Ask HR: How Do We Support Our Transgender Employee?
Somewhere between half a million and a million individuals in the U.S. identify as transgender, and that number continues to grow. As the transgender population grows, so does the chance that one of your employees will ask questions about this. What should you do when one of your employees discloses the fact that they are transgender? The experts at HR Support Center are skilled at handling all types of situations, including this one. Here's our advice for making sure you are treating every member of your staff respectfully.
Question:
One of our new employees has disclosed to me that she is transgender and has asked to be addressed as female. What is the best way to approach this matter with her co-workers?
Answer from Eric, HR Pro:
We recommend that you affirm the employee’s right to express her gender freely and without discrimination. This includes using the correct pronouns and a new proper name, if she’s chosen one.
As to how to inform everyone at your organization that they should address this employee as female, the steps and timing of transitioning vary, so consult with the employee on what specific information she would like shared with her colleagues. You should also ask her whether she’d like her email and other company profiles updated. Don’t ask her for unnecessary details, but allow her to share what she wants. While you won’t be able to change legal documents (e.g., form I-9) unless she legally changes her name, you can change her name on non-legal documents if she requests it.
Transgender individuals are often the victims of workplace harassment, so it is essential to stress your commitment to equal employment and related protections. You might also want to remind employees about your prohibitions on harassment, relevant company policies, equal employment opportunity, and expected behavior.
Regarding restroom use, transgender employees should be allowed to choose the safest and most appropriate option for themselves. Medical or legal documentation of an employee’s gender identity, such as proof of surgeries, should not be required. Remember that not all transgender people undergo a medical transition. Co-workers who have personal concerns should be invited to have an honest discussion with management or an HR representative.
Ensuring fair and equal treatment will help make transgender employees feel valued and build trust in your organization.
This content came from a team of HR professionals at HR Support Center. Businesses like yours can pay a yearly fee for HR Support Center and receive awesome subscription perks like these:
* Legal advice
* Employee handbook help (creating a new one or updating an existing
one)
* Custom HR forms, letters, tools, and other documents
* Tons of Q&A
* News on government activity that could affect you
* Training on common HR activities like hiring
* Thought leadership articles
The list goes on. HR Support Center is not only feature rich, it's inexpensive: one entire year of HR Support Center is cheaper than one hour of a typical attorney's time. Contact us today to sign up.
Subscribe to Our Resource Center Digest
Enter your email below to receive a weekly recap of the latest articles
from Paycor's Resource Center.
Check your inbox
for an email confirming your subscription. Enjoy!
Buyer's Guide To HCM And Payroll Technology
An HCM platform is the foundation of your business, and choosing the technology is one of the most important decisions you'll make.
Get ExpertiseMore to Discover
CMS Waives Quality Reporting Requirements Due to COVID-19
Many government officials are worried the Coronavirus outbreak will overburden the U.S. healthcare system. In a drastic effort to help healthcare providers focus on patient care rather than paperwork, the Center for Medicare & Medicaid Services (CMS) will waive multiple key quality reporting requirements. What Does CMS Waiving Reports Mean for Healthcare Providers? Q4 Reporting Deadlines Are Now Optional The deadlines for 2019 data submission for the Medicare Shared Savings Program, the Quality Payment Program, and affiliated merit-based incentive program (MIPS) will be extended from March 31 to April 30, 2020. MIPS eligible clinicians who miss the April 30 deadline will qualify for the automatic and uncontrollable circumstances...
Case Study: Boulder Country Club
Paycor’s enhanced implementation service model creates a fast start for Boulder Country Club. “The transition to Paycor has been amazing. The hands-on guidance and support they offered during implementation saved us so much time. Paycor took control of the entire process so I could focus on other things.” - Amber Maranya, HR Director, Boulder Country Club Prior to Paycor Boulder Country Club is a private club that serves 850 members across northern Colorado and offers everything from golf and tennis to fitness and swimming. Their previous HR & payroll platform was designed for small businesses and couldn’t easily track hours worked for commissioned employees. After evaluating multiple well-known providers, HR Director Amber Maranya...
If an Employee Tests Positive for COVID-19, Here’s What to Do
Everyone needs a plan to fall back on if and when an employee gets sick or tests positive for COVID-19. Below you'll find the step-by-step guide on how your company should proceed if one of your employees tests positive for Coronavirus.Get Communication Letter Template to Use if Employee Tests Positive for COVID-19 6 Steps To Take If an Employee Tests Positive for COVID-19 Offer Support We’re all moving fast in this new world and it can feel like we’re flying blind, so this is just a reminder of what you already know: if an employee lets you know they’ve tested positive for COVID-19, take a moment to be there for them. As a leader of your company, there are of course professional limitations of what “being there” means—you won’t be able...