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EmployerHotTopic:Naviga4ngLGBTQIssuesintheWorkplace
MonicaA.Velazquez,PartnerStrasburger&Price,LLP
2600DallasParkway,Suite600Frisco,Texas75034
Overview• Employment101:ABriefHistoryofSex• ANewFron4erandRelevantCases• Prac4calConsidera4ons
ProtectedClasses-Expansion
• May2007–Caregiver(EEOC)• November2009-GINA• March2010–NursingMothers(DOL)• July2014–ExpansionofPregnancyDiscrimina4onProtec4ons
Employment101–ABriefHistory
ABitofTrivia
HowardW.Smith
TitleVIIoftheCivilRightsActof1964TitleVIIprohibitsdiscrimina4ononthebasisofvariouscharacteris4cs,including:“Itshallbeanunlawfulemploymentprac5ceforanemployer…tofailorrefusetohireortodischargeanyindividual,orotherwisetodiscriminateagainstanyindividual…becauseofsuchindividual’s…sex…”
SexDiscrimina4on
• PregnancyDiscrimina4onActof1978-Theterm“sex”or“becauseofsex”inTitleVIIincludes:• pregnancy,childbirth,orrelatedmedicalcondi5ons;• womenaffectedbypregnancy,childbirth,orrelatedmedical
condi5onsshallbetreatedthesameforallemployment-relatedpurposes,includingreceiptoffringebenefits.
• SexualHarassment(1970s…)
• EEOCRegula5onsonSexualHarassment• Hos5leworkenvironment• Quidproquo
SexDiscrimina4onEvolu4on• GenderStereotyping
• PriceWaterhousev.Hopkins,490U.S.228(1989)• UnderTitleVII“sexstereotypingbasedonaperson'sgender
non-conformingbehaviorisimpermissiblediscrimina5on."• Smithv.CityofSalem,Ohio,378F.3d566,575(6thCir.2004).
• Generallyspeaking,onecanfailtoconformtogenderstereotypesintwoways:(1)throughbehavior,or(2)throughappearance.
• Somecourtshaveindicatedthatthisshouldnotbeusedto“bootstrap”protec5onforsexualorienta5on.
• “Lookism”Discrimina4on• Tooa_rac5ve/Nota_rac5veenoughtoworkhere.• Somelocaljurisdic5onsprohibitdiscrimina5onbasedon
“una_rac5veness.”
SexDiscrimina4onEvolu4on• EqualPayAct(EPA)
• 1963amendmenttoFairLaborStandardsAct• Equalpayforjobsofequalskill,effort,andresponsibility,
andwhichareperformedundersimilarworkingcondi5ons.• Subjecttofourexcep5ons:
• asenioritysystem;• ameritsystem;• asystemwhichmeasuresearningsbyquan5tyorqualityofproduc5on;or
• adifferen5albasedonanyotherfactorotherthansex.• LillyLedbegerFairPayActof2009
• Each5mecompensa5onispaid,thelimita5onsperiodre-startsforaclaimchallengingadiscriminatorycompensa5ondecision.
SexDiscrimina4onEvolu4on• EEOCGuidanceonCaregiverDiscrimina4on(2007)
• Inpart,prohibitssex-baseddiscrimina5onagainstcaretakersandgenderrolestereotyping.
SexDiscrimina4onEvolu4on• EmploymentNon-Discrimina4onAct(ENDA)isproposed
legisla5onthatwouldprohibitdiscrimina5oninhiringandemploymentonthebasisofsexualorienta5onorgenderiden5ty.
• Introduced(almost)everyyearinU.S.Congresssince1994• Genderiden5typrotec5onsaddedin2007• Nov.2013–Senatepassed(Voteof64-32)• Last5meconsideredinHousewasinJuly2014• July21,2014–Execu5veOrder13672(amendsE.O.11246)
• Prohibi5ngdiscrimina5ononthebasisofsexualorienta5onandgenderiden5tybyfederalcontractorsandsubcontractors.
GenderIden4ty–CoreTerms• Transgender
• Individualswithagenderiden4tythatisdifferentfromthebiologicalsexassignedatbirth.
• Maleatbirth,butiden4fiesasfemale=TransgenderWoman.• Femaleatbirth,butiden4fiesasmale=TransgenderMan.• Someiden4fy,simply,asmenorwomen.
