6/24/09

TYFA : Being an Effective Advocate for Your Child



A Message from Kim Pearson
----------------
Being an Effective Advocate for Your Child: How do you go about making sure your transgender child is accepted? Here are some effective guidelines as to how to proceed.

A "safe folder" is a collection of documents that are assembled in a binder or folder. It will be useful in protecting your family and educating others. This is something that you should not put off until you I "know for sure." As soon as you suspect that your child might be transgender you should begin assembling this folder.

"Puberty Blockers 101": a guide to puberty blockers -- what they do, what they cost, and how to find an appropriate prescriber.

If you see the value in work like this please consider making a donation today. July, August and September we are in high demand to provide education to schools who have students who have transitioned over the summer. We do not charge families for this service and the schools rarely find it in their budget to cover our expenses. Won't you please help?

Namaste,

Kim Pearson
Executive Director

H.R. 2981 ENDA Text

GovTrack, USA

[6/24/09]

Text of H.R. 2981: To prohibit employment discrimination on the basis
of sexual orientation or gender identity


This version: Introduced in House. This is the original text of the
bill as it was written by its sponsor and submitted to the House for
consideration. This is the latest version of the bill available on
this website.


HR 2981 IH

111th CONGRESS

1st Session

H. R. 2981

To prohibit employment discrimination on the basis of sexual
orientation or gender identity.

IN THE HOUSE OF REPRESENTATIVES

June 19, 2009

Mr. FRANK of Massachusetts (for himself, Mr. GEORGE MILLER of
California, Mr. CONYERS, Ms. BALDWIN, Mr. POLIS of Colorado, Mr.
ANDREWS, Ms. ROS-LEHTINEN, Mr. CASTLE, Mr. KIRK, Mr. LANCE, and Mr.
PLATTS) introduced the following bill; which was referred to the
Committee on Education and Labor, and in addition to the Committees on
House Administration, Oversight and Government Reform, and the
Judiciary, for a period to be subsequently determined by the Speaker,
in each case for consideration of such provisions as fall within the
jurisdiction of the committee concerned

A BILL

To prohibit employment discrimination on the basis of sexual
orientation or gender identity.

Be it enacted by the Senate and House of Representatives of the United
States of America in Congress assembled,

SECTION 1. SHORT TITLE.

This Act may be cited as the ‘Employment Non-Discrimination Act of 2009’.

SEC. 2. PURPOSES.

The purposes of this Act are--

(1) to address the history and widespread pattern of irrational
discrimination on the basis of sexual orientation or gender identity
by private sector employers and local, State, and Federal government
employers;

(2) to provide a comprehensive Federal prohibition of employment
discrimination on the basis of sexual orientation or gender identity;

(3) to provide meaningful and effective remedies for employment
discrimination on the basis of sexual orientation or gender identity;
and

(4) to invoke congressional powers, including the powers to enforce
the 14th amendment to the Constitution, and to regulate interstate
commerce and provide for the general welfare pursuant to section 8 of
article I of the Constitution, in order to prohibit employment
discrimination on the basis of sexual orientation or gender identity.

SEC. 3. DEFINITIONS.

(a) In General- In this Act:

(1) COMMISSION- The term ‘Commission’ means the Equal Employment
Opportunity Commission.

(2) COVERED ENTITY- The term ‘covered entity’ means an employer,
employment agency, labor organization, or joint labor-management
committee.

(3) EMPLOYEE-

(A) IN GENERAL- The term ‘employee’ means--

(i) an employee as defined in section 701(f) of the Civil Rights Act
of 1964 (42 U.S.C. 2000e(f);

(ii) a Presidential appointee or State employee to which section
302(a)(1) of the Government Employee Rights Act of 1991 (42 U.S.C.
2000e-16(a)(1)) applies;

(iii) a covered employee, as defined in section 101 of the
Congressional Accountability Act of 1995 (2 U.S.C. 1301) or section
411(c) of title 3, United States Code; or

(iv) an employee or applicant to which section 717(a) of the Civil
Rights Act of 1964 (42 U.S.C. 2000e-16(a)) applies.

(B) EXCEPTION- The provisions of this Act that apply to an employee or
individual shall not apply to a volunteer who receives no
compensation.

