It might be an age thing, or it could be an Irish thing, just look at our music where we revel in our depression and bad luck, but every time a good thing happens when it comes to GLBT rights, although I am joyful, I am also one who waits for the shoe to drop.

When the Supreme Court made marriage equality the law of the land, and while people were celebrating, myself included, I was still aware that there would be an attempt by those who just need to hate someone to find a way around it.

There were people like Kim Davis who refused to issue marriage licenses to same sex couples because she was personally offended that she had to treat all taxpayers equally while getting strong support from evangelicals and Christian legal firms. Her religious supporters defended her choice to ignore the law and her job because it went against her religious beliefs

Then there are the states that begrudgingly go along with that ruling, but attempt to institute laws that still treat same sex marriages as unequal to heterosexual marriages although the law sees no difference. They may have to recognize a couple is married, but that doesn’t mean they have to allow same sex couples to adopt or treat them like a family if they moved from some other state in which adoption was not denied.

And it will happen when it comes to employment protection.

Can’t fire someone because he or she is Gay? Just come up with another excuse.

Been there.

When I started advocating for GLBT students, it was rather low key until someone told the local newspaper that there was a meeting scheduled to discuss including GLBT students in school district policies on nondiscrimination, bullying, and harassment, and a reporter quietly showed up at what was a closed meeting , closed not for secrecy but because the reality was that having to deal with the topic for the first time, a public meeting would most likely be awkward for some in attendance who might say things that upon more education they would like to retract later, something that cannot be done if it is printed in the newspaper. The meeting ended abruptly when the chair realized the reporter was not on the list of attendees and he found out she was a reporter.

That slowed things.

When a parent found out about my unceremoniously hung Gay History Month poster, a list of GLBT people who had and were still contributing to society, he complained that it offended his religious sensibilities, and, rather than handle it properly, the district overreacted to placate the parent who went to a local television station’s news department and complained that while I could have a poster depicting Homosexuality, his daughter could not have a Bible on campus,  which was totally false. This resulted in a news story that ended with much disappointment on the part of that station because, whereas the description was that it was a depiction of homosexuality and, therefore, implied lewd pictures, all they saw was a list of name and realized it as a non story.

But that opened the issue to the public with its attitudes for and against, and put me in the spotlight as an openly Gay teacher who had been very effective in my classroom and who had served on many district educational committees.

Over time it became obvious that the district would have to become more inclusive, but it was also obvious in a state heavily lorded over by the Southern Baptist Church, that doing the right thing could ruin a Board member’s political career. Doing the right thing became subject to all manner of machinations to avoid doing it.

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Eventually, the only way to deal with the dilemma was to remove the messenger and thereby silence the message.

But it would have been very complicated if the openly Gay teacher, well known by the public because of media coverage, was fired for being Gay.

That is when a mid- level central office administrator hit on the strategy of claiming I was incompetent so that I could be fired for that and insubordination, and if I followed the usual script of a teacher after being accused of these two infractions being offered the option of fighting the charge and potentially losing my teacher certification, or agreeing to just quietly go away with all record of the transgressions, real or fabricated, quietly “lost”, the quiet departure would be the best and most convenient decision for them.

Unfortunately for the administrators who wanted me removed and the message silenced, the inclusion of GLBT students in school policies was bigger than I was, and I could not just let it die.

Although the in-house dismissal process which favored the administration and was designed by them so they would always prevail while denying a teacher a fair dismissal hearing relied on the teacher choosing the disappearing option, instead of going quietly away, I filed a suit against the school district in District Court.

As was only too clear to my attorney and me, the court case showed that with 14 years of stellar evaluations, creative classroom  programs, involvement in major district committees, and high student test scores, incompetence and insubordination could not be real charges especially as those now trying to dismiss me had written glowing reports and commendations of a job well done over the years, and that it was decided at the beginning of the previous academic year that dismissing me was an objective and anything that obstructed that aim would be ignored in the evaluation process.

There had to be another reason, and the judge saw it. It was the advocacy that the administrators wanted to end and they needed to remove me to do that, and the charges of incompetence of insubordination were the smoke screen that was meant to conceal that , but it did not stand up to scrutiny.

The well known, openly Gay teacher with a good educational performance record could not be fired for being Gay, and so, as the judge saw, another, unsupportable reason was invented, a reason that would not have been needed if I had quietly gone away, and an excuse that could not be supported.

This is what GLBT employees may need to prepare for.

After the euphoria of the Supreme Court ruling, GLBT people should curb their naivete’ and see that if their anti-GLBT employer cannot fire them because of their sexual orientation or gender identity, they will try to find another way no matter how fictitious that is.

The reality is that the strength of the ruling will depend on the vigilance of the employee with the added pressure to be better than the best employee.

This is the reality for the present time, but as the young people become the people in charge, in light of their more accepting and less prejudiced attitudes, it will be temporary. But it will be.

So be vigilant. Join a union if one exists in your workplace, and be the best at whatever it is you do.

Don’t give them another excuse, real or fabricated, to hide behind

Your equality in the workplace has been recognized, don’t squander it by treating it as if it is special.