Author: Trina Clayton
With the federal government’s seemingly monthly attempts to chip away at the rights of transgender individuals – we wanted to start off 2018 with some positive news for the transgender community in California. State law will soon expand mandatory harassment training to include training on transgender rights.
Current law requires California employers with 50 or more employees to provide supervisors with two hour of sexual harassment prevention training within six months of their assumption of a supervisory position, and every two years, as specified. With the passage of Senate Bill 396, this training will now be required to include training on harassment based on gender identity, gender expression and sexual orientation. SB 396 also requires employers to display a poster regarding transgender rights in a prominent and accessible location in the workplace – the Department of Fair Employment and Housing will develop this poster.
Other 2018 law relating to transgender rights will be discussed in greater detail in a subsequent blog. Analysis of 2017 laws expanding the rights for transgender individuals can be found here. For specific legal advice regarding transgender regulations or any other employment issue, please contact Ad Astra for guidance.
Author: Trina Clayton
Along with SB 396 , another new law expanding transgender rights in California is SB 219 – the Lesbian, Gay, Bisexual, and Transgender (LGBT) Long-Term Care Facility Resident’s Bill of Rights – will go into effect on January 1, 2018. The catalyst for this bill comes from the unique needs of California’s senior LGBT population. Studies have indicated that many older LGBT adults do not have children and report a higher-than average incidence of poor physical health, which includes living with HIV or AIDS. As a result, many LGBT seniors have a heightened need for care when compared to seniors in California generally, but often lack the family support networks available to non-LGBT seniors and will likely rely more heavily on long-term care facilities.
SB 219 makes it unlawful for a facility or its staff to take certain actions because of a person’s actual, or perceived sexual orientation, gender identity, gender expression, or HIV status, including:
- Denying admission to a long-term care facility,
- Transferring or refusing to transfer a resident within a facility or to another facility;
- Evicting or discharging a resident;
- Willfully and repeatedly failing to use a resident’s preferred name or pronoun;
- Prohibiting residents from wearing clothing that is allowed for any other resident; and
- Restricting the right to associate with other residents.
For specific legal advice regarding gender identity/expression regulations or any other employment issue, please contact Ad Astra for guidance.