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Future JD Students

LGBT Survey Results: The Ohio State University Moritz College of Law

Nondiscrimination Policy

The Ohio State University is committed to building and maintaining a diverse community to reflect human diversity and improve opportunities for all. The university is committed to equal opportunity and eliminating discrimination. This commitment is both a moral imperative consistent with an intellectual community that celebrates individual differences and diversity, as well as a matter of law. Ohio State does not discriminate on the basis of age, ancestry, color, disability, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, race, religion, sex, sexual orientation, or veteran status in its programs, activities, employment, and admission.

LGBT Student Organization(s)

OutLaws is an organization of students, faculty, and staff of The Ohio State University Moritz College of Law. The association promotes understanding of legal issues that affect the gay, lesbian, bisexual, transgender, and queer communities.

The goals of the association are threefold: to sponsor speakers and presentations that educate the Ohio State community about issues regarding sexual orientation and gender identity; to advocate policy and legal changes that encourage the integration of sexual and gender minorities into the general community; and to sponsor social and fundraising activities for members and supporters throughout the year. We also host events with our graduate and professional colleagues to network with LGBT students, allies, and local professionals.

The group hopes to inspire a spirit of cooperation and a tolerance for diversity at the Moritz College of Law. In doing so, we welcome the participation and support of ally law students, faculty, and staff.

LGBT Faculty

No details provided.

LGBT Administrator(s)

No details provided.

LGBT Course(s)

  • Gender and the Law: This course explores the legal significance of gender in a wide variety of contexts, including employment, criminal and civil law, and laws governing family and sexuality. It is a survey course covering major state and federal cases and including some discussion of gender in comparative and international contexts. We will examine such topics as rape, domestic violence, sexual harassment, child custody, marriage, and reproductive rights. There will be a special emphasis on the intersection between gender and race and gender and sexual orientation. In addition to substantive law, the course includes articles and other materials focusing on the various strands of feminist legal theory, including liberal, dominance, cultural, intersectional, and postmodern feminist scholarship.
  • Employment Discrimination Law: A study of federal law prohibiting discrimination in employment on the basis of race, gender, sexual orientation, national origin, religion, age, and disability. We will focus on Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Reconstruction Era Civil Rights Act, and the Americans with Disabilities Act of 1990. We will also discuss some of the constraints imposed on public sector employers by the Equal Protection Clause of the 14th Amendment and the Due Process Clause of the 5th Amendment to the US Constitution.
  • Sex, Sexuality, and the Law: This course will survey the various legal issues facing gay men, lesbians, and bisexuals. The topics include regulation of sexuality and gender; liberty-equality debate; theories of sexuality, gender, and the law; the workplace; families; parenting; education; and the military. Students will be expected to contribute actively to the class discussion. Twenty percent of the grade will be based on class attendance and active participation. The remainder of the grade will be based on a take-home exam. Students will have the entire exam period to complete the take-home exam. This is a general survey course. No outside research is expected for class discussion or the take-home exam.
  • Workplace Bias: Theories & Debates Seminar: This seminar will explore the legal and interdisciplinary literature relating to contemporary claims of bias in the workplace, including theories of implicit bias, intersectionality theory, structuralist approaches and stereotyping, and identity performance theories. In addition to studying various theories of bias, the reading will cover applied topics such as pay equity, appearance discrimination, cyberharassment, accommodation of pregnancy and caregiving activities, and religious objections to compliance. Students will be required to write and present a research paper on a topic of their choice.
  • Sexual Violence Seminar: This seminar examines various theories of sexuality—both cross-sex and same-sex—and how they relate to notions of “sexual violence,” “sexual injury,” and “sexual harm.” How should these injuries be defined, and what efforts should (or must) the state undertake to regulate or eliminate them? Should sex-based harms be regulated by the state at all? If not the state, are there other forms of social regulation of sex-based injuries that should (or must) be pursued? Or are these regulations outweighed by their costs? Are cost-benefit analyses even appropriate to this particular domain of law and legal regulation? What other approaches to sex-based harms might be embraced and pursued? This seminar should be of interest to anyone interested in gender and sexual equality, the law governing rape (including marital rape), sexual harassment, trafficking, child sex abuse, marriage, domestic violence, or other forms of sex-based harm like “gay bashing” or bullying, as well as to anyone interested in ideas of sexual liberty, liberation, and freedom.
  • Critical Race Theory Seminar: Critical Race Theory (CRT) is a dynamic and growing movement in the law, spirited by writers who challenge the prevailing racial orthodoxy and question comfortable liberal premises, in search of a new way of thinking about race and law. CRT begins with the insight that racism is a normal and ingrained feature of American society. Thus, color-blind laws can remedy only the most extreme injustices and do little about the business-as-usual form of racism that people of color confront every day. This course begins with a review of the United States’ 1) history of racial and religious intolerance; 2) Civil Rights Movement; and 3) current socioeconomic status of African Americans. With that foundation laid, a sampling of literature by writers in the CRT Movement is reviewed. The last half of the course is devoted to student presentations on approved topics that apply a critical perspective to issues related to race, gender, nationality, or sexual orientation.

Domestic-Partner or Same-Sex Marriage Benefits

The same-sex domestic partner (affidavit is required), of a covered employee, who meets all of the following criteria is eligible for benefits.

  • Shares a permanent residence with the employee (unless residing in different cities, states, or countries on a temporary basis); and
  • Is the sole same-sex domestic partner of the employee, has been in a relationship with the employee for at least six months, and intends to remain in the relationship indefinitely; and
  • Is of the same sex as the employee and is not currently married to or legally separated from another person under either statutory or common law; and
  • Shares responsibility with the employee for each other’s common welfare; and
  • Is at least 18 years of age and mentally competent to consent to contract; and
  • Is not related to the employee by blood to a degree of closeness that would prohibit marriage in the state in which they legally reside; and
  • Is financially interdependent with the employee in accordance with the plan requirements outlined by Ohio State below. Financial interdependency may be demonstrated by the existence of three of the following:
    • Joint ownership of real estate property or joint tenancy on a residential lease
    • Joint ownership of an automobile
    • Joint bank or credit account
    • Joint liabilities (e.g., credit cards or loans)
    • A will designating the same-sex domestic partner as primary beneficiary
    • A retirement plan or life insurance policy beneficiary designation form designating the same-sex domestic partner as primary beneficiary
    • A durable power of attorney signed to the effect that the employee and the same-sex domestic partner have granted powers to one another

Additional Information

In achieving our goal of being a preeminent law school, one of our guiding values is the value of diversity and inclusiveness. This is a recognition that excellence in a legal education as well as in our legal system, institutions, workplaces, and communities is enriched by the existence of a diverse and inclusive environment. To that end, we encourage applicants to feel free to address their sexual orientation or identity in the application to the college, including in personal statements or other optional statements. We are very much committed to the idea that Moritz be a place that is open, welcoming, diverse, and inclusive to everyone. The community must be diverse for that to take place.

Back to LGBT Survey Link

May 21, 2014, 13:28 PM

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