Warren Meyer is both a small business owner and a outspoken advocate of gay rights. He tried to put a gay marriage amendment on the Arizona ballot, earlier this year. And, yet, he opposes the current Senate bill to make sexual orientation a protected class. He explained why, on his blog.
If you are unfamiliar with how it works, this is perhaps how you THINK it works: An employee, who has been mistreated in a company based on clear prejudice for his or her race / gender / sexual orientation, etc. has tried to bring the problem to management's attention. With no success via internal grievance processes, the employee turns finally to the government for help.
Ha! If this were how it worked, I would have no problem with the law. In reality, this is how it works: Suddenly, as owner of the company, one finds a lawsuit or EEOC complain in his lap, generally with absolutely no warning. In the few cases we have seen in our company, the employee never told anyone in the company about the alleged harassment, never gave me or management a chance to fix it, despite very clear policies in our employee's manuals that we don't tolerate such behavior and outlining methods for getting help. There is nothing in EEO law that requires an employee to try to get the problem fixed via internal processes.
As a result, our company can be financially liable for allowing a discriminatory situation to exist that we could not have known about, because it happened in a one-on-one conversations and the alleged victim never reported it.
What I want is a reasonable chance to fix problems, get rid of bad supervisors, etc. A reasonable anti-discrimination law would say that companies have to have a grievance process with such and such specifications, and that no one may sue until they have exhausted the grievance process or when there is no conforming grievance process. If I don't fix the problem and give the employee a safe work environment, then a suit is appropriate. The difference between this reasonable goal and the system we actually have is lawyers. Lawyers do not want the problem to be fixed. Lawyers want the problem to be as bad as possible and completely hidden from management so there is no chance it can be fixed before they can file a lucrative lawsuit.
This is a strong argument for rejecting this bill. It's not homophobia or oppression to demand that the law respect both employers and employees. This law doesn't and that's a problem.