Abstract
Given the narrow framing of the Supreme Court's decision in Bostock v. Clayton County, that employers cannot fire someone simply for being gay or transgender, numerous questions persist as to whether and to what extent LGBTQ Americans are protected against employment discrimination. Resolving these issues is likely to require years, if not decades, of litigation, leaving LGBTQ workers and their employers without meaningful guidance in the interim. This article contends that the most efficient means of clarifying these uncertainties is for Congress to enact a new employment statute known as the Title VII Amendments Act. As proposed, the Act would resolve each of Bostock's ambiguities in favor of affording greater protections to workers generally and LGBTQ persons specifically while avoiding the controversies that have derailed LGBTQ civil rights legislation in the past. Thus, the Title VII Amendments Act represents LGBTQ persons' best hope of attaining immediate, comprehensive employment protections and employers' best prospect of securing definitive, timely legal guidance post‐Bostock.
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