08/27/2021
In the first case of its type in Illinois, the Appellate Court Ruled that Hobby Lobby violated the Illinois Human Rights act by denying one of its transgender employees the use of the woman's bathroom.
Meggan Sommerville, worked at Hobby Lobby for years before transitioning from male to female. She changed her name and gender on her driver's license and social security card, and underwent medical treatment to look more like a female. Despite all this, Hobby Lobby denied her the use of the women's bathroom and directed its employees to report if they saw her using it. Hobby Lobby repeatedly changed what it wanted in order to allow her to use the women's bathroom, demanding "legal authority", requiring a birth certificate, and requiring that she undergo surgery. Hobby Lobby even went so far as to install a unis*x bathroom in the store instead of granting her access to the women's bathroom.
She resorted to waiting to use the bathroom until break, walking 10 minutes to a different nearby store, or sneaking into the women's bathroom when nobody else was around. Because of this, she started having nightmares about bathrooms and suffered physical symptoms like headaches, fatigue, muscle cramps, gastric problems, and dehydration from limiting her fluid intake.
The Appellate Court held that the Illinois Human Rights Act was amended in 2006 to prohibit discrimination on the basis of s*xual orientation and gender identity. The new wording of the law defines "s*x" as the "status of being male or female", which can change much like a person's marital status can change. The court upheld an award of damages of $220,000 and ordered Hobby Lobby to allow Sommerville to be able to use the women's bathroom.
In this case, Sommerville took several steps in her transition to female. What is unclear is how many of those steps, or which ones, if any, will be sufficient for a person to change their "status of being male or female." How will courts decide other cases that aren't so clear cut? Is it enough for an employee to tell their employer that they are transitioning or will courts require more of a long-term showing?