I know this is a a very intricate topic w/many ways of going about it, but can anyone give me any pointers as to what seems to work/ what doesn't? So, whom should I tell first, someone in HR or just management? I work for a very large company with many branches & customers, so I'll ask for a transfer when hormones start to take effect, and go to work as a male at a different location. I'm just not sure how to approach it, I'll have to let my employer know, but they should be the right people... I don't think for instance the president should be the one to approach, but I'm concerned that if the hiring/non-discrimination policy does not explicitly mention "gender expression," (and it does not) they could deny me the right to transition while working for the company. I have a male name, so that would'nt be a problem, and will start T soon, so I'll be able to pass, but since I'm pre-op, I still have an F on paper. So it's basically putting on a tie and showing up for work at the new location presenting as male. I do present as male right now, but I don't pass for my age...hence the gender ambiguity...I wonder what would happen if I started T and didn't say or change anything, just nonchalantly continued going to work, would they just make me wear a tie?

Any suggestions, experiences?

I'm in the same boat, only I can't be transferred to another department, because there aren't any.    I'm fortunate I work the night shift and there aren't many people on duty at that time.  My biggest hurdle is my immediate supervisor (not a a manager/HR) is chauvinistic.  At the moment I'm not planning on coming out until January, if I can stand the she pronouns that long.  In the meantime I'll let T do its thing.

Jay

I am in the process of getting my transition going at work.  My HR and my store manger both know and currently I am staying in my same department.  I work delivery and work with 6 guys.  Only two of them are ify.  But I have been think about transferring to another department or even another store.  I have been on HRT for 4 months now and the only problem thing that I notice is that I am losing my upper strength.  This is not good when you are delivering a 300 lbs refrigerator.  Granted there are two of us but it is getting harder for me.

I am suppose to have a meeting with the store management but it was canceled due to our HR manager taking ill.

I wrote a transition package and gave it to my store manager, who passed it on to HR.  According to HR the company is fine with my transition.  In fact my supervisor was told by HR that any discrimination by employee will not be tolerated.

Somewhere in the Wiki, I think is a sample transition package.  Nichole or Tink will know right where it is at.

Good Luck at work, Hal

Love,
Janet

Thanks,

is there any danger of HR messing with my insurane (TG raises red flags) if I go to them first? That's one of my concerns, the other is will HR require that gender-markers be changed on official docs first? I agree I shouldn't let them dictate my transition, I'm just trying to find the best way of going about it. And yeah ,HR policy or not there is no guarantee that individuals will not spread rumors and be accepting and undersanding, but it does give you at least some comfort. I can definitely get a transfer for any reason, at any time pretty much, but I have to let "them" know at "some" time.  Are you suggesting I could just ask for a transfer and start wearing a tie and say nothing, and if they ask deal with it on a one-on-one basis?  Might work, but they are gonna be expecting a female, so obviously they'll think something is off, so it may be better to give them a heads up.

Janet, I'm wondering does your company non-dicrimination policy include "gender expression/identity" or something like that? I would be interested in that transition package, what/where is Wiki. I thought about writing a coming out letter and maybe downloading a pamphlet to give to HR/management, and since I will be working with new co-workers I don't think I need to make it their business that I'm TG.

Hey Jay, let me know how it's working out for you! I'm about to start T, and I don't wanna come out too early either, let T do it's thing... I do want to time my transfer right. Are you gonna talk to HR first before coming out to your supervisor? It might make it easier to deal with his reaction. Have you considered getting a new job once you pass well? I have, but I'm not sure how that would work w/out having the "appropriate" IDs. It may be easier to transition at a "low-profile" job (night shift or solitary cubicle jobs are good ideas).  I also heard of goverment jobs being TG safe.

Hal,

Here is the link to the Sample transition package https://www.susans.org/wiki/A_Sample_Transition_Package.

While Gender Identity is not specifically spelled out in our policies, it is in the Oregon State Laws.

Best of Luck,

Love,
Janet

My time frame now is to come out in January or so, after T has started to show some more noticeable effects and after top surgery.

I do want to get my name, license, and gender marker changed soon, before I travel for top surgery in Dec.  I want to travel as Jay!  Does anyone know if legally changing your name but not your SS if that affects anything?  Once the legal name change goes through do I have to change everything all at once?  I'm assuming yes or within a certain time frame but I'm not sure.

My goal is to work here 2-3 more years max then just do my online job and travel.  I want a few more things paid off first before I do that so money isn't so tight.

Jay

As far as I know you change your name on your SSN.  I don't think that you get a new one.  Which has caused problems with outhers in the past, because you cant get the gender marker change until after surgery.

Usually your license is the only ID most people look at.  Your SSN is general for your employer and taxes.  I don't know how else would need that info except fro credit.  But I am sure someone wants it.  It use to be that your SSN was for the IRS and SS only, but things change.

