que el T\u00edtulo VII prohib\u00eda este tipo de discriminaci\u00f3n.<\/li>\n<\/ul>\n<p>Si bien el resultado de estos casos afectar\u00e1 tanto a los empleados como a los empleadores en todo el pa\u00eds, es importante se\u00f1alar que las leyes estatales y locales en algunas jurisdicciones ya ofrecen protecciones similares a los empleados. Por ejemplo, la ley estatal de Nueva York, que se aplica a la mayor\u00eda de los empleadores con cuatro o m\u00e1s empleadores dentro del estado, proh\u00edbe expresamente la discriminaci\u00f3n laboral basada en la orientaci\u00f3n sexual. La ley de la ciudad de Nueva York va un paso m\u00e1s all\u00e1 y protege a los empleados contra la discriminaci\u00f3n basada en la identidad o expresi\u00f3n de g\u00e9nero, as\u00ed como la orientaci\u00f3n sexual, lo que tambi\u00e9n se aplica a los empleadores con al menos cuatro empleados.<\/p>\n<p>Estos casos ser\u00e1n sin duda objeto de un seguimiento atento tanto por los empleadores como por los trabajadores, debido a su potencial para alterar el panorama jur\u00eddico en grandes partes del pa\u00eds.<\/p>","protected":false},"excerpt":{"rendered":"<p>The U.S. Supreme Court will hear arguments in a trifecta of employment discrimination cases on October 8th. The issue before the Court in the trio of cases is whether discrimination based on \u201csex\u201d, which is banned under federal anti-discrimination laws, includes\u00a0workplace discrimination\u00a0based on gender identity and sexual orientation. Title VII of the Civil Rights Act [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[9],"tags":[],"class_list":["post-973","post","type-post","status-publish","format-standard","hentry","category-discrimination"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>SCOTUS: Is LGBTQ discrimination included in sex discrimination? | Katz Melinger PLLC<\/title>\n<meta name=\"description\" content=\"The U.S. Supreme Court will hear arguments in a trifecta of employment discrimination cases on October 8th. The issue before ... 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