1. eeocTerminating or failing to hire someone because they are transgender.
  2. Limiting a transgender employee’s interaction with customers because they might not be “comfortable” with the person’s gender expression.
  3. Prohibiting a transgender employee from dressing or appearing in accordance with their gender identity.
    Common variant: Applying a dress code more strictly for a transgender woman than for other women.
  4. Denying a transgender woman access to the women’s restroom, or denying a transgender man access to the men’s restroom.
    Common variant: Requiring a transgender employee to use a gender-neutral restroom.

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  5. For sex-segregated jobs or tasks, requiring a transgender man to work as a woman, or a transgender woman to work as a man.
    Example: A transgender man who worked as a police officer was frequently asked by coworkers to pat down female suspects.
  6. Repeatedly calling a transgender person by the wrong pronouns or name.
  7. Asking inappropriate personal questions about a transgender person’s medical treatment or their body parts.
  8. Outing” a transgender person to others without permission. A person’s transgender status is private medical information that is protected under laws like HIPAA.
  9. Requiring a transgender person to present a birth certificate or a court-ordered name or gender change before the employer will agree to respect their gender identity.
  10. Having discriminatory exclusions for treatment related to gender transition in an employee health plan.

Have you been discriminated against? You have rights. Check out our new resource on filing a complaint with the EEOC.

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Transgender Law Center
PO Box 70976
Oakland, CA 94612-0976

For donations:
Transgender Law Center
P. O. Box 741803
Los Angeles, CA 90074-1803

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phone: 510.587.9696
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