Janet

I had been speaking with my diversity manager before deciding to go forward and learned what my school's policy was on diversity.  (Our diversity manager is also one of the school's social workers.)

Once I had decided that it was time to go forward, I spoke with my union and had my building rep go in with me to see my principal.  Think of this as your 1st level manager.  After this, I went up the chain of command - always with union representation.

When i went in, I had information on being transsexual with me that i could leave with the manager.  HRC does have some good, downloadable information on top of what is here at Susan's.  Read everything before you give it to your management structure.  I also bought a copy of the book Transitioning in the Workplace and left it with my diversity manager.

The two things I found vital were patience and understanding.  You may be the first person in their employ who is transsexual.  It will take them time to come to "get their arms around" this concept.  All of us have years of counseling behind us to understand who we are.  It will take your organization time to come up to speed.

Your organization's attorneys may have some very conservative views.  Give your management structure time to learn that being transsexual does NOT mean you are a disturbed employee.  Again, this is where patience & understanding on your part is an asset.

As an aside, start looking around for a law firm that specializes in LGBT law.  Contact your local gay alliance or support organization for thier recommendations.  If you don't have a gay alliance of some sort, you should have one at the state level.  I found it comforting to have a kaw firm behind me just in case I ran into trouble.  I never needed legal representation, not did I have legal representation with me when I talked to my managers.  But it was nice to be ready.

Hope this helps.

Chaunte

I always recommend people going to their HR department first.

If something happens, you get discriminated against, or anything, by your boss or a coworker, they need to be prepared for it.  They tend to be a good softball as well, to get you over that hurdle of coming out and to help you develop a plan for coming out to the rest of the company.

When I came out to my HR department, they offered to do the communication for me.  There were a few key people that I felt I had to be the one to tell, but as for the rest, I let the grapevine do its work.

I do concur that it all depends where you work how you choose to go about telling everyone.  HR is there for you to speak to about grievances about people, and that includes grievances about that person you keep having to show up every day at work as (whatever facade you choose to put up as a front for the "wrong sex.")

Quote from: Kiera on August 09, 2008, 11:38:04 AM

My company is "physically located" within, google "yourcity/state anti discrimination laws" and see if laws exist then it's only a question of what your company has devised as "policy", currently has (if any) in place. That doesn't necessarily mean you have to test it, take advantage but good to know none-the-less.

Yah nothing trumps good research beforehand.

Some very good news in the state of Oregon.

Oregon Governor Signs Domestic Partnership and Gay Rights Bills

On May 9th, Governor Ted Kulongoski signed into law two bills that will give gays and lesbians legal protection and most of the same rights as married couples.
The Oregon Equality Act is a comprehensive, statewide non-discrimination bill that would prohibit discrimination in employment, housing and public accommodation, on the basis of sexual orientation in Oregon. Gender identity is included in the definition of sexual orientation, so trans people will be protected too. The law goes into effect January 1, 2008.

Now I know that full time is protected for  discrimination based on my GID.  That does stop them from using any other tactics, but so far things are going good.

Time for you all to move here. 

Janet

Thanks guys and gals,

I'm feeling better now, and also a lot more informed, about transitioning on the job. Before I go to/send my transition letter to HR, I'll do a bit more research about anti-discrimination laws, policies that exist in my particular state (PA), city, and of course the company I work for.

Jay,

once you get a court order for name change, you can use it to change all your documents, at whatever time you wish. Your gender-marker change would have to wait until at least top-surgery, so if you wanna save some cash do name & gender change at the same time on your documents.

Thanks, Hal.

In my state I can get the gender marker changed on my driver's license with a letter from my therapist stating I'm in transition full-time.  I know I need the surgeon's letter for SS# and Passport.  I'm just don't know about the insurance agency and what will happen if I change my name/gender on my ID but my insurance is still in female name with an F on it.

Jay

Yes, I'm worried about that one too, but I'll deal with it when I get to that point.

Jay and Hal,

After you have your name change legally, you should and may have to change it in the insurance as it will then be your legal name.  Unless you have your gender changed on your birth certificates. I would not worry just yet about changing the gender.  My thought is this once you change your name that is your legal and binding name, regardless if it match your gender or not.  I realize that that could be a hassle.  Just imagine being female and going to the doctor for a prostrate exam. 

Most people don't really look that close at the gender marker on your license anyway.

IMHO,
Janet

Quote from: Janet Lynn on August 20, 2008, 03:05:01 PM
Most people don't really look that close at the gender marker on your license anyway.

Law enforcement, legal system, government agencies, etc., all look closely and the ramifications of that can be very serious.

Z

That is why I have a carry letter.  I am talking about the average clerk, UPS driver, or the general public.  The general public just isn't that interested, they only go by what they see and if you pass even remotely, that is where it ends.  I realize that any member of the legal system will use the number to pull up your record on a computer and just about know what size panties you wear.

May be I am being naive but that is MHO.


Janet