Hello, fellow law nerds.

Welcome to another episode of Boom Lawyered, a rewired.

Dot News podcast hosted by the legal journalism team that feels sorry for Jessica because her

birthday is on Sunday and that's when literally everyone in Westeros

is going to die. So happy birthday and my sincere apologies. I'm Imani Gandhi. I'm Jess Peklo.

Rewire.net news is dedicated to bringing you the best reproductive rights and social justice

news, commentary, and analysis on the web. and the Team Legal podcast is part of that mission.

So a big thanks to our subscribers and a welcome to our new listeners.

The Supreme Court announced this week that it was going to hear three cases

that could determine what, if any, protections LGBTQ employees have from on-the-job discrimination.

The cases, Altitude Express versus Zarda,

Bostock v. Clayton County, Georgia, and Harris Funeral Homes versus the EEOC, ask whether Title VII's

ban on discrimination, quote, because of sex, includes banning discrimination on the basis

of sexual orientation and gender identity.

The cases are a huge deal, and not just because they have the potential to impact the lives of

millions of LGBTQ employees, but also because conservatives are arguing the court should adopt

a ruling that could undo decades of legal protection against workplace harassment more broadly. In this episode,

we're going to explain what it means that the court agreed to hear all three of these cases together,

how a bad ruling from the court could go beyond employment law and into other areas like

housing and health care, and what, if anything, can be done about it.

Okay, Amani, this is another really big, meaty episode. Where do we begin?

Let's begin with the fact that the Supreme Court conferenced 11 consecutive times before it decided to take these cases.

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