by Scout Richters, ACLU of Nebraska Legal & Policy Counsel 

 
Today marks the 40th anniversary of the Pregnancy Discrimination Act (PDA), passed with the goal of ensuring that pregnancy, childbirth or postpartum conditions do not force women out of the workforce. However, the goal of the law has yet to be fulfilled, as pregnant and parenting women right here in Nebraska continue to face adverse actions at work. The ACLU of Nebraska recognized these issues in a case currently on appeal to the U.S. Appeals Court for the Eighth Circuit and penned a friend of the court brief for Ms. Tasha McNeil, an Omaha woman who, upon returning to work after maternity leave, was met with mistreatment, including complaints about how long it took her to pump breastmilk. Though we celebrate the enactment of the PDA, we also recognize that we must continue our efforts to break down barriers to ensure that women who are pregnant or parenting are not pushed out of the workplace.
 
While litigation is an important tool, we look forward to continuing our collaborative work with Nebraska workers and businesses to make sure everyone understands their rights while on the job. We were grateful to work with a diverse coalition to pass stronger state law protections for pregnant employees in 2015. We hope our congressional representatives will work across the aisle to update the law on the federal level, as well. Workplace protections for pregnant and breastfeeding moms are critical to gender equity, reproductive justice, and a prosperous economy that benefits all Nebraskans.

Date

Wednesday, October 31, 2018 - 3:00pm

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 • At the poll, if you are greeting a Transgender/GNC person, you may recognize that their identification card does not match their presentation. If all other legal requirements are met, transgender/GNC people are entitled to their right to vote.

• Do not assume if a person is male or female.
• NEVER use words such as ‘it” or “whatever” when referring to someone who is transgender/GNC.
• When you are not sure of a person’s gender identity, or the name shown on the voting list does not appear to match the person’s gender presentation, it is OK to ask if the person has a “preferred” name and/or pronoun.
• When you are not sure what pronoun to use, stick to the person’s first name or use the pronouns “they/them/theirs.” (i.e. “This is John’s ballot.” Or “This is their ballot.”)
• NEVER ASK a transgender/GNC person what their “real name” is.
If you make a pronoun mistake, acknowledge the mistake, and apologize. Being honest about your non-familiarity with transgender/GNC people shows respect. It also lets the person know that you recognize them as people exercising their right to vote, and will use their preferred pronoun moving forward.
Being transgender isn’t dependent on any particular medical procedure. It isn’t ever appropriate to inquire about surgeries or any other intimate details.
When you learn about an individual’s transgender/GNC identity, keep it private. It is privileged information. You should never “out” people by revealing their identity to others.
Validate how people present themselves by treating them respectfully just as you would everyone else.
 

DEFINITIONS 

Transgender 

An adjective used to describe a person whose gender identity is incongruent with (or does not “match”) the biological sex they were assigned at birth. We have chosen to use “transgender” as an umbrella term to refer to the full range and diversity of identities within transgender communities because it is currently the most widely used and recognized term. 

Gender Non-Conforming 

A person whose gender expression is perceived as being inconsistent with cultural norms expected for that gender. 
 
Source: 
 
For more information, check out the “Voting while Trans” materials from the National Center for Transgender Equality.
For a link to the tip sheet click HERE.

 

Date

Thursday, October 25, 2018 - 3:15pm

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