R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission

Target entity: R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission
Context triple: [Bostock v. Clayton County, relatedCase, R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission]

• A. Griggs v. Duke Power Co.
  Griggs v. Duke Power Co. is a 1971 U.S. Supreme Court decision that established the doctrine of disparate impact in employment discrimination law, holding that seemingly neutral job requirements that disproportionately exclude protected groups can violate Title VII.
• B. Employment Division, Department of Human Resources of Oregon
  Employment Division, Department of Human Resources of Oregon is a state agency responsible for administering employment-related services and regulations in Oregon, including unemployment insurance and workforce programs.
• C. Employment Division v. Smith
  Employment Division v. Smith is a landmark 1990 U.S. Supreme Court decision that significantly narrowed protections for religious practices under the Free Exercise Clause by upholding the enforcement of neutral, generally applicable laws even when they incidentally burden religion.
• D. McDonnell Douglas Corp. v. Green
  McDonnell Douglas Corp. v. Green is a 1973 U.S. Supreme Court decision that established the key burden-shifting framework for proving employment discrimination under Title VII.
• E. Briggs v. Elliott
  Briggs v. Elliott was a landmark federal court case from South Carolina challenging racial segregation in public schools, and it became one of the key cases consolidated into Brown v. Board of Education.
• F. None of above. chosen
• G. Unsure - the case is ambiguous/there is not enough information to decide.

Target entity: R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission
Target entity description: R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission was a landmark U.S. Supreme Court case that addressed whether federal employment discrimination law protects transgender employees from being fired because of their gender identity.

• A. Griggs v. Duke Power Co.
  Griggs v. Duke Power Co. is a 1971 U.S. Supreme Court decision that established the doctrine of disparate impact in employment discrimination law, holding that seemingly neutral job requirements that disproportionately exclude protected groups can violate Title VII.
• B. Employment Division, Department of Human Resources of Oregon
  Employment Division, Department of Human Resources of Oregon is a state agency responsible for administering employment-related services and regulations in Oregon, including unemployment insurance and workforce programs.
• C. Employment Division v. Smith
  Employment Division v. Smith is a landmark 1990 U.S. Supreme Court decision that significantly narrowed protections for religious practices under the Free Exercise Clause by upholding the enforcement of neutral, generally applicable laws even when they incidentally burden religion.
• D. McDonnell Douglas Corp. v. Green
  McDonnell Douglas Corp. v. Green is a 1973 U.S. Supreme Court decision that established the key burden-shifting framework for proving employment discrimination under Title VII.
• E. Briggs v. Elliott
  Briggs v. Elliott was a landmark federal court case from South Carolina challenging racial segregation in public schools, and it became one of the key cases consolidated into Brown v. Board of Education.
• F. None of above. chosen