Employee was designated male at birth and on her driver’s license, but considered herself a woman. When she used both the male and female bathroom at work, her employer asked her to supply a letter from her doctor indicating her gender. Her attorney wrote saying that she was not entirely male or female, and was, instead, intersexed. The employer tells the employee she can only use the men’s restroom. If the employee had not notified the employer that she was intersexed, and possibly within Title VII, would employer be held liable for discrimination? [Johnson v. Fresh Mark, Inc., 337 F. Supp. 2d 996 (N.D. Ohio. 2003).]