descrite -> RE: i don't know... (2/28/2013 12:23:56 AM)
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In California, all supervisors must go through 9 hours of HR training. In the state-approved training, it is made clear that the law says the company must recognize an employee's stated choice on gender, to include access to gender-specific restrooms and the use of all pronouns involving the employee. I asked my HR rep how often an employee is allowed to make that decision (the examples in training specifically included an employee who "changed" orientation during the period of employment). I also asked what I should do if one of my employees decided to be male on Mondays and Wednesdays, female Tuesdays and Thursdays, and neuter on Fridays. I asked a whole bunch of questions, including what happens if one of my employees complains of a hostile work environment/sexual harassment because of another employee's choice to change genders and thus visit with them in the gender-specific restroom, even if they don't change their genitals. I asked what would happen if one employee's protected religious icon offends the sexual sensitivities of another employee (see: Saint Sebastian, and some severely kinky BDSM/necrophilia/homosexuality). HR has yet to get back to me. It's been two years. I sympathize with HR: I don't think the case law yet exists. Yet.
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