UFCW Local 663 bargaining committee members fought for language in their contracts that would protect transgender rights while on the job. Here’s the language they fought for and won. Feel free to share and use when creating your proposals to protect each other at work.
Section 6.3 Transgender Workers If any employee is transgender, or intends to or is going through a transition in gender identity (with or without surgery or therapy) and makes a request, the Employer and the employee will mutually agree on: • A way to notify co-workers of the worker’s status or transition, if the employee so desires the transition to be known; • The Employer’s encouragement of other employees to speak or refer to transgender workers by the names they choose and the pronouns they identify. The Employer will make reasonable efforts to use preferred names and pronouns, including on name tags, unless otherwise legally required.
Section 6.3 Transgender Workers If any employee is transgender, or intends to or is going through a transition in gender identity (with or without surgery or therapy) and makes a request, the Employer and the employee will mutually agree on: • A way to notify co-workers of the worker’s status or transition, if the employee so desires the transition to be known; • The Employer’s encouragement of other employees to speak or refer to transgender workers by the names they choose and the pronouns they identify. The Employer will make reasonable efforts to use preferred names and pronouns, including on name tags, unless otherwise legally required.
SECTION 8.7: TRANSGENDER WORKERS If any worker is transgender, or intends to or is going through a transition in gender identity (with or without surgery or therapy), chooses to disclose, and asks for employer accommodation: A. The Employer and the Union will mutually agree on: • a way to notify co-workers of the worker’s status or transition (the parties’ discussions will include the worker); • creating safe work areas for the worker; • designating at least one restroom as gender neutral; and • if either party considers it advisable, developing and administering a training for co-workers and managers, including the schedule for and frequency of the training; • notifying all workers that transgender workers may use the restrooms and changing rooms designated for the gender they identify with; and • requesting everyone at the workplace or engaged in the Company’s business to speak or refer to transgender workers by the names they choose and the pronouns they identify with. B. The Employer will change all legal and financial records so that all records use the names transgender workers choose and the pronouns they identify with when worker provides a government issued ID. The Company will also update any photographs, including identification badges, unless the worker requests otherwise.
SECTION 8.7: TRANSGENDER WORKERS If any worker is transgender, or intends to or is going through a transition in gender identity (with or without surgery or therapy), chooses to disclose, and asks for Employer accommodation: A. The Employer and the Union will mutually agree on: • a way to notify coworkers of the worker’s status or transition (the parties’ discussions will include the worker); • creating safe work areas for the worker; • designating at least one restroom as gender neutral; and • if either party considers it advisable, developing a training for coworkers and managers, including the schedule for and frequency of the training; • notifying all workers that transgender workers may use the restrooms and changing rooms designated for the gender they identify with; and • requesting everyone at the workplace or engaged in the Employer’s business to speak or refer to transgender workers by the names they choose and the pronouns they identify with. B. The Employer will change all legal and financial records so that all records use the names transgender workers choose and the pronouns they identify with when worker provides a government issued ID. The Employer will also update any photographs, including identification badges, unless the worker requests otherwise. The Employer will also administer a jointly-agreed on training for managers, supervisors and workers.
SECTION 11 TRANSGENDER WORKERS If any employee is transgender, or intends to or is going through a transition in gender identity (with or without surgery or therapy) and makes a request: A. The Employer and the Union will mutually agree on: • a way to notify co-workers of the worker’s status or transition (the parties’ discussions will include the worker), if the employee so desires the transition be known; • creating safe work areas for the worker; • designating all single person restrooms as gender neutral; • notifying all workers that transgender workers may use the restrooms and changing rooms designated for the gender they identify with; • providing menstrual products in all restrooms; • requiring everyone at the workplace or engaged in the Company’s business to speak or refer to transgender workers by the names they choose and the pronouns they identify; and • if either the Union or the Employer considers it advisable, developing a training for co-workers and managers, including the schedule for and frequency of the training. B. Employees who repeatedly violate the policy shall be subject to discipline, up to and including, discharge from employment. C. The Employer will change all non-legal and non-financial records so that all records use the names transgender employees choose and the pronouns they identify with, unless the employee requests the Company refrain from doing so. The Employer will also update any photographs, including identification badges and on the Human Resources Portal (for example: Bamboo), unless the employee requests otherwise except for legal and financial documents. Employees have a duty to inform the Employer of such preferences. The Employer will use the employees’ preferred name unless otherwise legally required. Any names and pronouns visible to all employees will be employee’s preferred names and pronouns. Employees have a duty to inform the employer of such preferences. The Employer has a commitment to use the preferred names and pronouns for all employees, unless the employee requests the Employer refrain from doing so. The 20 Employer will make all reasonable efforts to use preferred names and pronouns in all public facing mediums, including on name tags and the Employee window. D. The Employer and the Union will also administer a jointly-agreed on training for managers, supervisors and workers. The protection extended to employees who are or may be transgender does not diminish the rights of other current or future protected classes.
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