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!
Take Compliance Quiz
How effectively is your organization managing compliance risk? Find out and get a customized plan.
Take QuizMore to Discover
2019 Compliance Changes
It’s critical that you’re aware of all the tax changes that could affect your organization in 2019. This session will include frequently asked questions, an overview of federal and state withholding updates and trends we are seeing in areas of Tax and ACA compliance. Speakers: Arlene Baker and James Schwantes Arlene Baker is a Senior Compliance Analyst with over 40 years of payroll and tax experience. She’s a member of the National Payroll Reporting Consortium focusing on IRS compliance, and she’s been a member of the national and local APA for 25 years. In 2003, Arlene was awarded the Ohio Payroll Professional of the Year award. James Schwantes is a Compliance Analyst with a legal and tax background. Prior to working at Paycor in the...
Proposed Department of Labor Rule to Update Regular Rate Requirements
In late March, the Department of Labor (DOL) announced a proposed rule to clarify and update the regulations governing the regular rate requirements under the Fair Labor Standards Act (FLSA). Unless exempt, an employee’s regular rate of pay is used to determine how much he or she should be paid for working overtime. The FLSA generally requires overtime pay of at least 1.5 times the regular rate for hours worked past 40 hours per week. The proposed rule details what forms of payment employers can exclude when determining an employee’s regular rate of pay. The cost of the following items would no longer apply: Tuition programs Discretionary bonuses Payment for unused paid leave Wellness programs, fitness classes, gym access, onsite...
Why Diversity in the Workplace Matters
The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...