(4) EMPLOYER- The term ‘employer’ means--

(A) a person engaged in an industry affecting commerce (as defined in
section 701(h) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(h))
who has 15 or more employees (as defined in subparagraphs (A)(i) and
(B) of paragraph (3)) for each working day in each of 20 or more
calendar weeks in the current or preceding calendar year, and any
agent of such a person, but does not include a bona fide private
membership club (other than a labor organization) that is exempt from
taxation under section 501(c) of the Internal Revenue Code of 1986;

(B) an employing authority to which section 302(a)(1) of the
Government Employee Rights Act of 1991 applies;

(C) an employing office, as defined in section 101 of the
Congressional Accountability Act of 1995 or section 411(c) of title 3,
United States Code; or

(D) an entity to which section 717(a) of the Civil Rights Act of 1964 applies.

(5) EMPLOYMENT AGENCY- The term ‘employment agency’ has the meaning
given the term in section 701(c) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(c)).

(6) GENDER IDENTITY- The term ‘gender identity’ means the
gender-related identity, appearance, or mannerisms or other
gender-related characteristics of an individual, with or without
regard to the individual’s designated sex at birth.

(7) LABOR ORGANIZATION- The term ‘labor organization’ has the meaning
given the term in section 701(d) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(d)).

(8) PERSON- The term ‘person’ has the meaning given the term in
section 701(a) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(a)).

(9) SEXUAL ORIENTATION- The term ‘sexual orientation’ means
homosexuality, heterosexuality, or bisexuality.

(10) STATE- The term ‘State’ has the meaning given the term in section
701(i) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(i)).

(b) Application of Definitions- For purposes of this section, a
reference in section 701 of the Civil Rights Act of 1964--

(1) to an employee or an employer shall be considered to refer to an
employee (as defined in paragraph (3)) or an employer (as defined in
paragraph (4)), respectively, except as provided in paragraph (2)
below; and

(2) to an employer in subsection (f) of that section shall be
considered to refer to an employer (as defined in paragraph (4)(A)).

SEC. 4. EMPLOYMENT DISCRIMINATION PROHIBITED.

(a) Employer Practices- It shall be an unlawful employment practice
for an employer--

(1) to fail or refuse to hire or to discharge any individual, or
otherwise discriminate against any individual with respect to the
compensation, terms, conditions, or privileges of employment of the
individual, because of such individual’s actual or perceived sexual
orientation or gender identity; or

(2) to limit, segregate, or classify the employees or applicants for
employment of the employer in any way that would deprive or tend to
deprive any individual of employment or otherwise adversely affect the
status of the individual as an employee, because of such individual’s
actual or perceived sexual orientation or gender identity.

(b) Employment Agency Practices- It shall be an unlawful employment
practice for an employment agency to fail or refuse to refer for
employment, or otherwise to discriminate against, any individual
because of the actual or perceived sexual orientation or gender
identity of the individual or to classify or refer for employment any
individual on the basis of the actual or perceived sexual orientation
or gender identity of the individual.

(c) Labor Organization Practices- It shall be an unlawful employment
practice for a labor organization--

(1) to exclude or to expel from its membership, or otherwise to
discriminate against, any individual because of the actual or
perceived sexual orientation or gender identity of the individual;

(2) to limit, segregate, or classify its membership or applicants for
membership, or to classify or fail or refuse to refer for employment
any individual, in any way that would deprive or tend to deprive any
individual of employment, or would limit such employment or otherwise
adversely affect the status of the individual as an employee or as an
applicant for employment because of such individual’s actual or
perceived sexual orientation or gender identity; or

(3) to cause or attempt to cause an employer to discriminate against
an individual in violation of this section.

(d) Training Programs- It shall be an unlawful employment practice for
any employer, labor organization, or joint labor-management committee
controlling apprenticeship or other training or retraining, including
on-the-job training programs, to discriminate against any individual
because of the actual or perceived sexual orientation or gender
identity of the individual in admission to, or employment in, any
program established to provide apprenticeship or other training.

(e) Association- An unlawful employment practice described in any of
subsections (a) through (d) shall be considered to include an action
described in that subsection, taken against an individual based on the
actual or perceived sexual orientation or gender identity of a person
with whom the individual associates or has associated.