GenderIden4ty–CoreTerms• GenderIden4ty
• Aperson’sinternalsenseofbeingmaleorfemale.• Determinedearlyinlifeandmaybedifferentthanphysical
gender.• GenderExpression
• Thewayanindividualexpresseshisorhergenderiden4tythroughbehavior,clothing,hairstyles,voiceorbodycharacteris4cs.
• Mayormaynotconformtosocialstereotypesassociatedwithapar4culargender.
GenderIden4ty–CoreTerms• Transi4on
• Theprocessofaligningtheexternalandinternaliden44es.• Mayincludemedicaltreatmentsuchascounseling,hormone
therapy,orsurgery.• Someindividuals,however,maynotpursuetransi4on.• Notalltransgenderindividualswillfollowthesamepagern.
SexualOrienta4onDiscrimina4on• NotprotectedbyTitleVIIorstatelaw(TCHRA).
• CurrentlypendingTexasH.B.1534/S.B.165• 23statesandtheDistrictofColumbia,haveenactedlawsthat
prohibitsexualorienta4ondiscrimina4oninbothprivateandpublicworkplaces.
• However,sexualorienta4on(andgenderiden4ty)maybeprotectedbylocallaworcityordinance.• Dallas,CityCodeCh.46(Oct.2002)• PlanoEqualRightsOrdinance(2014-2015)
• BusinessCoali4onforWorkplaceFairness• 100+largeandsmallemployers(AA,AT&T,Dell,TI)• “Havingacorporateculturethatembracesdiversityimprovesthe
produc5vityofourassociates,helpsthecompanyrecruitthebesttalent,andmakesusmoreproduc5ve.”
• OnefederalcourtcasemakingitswaythroughCourtofAppeals• KimberlyHivelyv.IvyTechCommunityCollege(N.D.Indiana,SeventhCircuit)
Macyv.Holder,DepartmentofJus8ce(ATF-2011-00751,April20,2012)• EEOC,inanadministra4veopinionheld:
• UnderTitleVIIthetermsex“encompassesbothsex—thatis,thebiologicaldifferencesbetweenmenandwomen—andgender.”
• IfTitleVIIproscribedonlydiscrimina4ononthebasisofbiologicalsex,theonlyprohibitedconductwouldbewhenanemployerprefersamanoverawoman,orviceversa.
• Thus,atransgenderpersonwhohasexperienceddiscrimina4onbasedonhisorhergenderiden4tymayestablishaprimafaciecaseofsexdiscrimina4onthroughanynumberofdifferentformula4ons.Thesedifferentformula4onsarenot,however,differentclaimsofdiscrimina4onthatcanbeseparatedoutandinves4gatedwithindifferentsystems.Rather,theyaresimplydifferentwaysofdescribingsexdiscrimina4on.
• Similarly,theJus4ceDepartmentissuedamemorandumonDecember15,2014,sta4ngthattheJus4ceDepartmentwillnowinterpretTitleVIIasextendingtoprotectdiscrimina4onclaimsbasedongenderiden4ty,includingthoseclaimsbroughtbytransgenderemployees.
EEOCExpansion• Restric4onsonusingcommonfemalerestroomwereaform
ofsexdiscrimina4onagainsttransgenderwoman.• Lusardiv.Dep'toftheArmy,EEOCAppealNo.0120133395,
2015WL1607756(Mar.27,2015)• Inten4onalmisuseoftransgenderemployee’snewname
andpronouncouldbeconsideredsexdiscrimina4onand/orharassment.• Jamesonv.U.S.PostalService,EEOCAppealNo.0120130992,
2013WL2368729(May21,2013)• Employer’sfailuretoreviseitsrecordspursuanttochanges
ingenderiden4tycouldstatevalidsexdiscrimina4onclaim.• Complainantv.Dep'tofVeteransAffairs,EEOCAppealNo.
0120133123,2014WL1653484(Apr.16,2014).
Addi4onalFederalGuidance• TheOccupa4onalSafety&HealthAdministra4on(OSHA)
publishedaguidetorestroomaccessfortransgenderworkersonJune1,2015.
• “Thecoreprincipleisthatallemployees,includingtransgenderemployees,shouldhaveaccesstorestroomsthatcorrespondtotheirgenderiden4ty.”
