News and Events => Political and Legal News => Topic started by: Jessica_Rose on June 25, 2026, 01:17:51 PM Return to Full Version
Title: New LA law allows deadnaming trans people and more disrespect in the workplace
Post by: Jessica_Rose on June 25, 2026, 01:17:51 PM
Post by: Jessica_Rose on June 25, 2026, 01:17:51 PM
�New Louisiana law allows deadnaming trans people — and more disrespect — in the workplace
https://www.advocate.com/politics/states/new-louisiana-law-allows-deadnaming
Desiree Guerrero (25 June 2026)
Louisiana workers will soon be shielded from discipline if they refuse to use a transgender or nonbinary coworker's name or pronouns, under a new law signed by Republican Gov. Jeff Landry that LGBTQ+ advocates warn will invite workplace discrimination under the banner of free speech.
On May 30, Gov. Jeff Landry signed Act 579 into law, as reported by local NBC affiliate KTAL News. The new law, which proponents are lauding for protecting the First Amendment right to freedom of speech, is scheduled to take effect on August 1.
Act 579, passed during the state's 2026 legislative session, prohibits employers from disciplining workers who refuse to identify their own pronouns, address other employees by names other than those they were given at birth, or use pronouns that do not align with a person's gender identity but are consistent with their sex assigned at birth.
Supporters have described the measure as a protection for First Amendment speech rights. LGBTQ+ advocates, however, argue that it amounts to a state-sanctioned license to discriminate against transgender and nonbinary workers under the guise of protecting free speech.
https://www.advocate.com/politics/states/new-louisiana-law-allows-deadnaming
Desiree Guerrero (25 June 2026)
Louisiana workers will soon be shielded from discipline if they refuse to use a transgender or nonbinary coworker's name or pronouns, under a new law signed by Republican Gov. Jeff Landry that LGBTQ+ advocates warn will invite workplace discrimination under the banner of free speech.
On May 30, Gov. Jeff Landry signed Act 579 into law, as reported by local NBC affiliate KTAL News. The new law, which proponents are lauding for protecting the First Amendment right to freedom of speech, is scheduled to take effect on August 1.
Act 579, passed during the state's 2026 legislative session, prohibits employers from disciplining workers who refuse to identify their own pronouns, address other employees by names other than those they were given at birth, or use pronouns that do not align with a person's gender identity but are consistent with their sex assigned at birth.
Supporters have described the measure as a protection for First Amendment speech rights. LGBTQ+ advocates, however, argue that it amounts to a state-sanctioned license to discriminate against transgender and nonbinary workers under the guise of protecting free speech.
Title: Re: New LA law allows deadnaming trans people and more disrespect in the workplace
Post by: Devlyn on June 25, 2026, 01:54:25 PM
Post by: Devlyn on June 25, 2026, 01:54:25 PM
I'm actually starting to like AI. 🤣
I asked it "How could this be derailed with malicious compliance?"
Because Louisiana Act 579 focuses heavily on "legal names" and "biological sex," employees could weaponise the text in several disruptive ways.
1. Strict Legal Name Enforcement
The law protects employees who address coworkers by their legally recognized names.
The Tactic: Staff could refuse to use any common nicknames, middle names, or shortened names.
The Result: Calling "Robert" instead of "Bob," "Thomas" instead of "Tom," or "Elizabeth" instead of "Liz." Employees could insist on using full, formal legal names for everyone to strictly "comply" with the statute, creating an awkward, cold, and rigid work environment.
2. Biological Sex "Verification"
The law protects the right to use pronouns that align with a person's biological sex assigned at birth.
The Tactic: Employees could claim they are simply trying to comply with the law but do not know a coworker's biological history.
The Result: Staff might demand to see birth certificates or legal medical records of new hires or managers before choosing which pronoun to use, claiming they want to ensure they are using the legally protected "biological" pronoun.
3. Total Pronoun Elimination
The law protects the right to not use preferred pronouns, but it does not force the use of any pronouns.
