Thursday, June 04, 2015

Perverts OKd in Employees' Restrooms: Obama's OSHA

The Occupational Safety and Health Administration (OSHA) is warning all employers this week to open all restrooms, showers, etc. to all employees regardless of sex (chromosomes).  The Obama administration Department of Labor teamed up with Gay Agenda activists to write these latest "physical safety" standards, so that each employee may choose facilities labeled for men or women (or whatever); such choice needn't be based on any formal documentation of "gender identity" (e.g. sex change) of any kind.
“Regardless of the physical layout of a worksite, all employers need to find solutions that are safe and convenient and respect transgender employees.”
“I believe I'm a woman today,” said the burly guy following the buxom blonde into the ladies room.

UPDATE 1/28/16: President Obama's Enforcer Strong-arms Employer into Compliance of Gay Agenda

UPDATE 4/2/16: Toilets NOT in Restrooms will be New Design for Transgender Agenda

For background, click headlines below to read previous articles:

President Obama's DOJ (Eric Holder) Creates Law for Transgenders

President Obama's DOJ Forces Girl into Boys Locker Room

Supreme Court Opens Girl's Room to Grown Men in Maine

Minnesota & California OK Boys on Girls' School Teams, in Showers

Naked Man in Girls Locker Room OKd in Washington

Michigan Fitness Club Favors Transgenders in Ladies Room

Also read President Obama Floods Gay Agenda with Taxpayers' Money

-- From "OSHA issues guidance on transgender bathroom access" by Lydia Wheeler, The Hill 6/1/15

The National Center for Transgender Equality requested OSHA develop the 4-page “Guide to Restroom Access for Transgender Workers” to ensure transgender employees are able to work in a manner that is consistent with how they live the rest of their daily lives.

In describing best practices, OSHA said many companies have implemented written policies to ensure that all employees have prompt access to appropriate sanitary facilities and are given additional options, including use of a single-occupancy gender-neutral or unisex facility or use of multiple-occupant, gender-neutral restroom facility with lockable single-occupant stalls.

In its guidance, OSHA also lists federal, state and local laws that reaffirm the principle of providing employees with access to restroom facilities based on gender identification.

OSHA’s new guidance comes on the same day Vanity Fair magazine featured "Keeping up with the Kardashians" start and former Olympian Bruce Jenner as a trans woman in the cover story, “Call me Caitlyn.”

To read the entire article above, CLICK HERE.

From "OSHA Issues Restroom Guidance For Transgender Employees" by Y. Peter Kang, 6/1/15

In the guide for employers, OSHA said that, for example, a transgender woman, though designated male at birth, should be allowed to use the women’s restroom if she identifies as female.

The guide, titled “A Guide to Restroom Access for Transgender Workers,” states that making transgender employees use bathrooms inconsistent with their identity or forcing them to use gender-neutral or other specific bathrooms segregated from other employees “singles those employees out and may make them fear for their physical safety.”

For their part, attorneys have suggested that employers should allow for everyone to use the restroom in accordance with their gender identity in order to stay out of the EEOC’s crosshairs.

To read the entire article above, CLICK HERE.

From "Men's or Women's? OSHA: Permit Workers to Use Restroom of Their 'Gender Identity'" by Susan Jones, 6/4/15

. . . the [OSHA] guide outlines the "core principle" that "all employees," including transgender employees, "should be permitted to use the facilities that correspond with their gender identity.

"For example, a person who identifies as a man should be permitted to use men’s restrooms, and a person who identifies as a woman should be permitted to use women’s restrooms. The employee should determine the most appropriate and safest option for him- or herself."

If co-workers don't like it, tough: OSHA points to an April 2015 Equal Employment Opportunity Commission [EEOC] ruling, which said "a transgender employee cannot be denied access to the common restrooms used by other employees of the same gender identity, regardless of whether that employee has had any medical procedure or whether other employees’ may have negative reactions to allowing the employee to do so."

"Under these best practices, employees are not asked to provide any medical or legal documentation of their gender identity in order to have access to gender-appropriate facilities. In addition, no employee should be required to use a segregated (gender-neutral) facility apart from other employees because of their gender identity or transgender status."

To read the entire article above, CLICK HERE.

UPDATE 6/10/15: From "EEOC Sends Message to Private Sector On Transgender Workers' Restroom Rights" by Patrick Dorrian, Daily Labor Report, Bloomberg Bureau of National Affairs

Private sector employers that don't respect a transgender worker's choice of restroom to use run the risk of claims and potential liability under Title VII of the 1964 Civil Rights Act, employment lawyers and advocates told Bloomberg BNA in a series of interviews.

They said the risk exists even though there's disagreement over whether federal courts will embrace the Equal Employment Opportunity Commission's April 1 decision in Lusardi v. McHugh, EEOC, No. 0120133395, 4/1/15, when interpreting the workplace rights of transgender private sector employees.

In Lusardi, a case involving a government employee, the EEOC held for the first time that a male-to-female transgender woman faced illegal sex discrimination under Title VII when she was told her use of a common women's restroom was making co-workers uncomfortable and to use a unisex bathroom instead.

Title VII doesn't contain an express prohibition against discrimination based on gender identity, but the EEOC told Bloomberg BNA in a statement June 4 that its investigators will rely on Lusardi when making reasonable cause findings in the private sector and when pursuing private sector litigation in federal court.

As if to prove the point, the agency June 4 sued a Minnesota financial services company under Title VII on behalf of a transgender woman, challenging the employer's alleged companywide policy or practice of precluding transgender female employees from using the restroom consistent with their sex (EEOC v. Deluxe Fin. Servs., Inc., D. Minn., No. 0:15-cv-02646, complaint filed 6/4/15).

To read the entire article above, CLICK HERE.

Also read President Obama Forces Gay Agenda on Schools via Taxpayer$$

UPDATE 6/25/15: President Obama's New 'Free' (Transgender) Sexual Mutilation — Gay Agenda