• Theemployeeandnottheemployershoulddeterminewhichfacilitywillbeusedbytheemployee.
ANewFron4er
GenderIden4tyDiscrimina4on• Typically,statelawsthatprotecttransgenderindividuals
prohibitdiscrimina4onbasedon“genderiden4tyorexpression.”• Nevadadefinesitasgender-relatediden5ty,appearance,
expression,orbehaviorofaperson,regardlessoftheperson’sassignedsexatbirth.
• Hawaiidefinesitasaperson’sactualorperceivedgender,regardlessofwhetheritisdifferentfromthattradi5onallyassociatedwiththeperson’ssexatbirth.
• Factorstoconsider:• Medicalhistory/medicaltreatments.• Sincerelyheldbeliefofgenderiden5ty.• Notlimitedtoindividualswhohavegenderreassignment
surgeryorhaveundergoneapor5onofthegendertransi5onprocess.
Generally,notaDisability• Disabilitydiscrimina4onlawsdonotinclude
protec4onfortransgenderindividuals.• AmericanswithDisabili5esActof1990• StatelawsinIndiana,Iowa,Louisiana,Nebraska,Ohio,
Oklahoma,Texas,Virginia• However,somestateshaverecognizedGenderIden5ty
Disorder(GID)asaprotecteddisability.• OnePAcasependingchallengingthatADAexclusion.
• BlaEv.Cabela’sRetail,Inc.,CivilAc5onNo.14-4822-JFL(E.D.Penn)
• Federallawalsodoesnotincludeprotec4onagainstdiscrimina4oninpublicaccommoda4ons.• Transgenderindividualsmayberefusedaccesstopublic
accommoda5ons.• Numberofcaseschallengingthatexclusion,aswell.
GenderIden4ty–EarlyCases• Fornearlyyears,courtsconsistentlyheldthattransgenderstatusis
notwithinthedefini4onofTitleVII’s“sex”or“becauseofsex.”• Sexmeansanatomicalsex,abiologicaldifference.• NoCongressionalintenttospecificallyprotectsexualorienta5onorgenderiden5ty.– Grossmanv.BernardsTwp.Bd.ofEduc.,No.74-1904(D.N.J.Sept.10,1975)(ateacher'ssex-reassignmentsurgerywasnotprotectedunderTitleVII).
– Ulanev.E.Airlines,Inc.,742F.2d1081,1087(7thCir.1984)(“sex”inTitleVIImeansonlyanatomicalsexratherthangender).
– Hollowayv.ArthurAndersen&Co.,566F.2d659,662-63(9thCir.1977)(refusingtoextendTitleVIItotranssexualsbecausethediscrimina5onisbasedongenderandnot"basedonsex").
Glennv.Brumby663F.3d1312(11thCir.2011)
• InOctober2005,shortlyaoershewasdiagnosedwithgenderiden4tydisorder,VandyElizabethGlenn,thenknownasGlennMorrison,washiredbytheGeorgiaGeneralAssembly'sOfficeofLegisla4veCounsel.
• Aspartofhertransi4onprocess,Glennwasrequiredtoliveasawoman.
• Hersupervisor,SewellBrumby,sentherhomeaoershedressedasawomanforaHalloweenworkeventandmadestatementsvocalizinghisdiscomfortwithherdress.
• AoerBrumbylearnedthatGlennintendedtobegingendertransi4onandreporttoworkasawoman,Brumbyterminatedheremployment.
• Brumbyclaimedthetransi4onwas“inappropriate,”“immoral,”“disrup8ve,”andwouldmakeco-workersuncomfortable.
Glennv.Brumby• Glennbroughtherclaimunder42U.S.C.§1983toaddresstheviola4onof
hercivilrightstobefreefromdiscrimina4ononthebasisofsexinpublicemployment,arightprotectedbytheEqualProtec4onClauseoftheU.S.Cons4tu4on.
