Yes, you can, in SOME places in the United States. The reason being is being gay isn't a "protected" status in FEDERAL civil rights legislation.
The Civil Rights Act of 1964 outlawed discrimination against racial, ethnic, national and religious minorities, and women. Before that one could say "black people need not apply" on a job description or ask women if they were going to be having children soon on a job interview. Being gay was never defined as a protected group outright.
That being said, SOME States in the United States have taken it one step further and made homosexuals a protected group and disallowed discrimination against them under STATE law. Some companies have specifically outlawed discrimination against gays via official company policy and extended employee benefits to same sex partners.
I don't know if you can see this video outside of the United States, but try to watch it! It gives some examples of people being fired for being gay, and an interview with a completely clueless State lawmaker.
In 2011 and 2012, the Equal Employment Opportunity Commission ruled that job discrimination against Lesbians, Gays, Bisexuals and Transgenders classified as a form of sex discrimination and thus violated Title VII of the Civil Rights Act of 1964.
The EEOC enforces the prohibitions against employment discrimination in Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of 1973, Titles I and V of the Americans with Disabilities Act of 1990 (ADA), Title II of the Genetic Information Non-discrimination Act (GINA), and the Civil Rights Act of 1991. These laws prohibit discrimination based on race, color, sex, religion, national origin, age, disability, and genetic information, as well as reprisal for protected activity. The Commission's interpretations of these statutes apply to its adjudication and enforcement in federal sector as well as private sector and state and local government employment.
The EEOC has held that discrimination against an individual because that person is transgender (also known as gender identity discrimination) is discrimination because of sex and therefore is covered under Title VII of the Civil Rights Act of 1964. See Macy v. Department of Justice, EEOC Appeal No. 0120120821 (April 20, 2012), http://www.eeoc.gov/decisions/0120120821%20Macy%20v%20DOJ%20.... The Commission has also found that claims by lesbian, gay, and bisexual individuals alleging sex-stereotyping state a sex discrimination claim under Title VII. See Veretto v. U.S. Postal Service, EEOC Appeal No. 0120110873 (July 1, 2011); Castello v. U.S. Postal Service, EEOC Request No. 0520110649 (Dec. 20, 2011), http://www.eeoc.gov/decisions/0520110649.txt.*
The Civil Rights Act of 1964 outlawed discrimination against racial, ethnic, national and religious minorities, and women. Before that one could say "black people need not apply" on a job description or ask women if they were going to be having children soon on a job interview. Being gay was never defined as a protected group outright.
That being said, SOME States in the United States have taken it one step further and made homosexuals a protected group and disallowed discrimination against them under STATE law. Some companies have specifically outlawed discrimination against gays via official company policy and extended employee benefits to same sex partners.
I don't know if you can see this video outside of the United States, but try to watch it! It gives some examples of people being fired for being gay, and an interview with a completely clueless State lawmaker.
http://www.thedailyshow.com/watch/thu-may-3-2012/free-at-las...
EDIT:
Looks like I'm slightly wrong.
The Civil Rights Act of 1964 has been interpreted to apply to gays recently.
http://en.wikipedia.org/wiki/LGBT_rights_in_the_United_State...
In 2011 and 2012, the Equal Employment Opportunity Commission ruled that job discrimination against Lesbians, Gays, Bisexuals and Transgenders classified as a form of sex discrimination and thus violated Title VII of the Civil Rights Act of 1964.
http://www.eeoc.gov/federal/otherprotections.cfm
The EEOC enforces the prohibitions against employment discrimination in Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of 1973, Titles I and V of the Americans with Disabilities Act of 1990 (ADA), Title II of the Genetic Information Non-discrimination Act (GINA), and the Civil Rights Act of 1991. These laws prohibit discrimination based on race, color, sex, religion, national origin, age, disability, and genetic information, as well as reprisal for protected activity. The Commission's interpretations of these statutes apply to its adjudication and enforcement in federal sector as well as private sector and state and local government employment.
The EEOC has held that discrimination against an individual because that person is transgender (also known as gender identity discrimination) is discrimination because of sex and therefore is covered under Title VII of the Civil Rights Act of 1964. See Macy v. Department of Justice, EEOC Appeal No. 0120120821 (April 20, 2012), http://www.eeoc.gov/decisions/0120120821%20Macy%20v%20DOJ%20.... The Commission has also found that claims by lesbian, gay, and bisexual individuals alleging sex-stereotyping state a sex discrimination claim under Title VII. See Veretto v. U.S. Postal Service, EEOC Appeal No. 0120110873 (July 1, 2011); Castello v. U.S. Postal Service, EEOC Request No. 0520110649 (Dec. 20, 2011), http://www.eeoc.gov/decisions/0520110649.txt.*