Building on its reassertion that Title VII doesn’t cover sexual orientation, the federal appeals court in New Orleans recently ruled there is no protection for employees who complain about perceived sexual orientation bias either. An HR manager who posted her opinions on Facebook about a man trying on a dress—and was subsequently fired for unsatisfactory job performance—couldn’t make a case for retaliation under Title VII. Why? Her complaint that she was being mistreated because of her sexual orientation (heterosexual) didn’t constitute protected activity. Let’s take a closer look at what happened.