Is it legal for a company to offer free coding courses to women only? A company is offering free coding courses to women and non-binary individuals only. Is this kind of sex-based discrimination legal?
Yes, it's legal. It would be lawful discrimination on objectively and reasonably justified grounds Here's why: On the face of it, this is a case of direct discrimination contrary to Section 13 of the Equality Act 2010: (1) A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others. however, the company may argue that they are taking positive action in line with Section 158 of the Act (emphasis mine): (1) This section applies if a person (P) reasonably thinks that— (a) persons who share a protected characteristic suffer a disadvantage connected to the characteristic, (b) persons who share a protected characteristic have needs that are different from the needs of persons who do not share it, or (c) participation in an activity by persons who share a protected characteristic is disproportionately low. (2) This Act does not prohibit P from taking any action which is a proportionate means of achieving the aim of— (a) enabling or encouraging persons who share the protected characteristic to overcome or minimise that disadvantage, (b) meeting those needs, or (c) enabling or encouraging persons who share the protected characteristic to participate in that activity. It is likely that they will be able to justify direct discrimination on the grounds of positive action. The Government's Explanatory Notes on the section express the intent of the legislation as such (emphasis mine): This clause provides that the Bill does not prohibit the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It will, for example, allow measures to be targeted to particular groups, including training to enable them to gain employment, or health services to address their needs. Any such measures must be a proportionate way of achieving the relevant aim. A clear example is provided: Having identified that its white male pupils are underperforming at maths, a school could run supplementary maths classes exclusively for them. Furthermore, there is case law to establish that such positive action is entirely lawful: R (Adath Yisroel Burial Society and another) v Inner North London Senior Coroner [2018] EWHC 969 (Admin) (emphasis mine): Before leaving this topic we would stress that section 158 does not concern what is sometimes called “positive discrimination”; it is more limited and concerns only what the legislation calls “positive action”. In general “positive discrimination” is unlawful under the Equality Act. Therefore, as a matter of domestic law, prioritisation of some deaths for religious reasons would not be unlawful; to the contrary, it would be consistent with section 158. That position is mirrored in Convention jurisprudence. The point can be well illustrated by the decision in Jakóbski v Poland (2012) 55 EHRR 8. In that case the applicant was serving a prison sentence in Poland. He adhered strictly to the Mahayana Buddhist dietary rules and requested a vegetarian diet for that reason. This was not provided for him. The prison authorities stated that they were not obliged to prepare special meals for prisoners on the basis of religious belief as a matter of Polish law and that to do so would put excessive strain on them. The application before the court succeeded under Article 9. For that reason the Court did not consider it necessary to address separately the right to equal treatment in the enjoyment of Convention rights in Article 14 (to which we return below). However, in our view, the case of Jakóbski is a good illustration of the principle of equality at work in cases of this kind. What on its face looks like a general policy which applies to everyone equally may in fact have an unequal impact on a minority. In other words, to treat everyone in the same way is not necessarily to treat them equally. Uniformity is not the same thing as equality. While this judgement concerns itself with positive action on religious grounds, it has broad application to positive action on grounds of sex too, and would be consistent with Article 14 of the European Convention on Human Rights—namely that if the discrimination can be objectively and reasonably justified, it is lawful.
Excluding "ridiculously unacceptable conditions", it is legal to have "non-uniform" contract terms (where a company treats different classes of individuals differently), provided that the basis for distinction is not statutorily prohibited (race, religion, age, sex... depending on jurisdiction). There is a extremely slim chance that apparently legal income-discrimination can be a proxy for another form of illegal discrimination. However, "ridiculously unacceptable conditions" are unlikely to be found to be enforceable, regardless of any demographic properties associated with the condition. E.g. a clause requiring the surrender of a first-born female child would be unenforceable as "unconscionable". The specific circumstances surrounding such a finding by the court can't easily be summarized, since it relies heavily on prior case law, statutes, and legislative declarations. The underlying premise behind using the doctrine of unconsionability in such a case is that the clause in question is not something that a reasonable person would agree to, but they have no power to disagree. In the US, the case Williams v. Walker-Thomas Furniture is the leading case on this view. The clause in question was about a payment plan for furniture and the condition that no furniture could be paid off until all of it was. The consequence of the clause was that all of the furniture could be repossessed if any payment was missed, regardless of how much had already been paid. Various factors went into the court's ruling (that the condition was unenforceable), such as "absence of meaningful choice", "terms which are unreasonably favorable to the other party", :gross inequality of bargaining power". In the circumstance that you allude to, it is not obvious that the courts would follow Williams in making their ruling – it would depend on the extent to which one could reasonable conclude that the customer understood and freely accepted the term. There are upper limits on what a court can enforce, so a contract requiring a party to commit suicide would be utterly unenforceable (in most countries), and a contract requiring a party to break the law would be likewise.
Yes The relevant legal concepts are copyright, contract law and the Computer Fraud and Abuse Act. You are liable to be sued by the people affected for damages and/or be prosecuted by the government for the felony under either or both laws. Let's start here: "I bought a game". No, you didn't; you bought a licence to use the software in accordance with the terms of service (licence) that you freely agreed to. All modern ToS will not allow you to reverse engineer the software. If you breach those terms of service then you have broken a contract - that is what allows them to sue you. They will no doubt argue that the prevalence of cheat routines developed by people like you reduce the number of people willing to play the game - say 100,000 users x $10/month * 12 months = $12,000,000. They will also ask the court to impose punitive damages to discourage this sort of thing. Which brings us to the copyright violation. You are allowed to copy their software provided you comply with the ToS. But you didn't. Therefore you are in breach of the Copyright Act and subject to additional civil and criminal sanctions. Finally, your "cheats" access their servers in a way that the ToS doesn't authorize. This puts you in breach of the CFFA - breaking this carries serious jail time penalties. Not to mention that in the US, a criminal conviction will preclude you from many jobs, including, naturally, any with access to company computer systems. Putting aside the illegalities, cheats are unethical and ruin the game experience for hundreds of thousands of people who don't use cheats. You are a criminal - stop being one!