(f) No Preferential Treatment or Quotas- Nothing in this Act shall be
construed or interpreted to require or permit--

(1) any covered entity to grant preferential treatment to any
individual or to any group because of the actual or perceived sexual
orientation or gender identity of such individual or group on account
of an imbalance which may exist with respect to the total number or
percentage of persons of any actual or perceived sexual orientation or
gender identity employed by any employer, referred or classified for
employment by any employment agency or labor organization, admitted to
membership or classified by any labor organization, or admitted to, or
employed in, any apprenticeship or other training program, in
comparison with the total number or percentage of persons of such
actual or perceived sexual orientation or gender identity in any
community, State, section, or other area, or in the available work
force in any community, State, section, or other area; or

(2) the adoption or implementation by a covered entity of a quota on
the basis of actual or perceived sexual orientation or gender
identity.

(g) Disparate Impact- Only disparate treatment claims may be brought
under this Act.

SEC. 5. RETALIATION PROHIBITED.

It shall be an unlawful employment practice for a covered entity to
discriminate against an individual because such individual (1) opposed
any practice made an unlawful employment practice by this Act; or (2)
made a charge, testified, assisted, or participated in any manner in
an investigation, proceeding, or hearing under this Act.

SEC. 6. EXEMPTION FOR RELIGIOUS ORGANIZATIONS.

This Act shall not apply to a corporation, association, educational
institution, or society that is exempt from the religious
discrimination provisions of title VII of the Civil Rights Acts of
1964 pursuant to section 702(a) or 703(e)(2) of such Act (42 U.S.C.
2000e-1(a); 2000e-2(e)(2)).

SEC. 7. NONAPPLICATION TO MEMBERS OF THE ARMED FORCES; VETERANS’ PREFERENCES.

(a) Armed Forces-

(1) EMPLOYMENT- In this Act, the term ‘employment’ does not apply to
the relationship between the United States and members of the Armed
Forces.

(2) ARMED FORCES- In paragraph (1) the term ‘Armed Forces’ means the
Army, Navy, Air Force, Marine Corps, and Coast Guard.

(b) Veterans’ Preferences- This title does not repeal or modify any
Federal, State, territorial, or local law creating a special right or
preference concerning employment for a veteran.

SEC. 8. CONSTRUCTION.

(a) Employer Rules and Policies-

(1) IN GENERAL- Nothing in this Act shall be construed to prohibit a
covered entity from enforcing rules and policies that do not
intentionally circumvent the purposes of this Act, if the rules or
policies are designed for, and uniformly applied to, all individuals
regardless of actual or perceived sexual orientation or gender
identity.

(2) SEXUAL HARASSMENT- Nothing in this Act shall be construed to limit
a covered entity from taking adverse action against an individual
because of a charge of sexual harassment against that individual,
provided that rules and policies on sexual harassment, including when
adverse action is taken, are designed for, and uniformly applied to,
all individuals regardless of actual or perceived sexual orientation
or gender identity.

(3) CERTAIN SHARED FACILITIES- Nothing in this Act shall be construed
to establish an unlawful employment practice based on actual or
perceived gender identity due to the denial of access to shared shower
or dressing facilities in which being seen unclothed is unavoidable,
provided that the employer provides reasonable access to adequate
facilities that are not inconsistent with the employee’s gender
identity as established with the employer at the time of employment or
upon notification to the employer that the employee has undergone or
is undergoing gender transition, whichever is later.

(4) ADDITIONAL FACILITIES NOT REQUIRED- Nothing in this Act shall be
construed to require the construction of new or additional facilities.

(5) DRESS AND GROOMING STANDARDS- Nothing in this Act shall prohibit
an employer from requiring an employee, during the employee’s hours at
work, to adhere to reasonable dress or grooming standards not
prohibited by other provisions of Federal, State, or local law,
provided that the employer permits any employee who has undergone
gender transition prior to the time of employment, and any employee
who has notified the employer that the employee has undergone or is
undergoing gender transition after the time of employment, to adhere
to the same dress or grooming standards for the gender to which the
employee has transitioned or is transitioning.

(b) Employee Benefits- Nothing in this Act shall be construed to
require a covered entity to treat an unmarried couple in the same
manner as the covered entity treats a married couple for purposes of
employee benefits.

(c) Definition of Marriage- As used in this Act, the term ‘married’
refers to marriage as such term is defined in section 7 of title I,
United States Code (referred to as the Defense of Marriage Act).

SEC. 9. COLLECTION OF STATISTICS PROHIBITED.

