Document ID: ./input/supremecourt_opinions/opinions/19pdf/17-1618_hfci.pdf
Page Number: 147

Cite as:  590 U. S. ____ (2020) 

3 

KAVANAUGH, J., dissenting 

I 
Title VII makes it unlawful for employers to discriminate
because of “race, color, religion, sex, or national origin.”  42 
U. S. C. §2000e–2(a)(1).2  As enacted in 1964, Title VII did 
not  prohibit  other  forms  of  employment  discrimination, 
such  as  age  discrimination,  disability  discrimination,  or 
sexual orientation discrimination. 

Over  time,  Congress  has  enacted  new  employment  dis-
crimination laws.  In 1967, Congress passed and President 
Johnson signed the Age Discrimination in Employment Act.
81  Stat.  602.    In  1973,  Congress  passed  and  President
Nixon  signed  the  Rehabilitation  Act,  which  in  substance 
prohibited disability discrimination against federal and cer-
tain  other  employees.    87  Stat.  355.    In  1990,  Congress 
passed and President George H. W. Bush signed the com-
prehensive Americans with Disabilities Act.  104 Stat. 327. 
To prohibit age discrimination and disability discrimina-
tion, this Court did not unilaterally rewrite or update the 

—————— 

2 In full, the statute provides: 
“It shall be an unlawful employment practice for an employer— 
“(1) to fail or refuse to hire or to discharge any individual, or otherwise 
to discriminate against any individual with respect to his compensation, 
terms, conditions, or privileges of employment, because of such individ-
ual’s race, color, religion, sex, or national origin; or 

“(2) to limit, segregate, or classify his employees or applicants for em-
ployment in any way which would deprive or tend to deprive any indi-
vidual of employment opportunities or otherwise adversely affect his sta-
tus as an employee, because of such individual’s race, color, religion, sex,
or national origin.”  42 U. S. C. §2000e–2(a) (emphasis added). 

As the Court today recognizes, Title VII contains an important exemp-
tion for religious organizations.  §2000e–1(a); see also §2000e–2(e).  The 
First Amendment also safeguards the employment decisions of religious 
employers.  See  Hosanna-Tabor  Evangelical  Lutheran  Church  and 
School  v.  EEOC,  565  U. S.  171,  188–195  (2012).    So  too,  the  Religious
Freedom Restoration Act of 1993 exempts employers from federal laws 
that substantially burden the exercise of religion, subject to limited ex-
ceptions.  §2000bb–1.