• Holding:AgovernmentagentviolatestheEqualProtec4onClause'sprohibi4onofsex-baseddiscrimina4onwhenhe/shefiresatransgenderortranssexualemployeebecauseofhisorhergendernon-conformity.• “Allpersons,whethertransgenderornot,areprotectedfromdiscrimina4onon
thebasisofgenderstereotype.……Anindividualcannotbepunishedbecauseofhisorherperceivedgender-nonconformity.Becausetheseprotec4onsareaffordedtoeveryone,theycannotbedeniedtoatransgenderindividual.Thenatureofthediscrimina4onisthesame;itmaydifferindegreebutnotinkind,anddiscrimina4ononthisbasisisaformofsex-baseddiscrimina4on…”
Lopezv.RiverOaks542F.Supp.2d653,660(S.D.Tex.2008) • InSeptember2005,Lopez,a26-year-oldtransgenderwoman,
acceptedajobasaschedulerwithRiverOaksImagingandDiagnos4cinHouston.
• Aoerresigningfromherposi4onwithherthen-currentemployer,LopezreceivedacallfromRiverOaksrescindingthejobofferbecauseofher“misrepresenta8on”ofherselfasawoman.Lopezwasunabletogetherpreviousjobbackandwaswithoutemploymentforseveralmonthsandfiledsuit.
• Holding:Lopez’s“transsexualityisnotabartohersexstereotypingclaim.TitleVIIisviolatedwhenanemployerdiscriminatesagainstanyemployee,transsexualornot,becauseheorshehasfailedtoactorappearsufficientlymasculineorfeminineenoughforanemployer.”
Kastlv.MaricopaComm.College325Fed.Appx.492,493(9thCir.2009)• Atransgenderedfacultymember,beganpresen4ngherselfasafemale
atworkinJanuary2001.• InOctober2001,inresponsetostudentcomplaints,theschoolrequired
Plain4fftousethemen’srestroom,un4lshecouldproveshewasabiologicallyfemale.Theschoolrejectedherfemaledrivers’licenseasproof,andwhenPlain4ffrefusedtousethemen’srestroom,theschoolterminatedPlain4ff’semployment.
• Holding:Schoolhadavalidreason(safety)foritsac4onsandPlain4fffailedtopresentsufficientevidencethattheschoolterminatedher“becauseofhergender.”
EtsiOyv.UtahTransitAuth.502F.3d1215(10thCir.Utah2007)• Employeearguedhertranssexualgenderiden4tywasaprotected
classunderTitleVII.Alterna4vely,thatshewasdiscriminatedforfailingtoconformtosexstereotypes.
• Holding:Transgender/transsexualisnotaprotectedclassunderTitleVII.Sexstereotypingisaformofsexdiscrimina4onunderTitleVII.However,employee,failedtoovercometheemployer’sreasonforhertermina4on.
• “Scien4ficresearchmaysomedaycauseashiointheplainmeaning
oftheterm“sex”sothatitextendsbeyondthetwostarklydefinedcategoriesofmaleandfemale.”…Butnotatthispointin4me.
• 9th,6th,and11thCircuitCourts–Recognize“genderiden4ty”asaprotectedclass.
TexasattheForefront• StateofTexas,etal.v.UnitedStatesofAmerica,etal.,CaseNo.7:16-
cv-00054-O,pendingintheNorthernDistrictofTexas(FortWorthDivision)
• TexasAgorneyGeneralfiledsuitonbehalfoftwoschooldistrictsand12otherstatestochallengeOCRguidelinesrequiringschoolstohonorastudent’sgenderiden4ty.
• OnAugust21,2016,U.S.DistrictJudgeO’Connorissuedana4onwideinjunc4onpreven4ngOCRfrominterpre4ngTitleIXtoincludegenderiden4typrotec4ons.
• Courtalsoenjoinedthedefendantsfromrelyingontheguidelinesinanyli4ga4onfollowingthecourt’sorder,or“ini4a4ng,con4nuing,orconcludinganyinves4ga4onbasedon[the]interpreta4onthatsex”inTitleIXincludesgenderiden4ty.
• February2017–TrumpAdministra4onwithdrewtheTitleIXguidance.Issueshouldbedecidedatthestatelevel.
ButWait…• April2017–TheSeventhCircuitCourtofAppealsheldthat
TitleVIIprotectsdiscrimina4ononthebasisofsexualorienta8on(andverylikelygenderiden8ty).• “Anydiscomfort,disapproval,orjobdecisionbasedonthe
factthatthecomplainant--womanorman--dressesdifferently,speaksdifferently,ordatesormarriesasame-sexpartner,isareac4onpurelyandsimplybasedonsex.ThatmeansthatitfallswithinTitleVII’sprohibi4onagainstsexdiscrimina4on,ifitaffectsemploymentinoneofthespecifiedways.”• KimberlyHivelyv.IvyTechCommunityCollege,No.15-1720(7thCir.Apr.4,2017)
Smithv.Avan8(FHACase)• Same-sexcouple,includingtrans-genderwoman,withtwo
childrendeniedhousinginGoldHill,Colorado.• Landlorde-mailedcoupleandallegedlyinformedthemthatshe
wouldnotberen4ngtothembecauseshethoughttheir“uniquerela4onship”wouldbecomethefocusofdiscussionintownandwouldharmlandlord’sposi4oninthecommunity.