The Commission shall not collect statistics on actual or perceived
sexual orientation or gender identity from covered entities, or compel
the collection of such statistics by covered entities.

SEC. 10. ENFORCEMENT.

(a) Enforcement Powers- With respect to the administration and
enforcement of this Act in the case of a claim alleged by an
individual for a violation of this Act--

(1) the Commission shall have the same powers as the Commission has to
administer and enforce--

(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or

(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c),

in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;

(2) the Librarian of Congress shall have the same powers as the
Librarian of Congress has to administer and enforce title VII of the
Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the case of a
claim alleged by such individual for a violation of such title;

(3) the Board (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) shall have the same powers
as the Board has to administer and enforce the Congressional
Accountability Act of 1995 (2 U.S.C. 1301 et seq.) in the case of a
claim alleged by such individual for a violation of section 201(a)(1)
of such Act (2 U.S.C. 1311(a)(1));

(4) the Attorney General shall have the same powers as the Attorney
General has to administer and enforce--

(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or

(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c);

in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;

(5) the President, the Commission, and the Merit Systems Protection
Board shall have the same powers as the President, the Commission, and
the Board, respectively, have to administer and enforce chapter 5 of
title 3, United States Code, in the case of a claim alleged by such
individual for a violation of section 411 of such title; and

(6) a court of the United States shall have the same jurisdiction and
powers as the court has to enforce--

(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et
seq.) in the case of a claim alleged by such individual for a
violation of such title;

(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c) in the case of a claim alleged by
such individual for a violation of section 302(a)(1) of such Act (42
U.S.C. 2000e-16b(a)(1));

(C) the Congressional Accountability Act of 1995 (2 U.S.C. 1301 et
seq.) in the case of a claim alleged by such individual for a
violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)); and

(D) chapter 5 of title 3, United States Code, in the case of a claim
alleged by such individual for a violation of section 411 of such
title.

(b) Procedures and Remedies- The procedures and remedies applicable to
a claim alleged by an individual for a violation of this Act are--

(1) the procedures and remedies applicable for a violation of title
VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the
case of a claim alleged by such individual for a violation of such
title;

(2) the procedures and remedies applicable for a violation of section
302(a)(1) of the Government Employee Rights Act of 1991 (2 U.S.C.
1202(a)(1)) in the case of a claim alleged by such individual for a
violation of such section;

(3) the procedures and remedies applicable for a violation of section
201(a)(1) of the Congressional Accountability Act of 1995 (2 U.S.C.
1311(a)(1)) in the case of a claim alleged by such individual for a
violation of such section; and

(4) the procedures and remedies applicable for a violation of section
411 of title 3, United States Code, in the case of a claim alleged by
such individual for a violation of such section.

(c) Other Applicable Provisions- With respect to a claim alleged by a
covered employee (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) for a violation of this
Act, title III of the Congressional Accountability Act of 1995 (2
U.S.C. 1381 et seq.) shall apply in the same manner as such title
applies with respect to a claim alleged by such a covered employee for
a violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)).

SEC. 11. STATE AND FEDERAL IMMUNITY.

(a) Abrogation of State Immunity- A State shall not be immune under
the 11th amendment to the Constitution from a suit brought in a
Federal court of competent jurisdiction for a violation of this Act.

(b) Waiver of State Immunity-

(1) IN GENERAL-

(A) WAIVER- A State’s receipt or use of Federal financial assistance
for any program or activity of a State shall constitute a waiver of
sovereign immunity, under the 11th amendment to the Constitution or
otherwise, to a suit brought by an employee or applicant for
employment of that program or activity under this Act for a remedy
authorized under subsection (d).

(B) DEFINITION- In this paragraph, the term ‘program or activity’ has
the meaning given the term in section 606 of the Civil Rights Act of
1964 (42 U.S.C. 2000d-4a).

(2) EFFECTIVE DATE- With respect to a particular program or activity,
paragraph (1) applies to conduct occurring on or after the day, after
the date of enactment of this Act, on which a State first receives or
uses Federal financial assistance for that program or activity.

(c) Remedies Against State Officials- An official of a State may be
sued in the official capacity of the official by any employee or
applicant for employment who has complied with the applicable
procedures of section 10, for equitable relief that is authorized
under this Act. In such a suit the court may award to the prevailing
party those costs authorized by section 722 of the Revised Statutes of
the United States (42 U.S.C. 1988).

