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Politics : The Trump Presidency -- Ignore unavailable to you. Want to Upgrade?

To: Lane3 who wrote (235572)	5/7/2022 7:07:09 PM
From: Lane3	Respond to of 362604

BTW, I found this bit from NYC from 2002. Since it was presumably implemented two decades ago, there should be some results from which to learn. I look at this from the perspective of someone who used to have to figure out how to implement federal rules and deal with the aftermath. For the life of me I can't figure out how to make something like that work. Possible within regular groups like small workplaces where everybody knows everybody else and sees them regularly. With customers off the street, not so much. Maybe you put the question on an input form like they ask you at medical offices if you feel safe in the home and then nobody ever refers to it unless the patient brings it up. (I read somewhere that there are now about 64 pronouns.) www1.nyc.gov The NYCHRL requires employers and covered entities to use the name, pronouns, and title (e.g., Ms./Mrs./Mx.)15 with which a person self-identifies, regardless of the person’s sex assigned at birth, anatomy, gender, medical history, appearance, or the sex indicated on the person’s identification. Most people and many transgender people use female or male pronouns and titles. Some transgender, non-binary, and gender non-conforming people use pronouns other than he/him/his or she/her/hers, such as they/them/theirs or ze/hir.16 They/them/theirs can be used to identify or refer to a single person (e.g., “Joan is going to the store, and they want to know when to leave”). Many transgender, non-binary, and gender non-conforming people use a different name than the one they were assigned at birth. All people, including employees, tenants, customers, and participants in programs, have the right to use and have others use their name and pronouns regardless of whether they have identification in that name or have obtained a court-ordered name change, except in very limited circumstances where certain federal, state, or local laws require otherwise (e.g., for purposes of employment eligibility verification with the federal government). Asking someone in good-faith for their name and gender pronouns is not a violation of the NYCHRL. Covered entities may avoid violations of the NYCHRL by creating a policy of asking everyone what their gender pronouns are so that no person is singled out for such questions and by updating their systems, intake forms, or other questionaires to allow all people to self-identify their name and gender. Covered entities should not limit the options for identification to male and female only.