The Tactic: Workers could completely strike the words "he," "she," and "they" from all office communications.
The Result: Emails and conversations would become incredibly repetitive and clunky. Staff would repeat full legal names constantly: "John told John's manager that John finished John's report, so John is leaving." This strictly avoids preferred pronouns without violating the act.
4. Flooding HR with "Sincere Belief" Claims
The law is built on protecting personal and religious speech beliefs.
The Tactic: Employees could invent absurd personal or philosophical "beliefs" regarding language and naming conventions.
The Result: HR departments could be overwhelmed by workers filing formal notices about what language they will or will not use, forcing the company to waste time investigating whether each claim is protected under the new state framework.
5. Weaponising Customer-Facing Roles
The law protects employee speech, which creates a massive loophole for businesses that serve the public.
The Tactic: Workers in customer-facing roles (like retail or hospitality) could purposefully misgender or use rigid legal names for clients.
The Result: When the business loses clients or faces public backlash, the employer cannot fire or discipline the employee because the worker's speech is legally protected by the state. This forces the employer to choose between losing revenue or violating state law.
I asked it "How could this be derailed with malicious compliance?"
Because Louisiana Act 579 focuses heavily on "legal names" and "biological sex," employees could weaponise the text in several disruptive ways.
1. Strict Legal Name Enforcement
The law protects employees who address coworkers by their legally recognized names.
The Tactic: Staff could refuse to use any common nicknames, middle names, or shortened names.
The Result: Calling "Robert" instead of "Bob," "Thomas" instead of "Tom," or "Elizabeth" instead of "Liz." Employees could insist on using full, formal legal names for everyone to strictly "comply" with the statute, creating an awkward, cold, and rigid work environment.
2. Biological Sex "Verification"
The law protects the right to use pronouns that align with a person's biological sex assigned at birth.
The Tactic: Employees could claim they are simply trying to comply with the law but do not know a coworker's biological history.
The Result: Staff might demand to see birth certificates or legal medical records of new hires or managers before choosing which pronoun to use, claiming they want to ensure they are using the legally protected "biological" pronoun.
3. Total Pronoun Elimination
The law protects the right to not use preferred pronouns, but it does not force the use of any pronouns.
The Tactic: Workers could completely strike the words "he," "she," and "they" from all office communications.
The Result: Emails and conversations would become incredibly repetitive and clunky. Staff would repeat full legal names constantly: "John told John's manager that John finished John's report, so John is leaving." This strictly avoids preferred pronouns without violating the act.
4. Flooding HR with "Sincere Belief" Claims
The law is built on protecting personal and religious speech beliefs.
The Tactic: Employees could invent absurd personal or philosophical "beliefs" regarding language and naming conventions.
The Result: HR departments could be overwhelmed by workers filing formal notices about what language they will or will not use, forcing the company to waste time investigating whether each claim is protected under the new state framework.
5. Weaponising Customer-Facing Roles
The law protects employee speech, which creates a massive loophole for businesses that serve the public.
The Tactic: Workers in customer-facing roles (like retail or hospitality) could purposefully misgender or use rigid legal names for clients.
The Result: When the business loses clients or faces public backlash, the employer cannot fire or discipline the employee because the worker's speech is legally protected by the state. This forces the employer to choose between losing revenue or violating state law.
Title: Re: New LA law allows deadnaming trans people and more disrespect in the workplace
Post by: Lori Dee on June 25, 2026, 02:05:13 PM
Post by: Lori Dee on June 25, 2026, 02:05:13 PM
Me: I just got a new assignment from Bob.
Coworker: Who's Bob?
Me: Our Supervisor.
Coworker: His name is Dave.
Me: I refuse to use that name. I will call her Bob.
Fire me, and I sue the company.
😁
Malicious compliance.
Coworker: Who's Bob?
Me: Our Supervisor.
Coworker: His name is Dave.
Me: I refuse to use that name. I will call her Bob.
Fire me, and I sue the company.
😁
Malicious compliance.