In a significant recent decision, Jespersen v. Harrah’s Operating Co., Inc., 444 F.3d 1104 (9th Cir. 2006), the 9th U.S. Circuit Court of Appeals, sitting en banc, affirmed an employer’s right to maintain gender-specific grooming policies under Title VII of the Civil Rights Act of 1964 so long as such policies neither impose unequal burdens on men and women nor reflect gender-based stereotypes.

The plaintiff in Jespersen was a female bartender working at Harrah’s Reno, Nev., casino who was terminated from her position after 20 years of service because she refused to wear makeup in keeping with Harrah’s newly adopted “Personal Best” grooming policy. By all accounts, she had an otherwise exemplary work record.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]