You asked about other jurisdictions. As you'll probably be aware (from cases like EU vs Microsoft and EU vs Google) European countries and culture tend to have much stronger protection laws for consumer and employee rights than the US does. In the UK you could make a strong case, although such cases are not often undertaken. The current legislation is Part 2 of the Consumer Rights Act 2015, but the unfair contract terms clause goes back to at least the Unfair Terms in Consumer Contracts Regulations 1999. Basically the law protects a person in a situation where disparity of size and bargaining power have led to unfair terms in a contract (typically a large company offering "take it or leave it" standard terms) - and specifically if they create a significant disparity in the parties rights and obligations. In such a situation the company which drafted the terms alleged to be unfair must show they are reasonable. A list of common terms likely to be seen as unfair is provided. (Employment terms are covered by other laws but also aim to prevent abuses due to inequality of contracting power) A company which sold a product like Windows 7/8/8.1 and then later said "we are changing our terms of support and forcing you to upgrade" (especially to a different product the user may not want, or a product that is maintained in a different way),would almost certainly be at substantial risk of falling foul of this. It wouldn't matter if it was done by not providing the support/patches as originally implied (by custom or normal expectation) or as agreed in an explicit statement of support life cycle, or by saying "we have the right under the contract to do this", or by forcing what is essentially a change of product to get the updates. It also wouldnt matter how big they are, nor whether or not the user had already agreed "because I felt I had no choice". The law is there specifically to protect against abuses like this, so it is drafted to catch companies who try to find "wriggle room".
It's not clear exactly what you're asking, when you say "the company I work for" – i.e. are you asking "can they fire me?" (almost certainly they can, even if their TOS thinking is legally misguided – unless in your country there are laws that prevent firing employees). To be certain, you need to hire an attorney who is sufficiently savvy about web page technology that they can accurately judge what you are doing, and whether you can fruitfully resist their demands. You seem to be skeptical of their position because you are "not affecting their servers in any way". The TOS is not about affecting their servers, it is about affecting their intellectual property. It appears that your code does a number of the prohibited actions such as and perhaps most importantly "modify". If you have distributed a program that allows users to modify company content on their own computers, then the user might be in violation of the TOS, but not you (since you're not running a server that redistributes). However, I am betting that in order to create and test the program you had to violate the TOS. Additionally, you could be vicariously liable for the infringements of others, especially if this program can only be used to infringe on copyright, and you know this fact. That is pretty much the end of the legal part. As for how you should respond, your attorney, and not Law SE, deals in recommendations.
Yes, it is illegal in North Carolina, which defines your sex as what's on your birth certificate. At any point in your transition, even when it's long complete, you'll still have to use the restroom for the gender on your birth certificate (hypothetically assuming the law is still in place). See e.g. this CNN coverage and this followup. Will you actually be arrested? Probably only if there's a complaint. The police haven't yet figured out how they're supposed to enforce this law.
You are correct that the federal law does not prohibit sex discrimination in &quot;public accommodations&quot;, the category that includes your examples. State laws tend to be more restrictive, see for example Washington's RCW 49.60.215 which declares that It shall be an unfair practice for any person ... to commit an act which ... results in any distinction ... except for conditions and limitations established by law and applicable to all persons, regardless of race, creed... sexual orientation, sex... PROVIDED, That behavior or actions constituting a risk to property or other persons can be grounds for refusal and shall not constitute an unfair practice. The definitions allow for a few exceptions as to what kind of place is so restricted, most notably a facility &quot;which is by its nature distinctly private&quot;, nor &quot;any educational facility, columbarium, crematory, mausoleum, or cemetery operated or maintained by a bona fide religious or sectarian institution&quot;. Here is a paper that summarizes the situation with women'-only clubs. For example, New Jersey law has the exception that nothing herein contained shall be construed to bar any place of public accommodation which is in its nature reasonably restricted exclusively to individuals of one sex, and which shall include but not be limited to any summer camp, day camp or resort camp, bathhouse, dressing room, swimming pool, gymnasium, comfort station, dispensary, clinic or hospital, or school or educational institution which is restricted exclusively to individuals of one sex... So it depends on the state, but most states prohibit any sex discrimination in public accommodations.
This is not &quot;unfair competition&quot;. You are allowed to ask people for their views and take them into account in designing software, even with the specific intent that it compete successfully with existing software. In the US you have a protected right to do that under the First Amendment. If the chat site where you asked is run by the developer or owners of the app, they can ask you to avoid such question there, and even ban you from the site if they choose, because it is their site. But if you went onto a public site (like Stack Exchange, say, or Quora) the app owners would have no right to insist that you not ask for such opinions. The degree to which the design or interface of an app or other software may be protected against imitation is a complex one, and depends on the country involved. But widely known and used features such as a 'like' button, message threading, or a comment section are almost surely not protectable. Listening to users of existing simile products and getting their ideas on what works well and what is lacking is generally a good idea, and is in no way &quot;unfair&quot;.