• Thelawsuit,intheU.S.DistrictCourtfortheDistrictofColorado,assertsthatlandlordengagedindiscrimina4ononthebasisofsexandfamilialstatus,inviola4onofthefederalFairHousingActandColoradoAn4-Discrimina4onAct.Italsoassertsthatlandlorddiscriminatedagainstcoupleonthebasisofsexualorienta4onandtransgenderstatus,inviola4onoftheColoradoAn4-Discrimina4onAct.
• Courtheldinfavorofthecouple.
WhataDifferenceaYearMakes…
Prac4calConsidera4ons
WorkplaceIssues• GenderIden4ty/ExpressionWorkplaceIssues
• Dress/Appearance• PublicFacili4es/Bathrooms• Confiden4ality/Privacy• Names/Pronouns/Recordkeeping/OtherIssues
GuidanceforFederalEmployees• InMay2011,theU.S.OfficeofPersonnelManagementissueda
memoen4tledGuidanceRegardingtheEmploymentofTransgenderIndividualsintheFederalWorkplace.• “ItisthepolicyoftheFederalGovernmenttotreatallofits
employeeswithdignityandrespectandtoprovideaworkplacethatisfreefromdiscrimina4onwhetherthatdiscrimina4onisbasedon...genderiden4ty…sexualorienta4on,orothernon-meritfactors.”
• Recommendsfederalagenciesreviewpoliciestoensurethattheyaffordanon-discriminatoryworkingenvironmenttoemployees,irrespec4veoftheirgenderiden4tyorperceivedgendernon-conformity.
• Coverstopicssuchasconfiden4ality,privacy,appearance,names/pronouns,publicfacili4es,leave,recordkeeping,andothers.
• Doesnotaddresslegalrightsorremedies,justcommonques4onsthatmayariseinthefederalworkplace.• hgps://www.opm.gov/policy-data-oversight/diversity-and-
inclusion/reference-materials/gender-iden4ty-guidance/
FederalWorkplace-Policies• Confiden4alityandPrivacy:
• Anemployee'stransi5onshouldbetreatedwithasmuchsensi5vityandconfiden5alityasanyotheremployee'ssignificantlifeexperiences,suchashospitaliza5onormaritaldifficul5es.
• Mayraiseconcernsaboutsafetyandotheremploymentissues.• Medicalinforma5onreceivedaboutindividualemployeesisprotected
underthePrivacyAct(5U.S.C.552a).• Tipsformanagersandsupervisors:
• Besensi5veofspecialgenderiden5tyconcerns.• Adviseemployeesnottoshareinforma5on,gossip,orspreadrumors.• Personalinforma5onabouttheemployeeshouldbeconsidered
confiden5alandshouldnotbereleasedwithouttheemployee'spriorconsent.
• Ques5onsregardingtheemployeeshouldbereferredtotheemployeehimself/herself.
• Ifhelpful,provideaqualifiedtrainertoanswergeneralques5onsregardinggenderiden5ty.
FederalWorkplace-Policies• DressandAppearance:
• Employeeswhobeginthe“reallifeexperience”stageoftheirtransi4onliveandworkfull-4meinthetargetgenderinallaspectsoftheirlife,whichincludesdressingintheclothesofthetargetgenderatall4mes.
• Onceanemployeeinformsmanagementthatheorsheistransi4oning,theemployeemaybeginwearingtheclothesassociatedwiththegendertowhichthepersonistransi4oning.
• Dresscodesshouldbeappliedtoemployeestransi4oningtoadifferentgenderinthesamewaythattheyareappliedtootheremployees.
• Dresscodesshouldnotbeusedtopreventatransgenderemployeefromlivingfull-4meintheroleconsistentwithhisorhergenderiden4ty.
