compulsive. While agencies can issue regulations that are consistent with existing law, they cannot exceed or change the law. Moreover, those regulations must comply with the U.S. Administrative Procedure Act (APA). The APA requires notice to the public and a period for comments. Opponents argued that using the joint guidance was inappropriate and was designed to circumvent the APA. The Department of Justice, the Department of Education, advocacy groups and private litigants brought cases to enforce the joint guidance interpretation. One of those cases, G.G. v. Gloucester School Board, reached the Supreme Court in 2016. However, the election of Donald Trump as president in November of that year derailed the case. On February 22, 2017, about a month after Trump's inauguration, the government withdrew the May 13 guidance. In withdrawing the guidance, then Attorney General Jeff Sessions stated in a letter, "The prior guidance documents did not contain sufficient legal analysis or explain how the interpretation was consistent with the language of Title IX. ... Congress, state legislatures, and local governments are in a position to adopt appropriate policies or laws addressing this issue." On March 6, 2017, the Supreme Court determined that, in light of the changed position of the government, the case, should be vacated and the case remanded for further consideration in the lower courts. In employment The Equal Employment Opportunity Commission (EEOC) is a key U.S. agency that enforces federal workplace rules. States also have their own rules but in a conflict, if constitutional, federal law is supreme. A key statute is Title VII. Title VII, passed as part of the Civil Rights Act of 1964, prohibits discrimination in the workplace "because of" race, color, religion, sex, or national origin. Title VII does not mention sexual orientation or gender identity. Although few dispute that Congress was thinking about gender identity or sexual orientation in 1964, advocates have argued that sexual orientation and gender identity are included in the law's reference to "sex". In 2012, the EEOC adopted this view. It ruled in Macy v. Holder, a case involving federal employees, that Title VII required that "gender identity" be treated the same as "sex". It also ruled soon thereafter that a transgender person had to be afforded access to a public toilet matching the person's gender identity without a requirement of surgery or status identification. These decisions departed from then existing legal precedent as well as the