I work at a very diverse Ivy League University.
So, several months ago I approached our HR person and told her my story. She was fairly new to her job in our division but came from the main campus HR department. I wanted to give her a heads up that I am transitioning and one day will need to go through all of the steps to let employees know, etc. Right now I am on a fact finding mission just to see what I have to do to get to the day where my status is officially announced to employees.
Then a couple of weeks ago I sent her a list of questions I had about the logistics of going full time. One was about changing my name at work when I go full time. I was told I probably had to legally change my name before I could do that. Well, it is expensive here to change your name. About a $1000 and once the process begins it takes 3 to 6 months. Also, I am trying to save up money because I need to move. So in reality it could take me up to 10 months to change my name. So I had two days of anxiety attacks.
One thing I found out is that the heads up I gave to her months ago didn't provide any results as far as transitioning at work. She didn't do any research! So she sends my list of questions to the main HR department for the campus and after a couple of weeks they gave her some answers.
One of my questions was about using the appropriate restroom (ladies) and the answer came back that I needed to wait until I fully transitioned to use the female restroom!!??!! I was floored and my heart sunk into my feet. I told her so basically what they are saying is that I will not be able to transition and/or get my GRS surgery if I work her. I have to have 1 year RLE before I am eligible for surgery.
Another question I had was how to go about the 'letter' that is sent out to employees in my division of my transition from HR. Their answer was basically they don't do that. I would have to do that.
So I felt so tiny and insignificant. It was absolutely horrible. I felt like I was stuck in the middle of a wormhole or something.
Then she tells me I need to contact the LGBT center on campus. And I kind of felt I was being pushed out of the way so to speak.
Well, I contacted them via email and sent my questions along with HR's answers and suggestions. Then I sunk into depression for the day and could barely function. It takes a lot to get me down! I got no response from the email so I forwarded it to another contact there where I got a response in about 15 minutes. It turns out she was the contact I was supposed to contact. Well, needless to say I found the right person!
She forwarded me a PDF about the laws in Philadelphia regarding Transgender employees and proceeded to tell me she was going to contact the VP of HR about the inappropriate recommendations of bathroom privileges that was communicated to me. She also said she would address the other problems and told me she will do all the work for me. I suddenly felt like I had a huge pit bull at my defense! She is great!
I was pretty shocked that HR at such a huge diverse University have no clues whatsoever on how to deal with transgender folks. I am also a bit concerned that they would give incorrect answers and/or opinions in their answers to me.
Philadelphia has specific laws that deal with these issues but I guess they weren't aware of them. I can promise they will be very aware now!
http://www.phila.gov/humanrelations/pdfs/Gender_Identity.PDFEXAMPLES OF UNLAWFUL GENDER IDENTITY DISCRIMINATION:
Prohibiting an employee from using a gender-identity appropriate restroom or
locker room.
What type of documentation is appropriate to request befote allowing an employee
to act in accordance with their gender identity at wotk?None. Because all employees are covered by the ordinance-- regardless of whether they
have,or intend to change their legal documentation or medical sexWhat about other employees? What if they have safety or moral objections to a
transgender individual's use of a gender-identity appropriate restroom?Those employees who remain uncomfortable with using a restroom at the same time as a transgender
employee should be accommodated by being permitted to use gender-neutral restroom facilities (such
as a single-stall bathroom), or, if no such facilities are available , by being permitted to arrange to use
the restroom alone, at a time when others are not present.I ended up telling my new savior that I wish they only had one policy/procedure in place in dealing with transgender folks and that is to send them to the LGBT center then just to shut their mouth. I say that with a bit of humor but to be honest, I went through several bad days because of incorrect information and opinions!