FederalWorkplace-Policies• NamesandPronouns:
• Managers,supervisors,andco-workersshouldusethenameandpronounsappropriatetotheemployee’snewgender.
• Alsousethecorrectnameandpronounsinemployeerecordsandincommunica4onswithothersregardingtheemployee.
• Con4nuedinten4onalmisuseoftheemployee'snewnameandpronouns(coupledwithreferencetotheemployee'sformergender)mayunderminetheemployee'stherapeu4ctreatment,andiscontrarytothegoaloftrea4ngsuchemployeeswithdignityandrespect.
• Suchmisusemayalsobreachtheemployee'sprivacy,andmaycreateariskofharmtotheemployee.
FederalWorkplace-Policies• RestroomsandRelatedFacili4es:
• Guidelinesmayrequireagenciestomakeaccesstoadequatesanitaryfacili4esasfreeaspossibleforallemployeesinordertoavoidserioushealthconsequences.
• Foratransi4oningemployee,thismeansthat,oncehe/shehasbegunworkingfull-4meinthegenderthatreflectshis/hergenderiden4ty,agenciesshouldallowaccesstorestroomsandlockerroomfacili4es,ifany,consistentwithhis/hergenderiden4ty.
• Reasonabletemporaryarrangementsoracompromisemaybeappropriateinsomecircumstances.
• Employeeneednotprovideproofofamedicalprocedureinordertohaveaccesstofacili4esdesignatedforusebyapar4culargender.
• Undernocircumstancesmayanagencyrequireanemployeetousefacili4esthatareunsanitary,poten4allyunsafefortheemployee,orlocatedatanunreasonabledistancefromtheemployee'sworksta4on.
FederalWorkplace-Policies• Recordkeeping:
• ConsistentwithprovisionsofthePrivacyAct(5U.S.C.552a(d)),therecordsintheemployee'sOfficialPersonnelFolder(OPF)andotheremployeerecords(payaccounts,trainingrecords,benefitsdocuments,andsoon)shouldbechangedtoshowtheemployee'snewnameandgender,oncetheemployeehasbegunworkingfull-4meinthegenderroleconsistentwiththeemployee'sgenderiden4ty.
FederalWorkplace-Policies• InsuranceBenefits:
• Employeesintransi4onwhoalreadyhaveFederalinsurancebenefitsmustbeallowedtocon4nuetheirpar4cipa4on(andnewemployeesmustbeallowedtoelectpar4cipa4on)undertheirnewnamesandgenders.
• Iftheemployeesintransi4onarevalidlymarriedatthe4meofthetransi4on,thetransi4ondoesnotaffectthevalidityofthatmarriage,andspousalcoverageshouldbeextendedorcon4nuedeventhoughtheemployeeintransi4onhasanewnameandgender.
FederalWorkplace–Policies• SickandMedicalLeave
• Employeesreceivingtreatmentaspartoftheirtransi4onmayusesickleaveunderapplicableregula4ons.
• EmployeeswhoarequalifiedundertheFamilyMedicalLeaveActmayalsobeen4tledtotakemedicalleavefortransi4on-relatedneedsoftheirfamilies.
FederalWorkplace–Policies• HiringandBackgroundChecks
• Hiringmanagersandsupervisorsshouldsensi4vetothepossibilitythatapplicantshavetransi4oned.
• Thenameandgenderontheapplica4onmaycorrespondwiththeperson'scurrentusage;however,backgroundorsuitabilitychecksmaydiscloseapreviousnamethatindicatesagenderdifferentfromtheonetheapplicantiscurrentlypresen4ng.
• Insuchcases,hiringmanagersshouldrespeczullyaskwhethertheapplicantwaspreviouslyknownbyadifferentname,andconfirmwiththeapplicantthenameandgenderthatshouldbeusedthroughoutthehiringprocess.
LessonsLearned• Discrimina4onagainstLGBTQindividualsislikelyprotected.
• Tenta4velyunderexis4nglaw(TitleVIIorlocalordinance);or• Pursuanttothepassageofnewlawsand/orfederalguidance.
• Recommendthatyoureviewyourexis4ngpolicies.• Ifyouprohibitsexorsexualorienta4ondiscrimina4on,youmayalso
bepresentedwithgenderiden4tyclaims.• Recommendyoutreatsuchissueswithheightenedsensi4vity.