Annotated Bibliography

Annotated Bibliography Example

Rasmussen College

Author Note

Annotated Bibliography

Brantner, P. (n.d.). Sexual orientation discrimination. Retrieved August 21, 2016, from http://www.workplacefairness.org/sexual-orientation-discrimination#2

This article from the Workplace Fairness Organization discusses fifteen questions with detailed answers regarding discrimination against LGBT employees in the workplace. Topics include defining sexual orientation discrimination, federal laws and what to do if you are the subject of this type of behavior. The article is a reliable source for those that are unfamiliar with sexual orientation discrimination as it outlines and covers a broad range of topics about this particular type of discrimination. This source is helpful in allowing the reader insight on particular topics like how to enforce the law or filing a complaint; the reader can then conduct further research to expand on these issues. 

Gay, V. C. (2015). 50 years later: Still interpreting the meaning of 'Because of sex' within Title VII and whether it prohibits sexual orientation discrimination. Air Force Law Review, 73, 61-109. Retrieved from EBSCOhost database.

Title VII of the Civil Right Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. This nearly 50 page law review is written by Major Velma Cheri Gay, United States Air Force. MAJ Gay specializes in military law and therefore has the credibility to discuss the subject of civil rights and sexual orientation. This article looks at the last 50 years of Civil Rights laws and how they impact same sex employees in the workplace. The article further discusses Title VII, ENDA and the EEOC.  

The HRC. (2016). 5 things to know about LGBT issues. Retrieved August 21, 2016, from http://www.hrc.org/press/best-and-worst-companies-for-gay-and-transgender-employees-revealed

The Human Rights Campaign (HRC) is the largest civil rights organization working to advocate for LGBT equality and educating the public on LGBT issues. This reliable source provides statistical data from the US Census Bureau about the number of LGBT people living in the US, those raising children and how there are no federal laws protecting their rights in the workplace. 

Joyner, E., & Lyons, A. (2016). Creating an inclusive workplace for LGBT employees. Corporate Counsel Litigation, 30(3), pp. 13-16. Retrieved from Academic Search Complete database.

This article, written by two attorneys, is a credible and informative source for various court cases with examples of scenarios that can be considered gender identity or sexual orientation discrimination. The topic of discriminating against the LGBT community is prevalent now more than ever as more and more cases are making local and national news. This publication emphasizes how important it is for employers and attorneys who represent them to understand their responsibilities towards employee who are members of the LGBT community.

McKay, T. (2015, June 29). One map shows where you can still be fired for being gay in 2015. Retrieved August 21, 2016, from https://mic.com/articles/121496/one-map-shows-where-you-can-still-be-fired-for-being-gay-in-2015#.Z8MgOt6eK

Mic Media is a company that targets millennials with current news and events. This article shows a detailed map of the United States, comprised with data from the American Civil Liberties Union that indicates which states in the US LGBT employees can still be fired with no legal recourse. The map shows where nondiscrimination laws stand across all 50 US states. It is legal for same sex couples to marry in all 50 states but in 28 of those states they can still be fired for it. 

Sangha, K. K. (2015). LGBT Protection in the Workplace-A Survey of State and Local Laws. Retrieved from EBSCOhost database. (Accession No. 10.1002/ert.21500)

This publication from Wiley Periodical details state and local laws regarding LGBT discrimination in the workplace. States with explicit protections of LGBT workers are detailed and discussed as are those that protect employees by state or presidential executive orders. The information contained in this periodical is informative for those researching state LGBT protection laws and is helpful to this research project as it outlines to what extent LGBT workers are protected in most states. 

USA.gov. (2016). How laws are made. Retrieved August 21, 2016, from https://www.usa.gov/how-laws-are-made

This article from USA.gov details how laws are made whether from the federal government or by Executive Order from the President. Congress, the subject or this research paper, as an organization makes federal laws for the US. The website is a reliable source because it is the official website of the United States federal government.

Woosley, R. (2016, September 1). [Instant messenger interview by the author].

Mr. Rick Woosley is a 40 year old, openly gay man living in a small town in Tennessee. I have known that, because of his lack of masculine male qualities that Mr. Woosley had been discriminated against in the workplace in the past; he owns his own business now so this topic is a non-issue currently. Mr. Woosley described working for the largest retailer in the US where he had a blemish free, impeccable employment record. Mr. Woosley was told by his manager to change his appearance because he was "too feminine” to which he refused. Within a one month time frame Mr. Woosley was written up three times and then ultimately fired. The department Mr. Woosley worked in was in constant disarray upon his arrival and he took pictures to prove his case and submitted them to management. On the day of his firing, Mr. Woosley was presented with the pictures, told this was the state he was leaving the department in and let go of the company. The manager Mr. Woosley reported the pictures to be unavailable the day he was fired as was another employee who overheard a conversation stating he would be fired for being gay a month prior. Mr. Woosley did not pursue any action against the company as he felt there were no witnesses to back him up and this situation took place in 1998 prior to any laws protecting LGBT workers in Tennessee were legislated.