The Canadian Union for Public Employees (CUPE) has launched an outline to help chapters negotiate collective agreements to protect two-spirit, transgender, and non-binary workers. .The bargaining guide, called “Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity,” features examples of trans-inclusive language to have in collective agreements. .“CUPE local executives and bargaining teams don’t have to wait until a Two-Spirit, trans or non-binary worker comes out or is hired to bargain trans-inclusive language,” said CUPE in a Monday press release. .“Even locals that don’t have any trans members — that they know of — should ensure protections and supports are in place now, before gender diverse workers come out or enter the workplace.”.The guide said there are particular issues chapters should address to accommodate trans and gender diverse workers. The guide said bargaining priorities that could help trans and gender diverse people are benefits coverage for gender affirming care, effective anti-harassment policies, and access to safe washrooms and change rooms. .It went on to say collective agreements should stop using gendered language by using genderless pronouns such as they/them/theirs or terms such as employees. Employer systems should include options other than male or female for employees to identify as, it said. .CUPE said bereavement leave should refer to spouse and partner instead of husband/wife and sibling rather than sister/brother. When referring to parental leave, the union said birthing parent or pregnant employee should be used instead of mother. .According to the guide, health benefits should cover drugs, devices, and surgeries for transgender people not included in provincial or territorial health plans. In exceptional circumstances where these items cannot be expensed, the guide said employers could offer health spending accounts to cover these costs. .CUPE said chapters can support transgender people by advocating for gender neutral washrooms and change rooms. It said gender neutral washrooms and change rooms are important because people might be refused access to these facilities over their gender identity. .CUPE said trans and gender diverse people deserve to feel like they belong. .“We all have a responsibility to ensure our collective agreements support every worker and protect their rights,” it said. .“That means issues affecting trans and gender diverse members must be brought to the bargaining table.”.Quillette associate editor Jonathan Kay mocked the guide. .“Actual excerpts from the new ‘bargaining guide,’” said Kay..This incident comes after Telus employees were asked by the company to celebrate International Transgender Day of Visibility on March 31 by attending gender ideology workshops and using preferred pronouns. .Telus executive Vice-president and Chief Financial Officer Doug French wrote the memo. .French is listed as a Spectrum global executive sponsor, an intra-Telus organization promoting LGBT values to staff.
The Canadian Union for Public Employees (CUPE) has launched an outline to help chapters negotiate collective agreements to protect two-spirit, transgender, and non-binary workers. .The bargaining guide, called “Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity,” features examples of trans-inclusive language to have in collective agreements. .“CUPE local executives and bargaining teams don’t have to wait until a Two-Spirit, trans or non-binary worker comes out or is hired to bargain trans-inclusive language,” said CUPE in a Monday press release. .“Even locals that don’t have any trans members — that they know of — should ensure protections and supports are in place now, before gender diverse workers come out or enter the workplace.”.The guide said there are particular issues chapters should address to accommodate trans and gender diverse workers. The guide said bargaining priorities that could help trans and gender diverse people are benefits coverage for gender affirming care, effective anti-harassment policies, and access to safe washrooms and change rooms. .It went on to say collective agreements should stop using gendered language by using genderless pronouns such as they/them/theirs or terms such as employees. Employer systems should include options other than male or female for employees to identify as, it said. .CUPE said bereavement leave should refer to spouse and partner instead of husband/wife and sibling rather than sister/brother. When referring to parental leave, the union said birthing parent or pregnant employee should be used instead of mother. .According to the guide, health benefits should cover drugs, devices, and surgeries for transgender people not included in provincial or territorial health plans. In exceptional circumstances where these items cannot be expensed, the guide said employers could offer health spending accounts to cover these costs. .CUPE said chapters can support transgender people by advocating for gender neutral washrooms and change rooms. It said gender neutral washrooms and change rooms are important because people might be refused access to these facilities over their gender identity. .CUPE said trans and gender diverse people deserve to feel like they belong. .“We all have a responsibility to ensure our collective agreements support every worker and protect their rights,” it said. .“That means issues affecting trans and gender diverse members must be brought to the bargaining table.”.Quillette associate editor Jonathan Kay mocked the guide. .“Actual excerpts from the new ‘bargaining guide,’” said Kay..This incident comes after Telus employees were asked by the company to celebrate International Transgender Day of Visibility on March 31 by attending gender ideology workshops and using preferred pronouns. .Telus executive Vice-president and Chief Financial Officer Doug French wrote the memo. .French is listed as a Spectrum global executive sponsor, an intra-Telus organization promoting LGBT values to staff.