(d) Remedies Against the United States and the States- Notwithstanding
any other provision of this Act, in an action or administrative
proceeding against the United States or a State for a violation of
this Act, remedies (including remedies at law and in equity, and
interest) are available for the violation to the same extent as the
remedies are available for a violation of title VII of the Civil
Rights Act of 1964 (42 U.S.C. 2000e et seq.) by a private entity,
except that--

(1) punitive damages are not available; and

(2) compensatory damages are available to the extent specified in
section 1977A(b) of the Revised Statutes (42 U.S.C. 1981a(b)).

SEC. 12. ATTORNEYS’ FEES.

Notwithstanding any other provision of this Act, in an action or
administrative proceeding for a violation of this Act, an entity
described in section 10(a) (other than paragraph (4) of such section),
in the discretion of the entity, may allow the prevailing party, other
than the Commission or the United States, a reasonable attorney’s fee
(including expert fees) as part of the costs. The Commission and the
United States shall be liable for the costs to the same extent as a
private person.

SEC. 13. POSTING NOTICES.

A covered entity who is required to post notices described in section
711 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-10) shall post
notices for employees, applicants for employment, and members, to whom
the provisions specified in section 10(b) apply, that describe the
applicable provisions of this Act in the manner prescribed by, and
subject to the penalty provided under, section 711 of the Civil Rights
Act of 1964.

SEC. 14. REGULATIONS.

(a) In General- Except as provided in subsections (b), (c), and (d),
the Commission shall have authority to issue regulations to carry out
this Act.

(b) Librarian of Congress- The Librarian of Congress shall have
authority to issue regulations to carry out this Act with respect to
employees and applicants for employment of the Library of Congress.

(c) Board- The Board referred to in section 10(a)(3) shall have
authority to issue regulations to carry out this Act, in accordance
with section 304 of the Congressional Accountability Act of 1995 (2
U.S.C. 1384), with respect to covered employees, as defined in section
101 of such Act (2 U.S.C. 1301).

(d) President- The President shall have authority to issue regulations
to carry out this Act with respect to covered employees, as defined in
section 411(c) of title 3, United States Code.

SEC. 15. RELATIONSHIP TO OTHER LAWS.

This Act shall not invalidate or limit the rights, remedies, or
procedures available to an individual claiming discrimination
prohibited under any other Federal law or regulation or any law or
regulation of a State or political subdivision of a State.

SEC. 16. SEVERABILITY.

If any provision of this Act, or the application of the provision to
any person or circumstance, is held to be invalid, the remainder of
this Act and the application of the provision to any other person or
circumstances shall not be affected by the invalidity.

SEC. 17. EFFECTIVE DATE.

This Act shall take effect on the date that is 6 months after the date
of enactment of this Act and shall not apply to conduct occurring
before the effective date.

---

http://www.govtrack.us/congress/billtext.xpd?bill=h111-2981

Inclusive ENDA ask your representative to Co-Sponsor


Inclusive ENDA Introduced! Ask your Representative to Become a Cosponsor!
This week, Representative Barney Frank, joined by Reps. Tammy Baldwin and Jared Polis, introduced an inclusive version of the Employment Non-Discrimination Act (ENDA) - which would extend the existing federal law prohibiting employment discrimination to protect people on the basis of sexual orientation and gender identity.

The bill was introduced by a group of bi-partisan Representatives and it is important that you contact your legislator to become a cosponsor as well. Becoming a cosponsor shows that the Representative will stand firm with our community and helps build momentum for the bill’s passage.

Email your Representative below and ask them to be a co-sponsor of ENDA!Tell me more
Talking Points
The Employment Non-Discrimination Act (ENDA) prohibits employment discrimina­tion on the basis of sexual orientation and gender identity. ENDA creates express protections for lesbian, gay, bisexual and transgender people similar to those available under existing federal discrimination laws for other protected classes of workers.

Schedule a Visit!
The August recess is coming up, and it is a perfect time to schedule a meeting with you Representative and Senators about why ENDA is needed. Sample meeting request letters and other talking points and resources are available in the following toolkits:
The Task Force ENDA Grassroots Toolkit
National Center for Transgender Equality’s Making Your Voice Heard
PFLAG’s Bringing the Message Home