New York, January 4, 2016 (MassResistance) -- This is where the radical “non-discrimination” laws are taking us, unless we stop them.
On Dec. 21, New York City’s Commission on Human Rights announced that it has re-interpreted the city’s transgender anti-discrimination law. The result is more radical and oppressive than we’ve seen so far in the U.S. It covers all people in the areas of employment, public accommodations (i.e., restaurants, theaters, stores, health clubs, etc), and housing. Included are fines of up to $250,000 for each violation.
MassResistance recently documented how the LGBT movement is working to leverage “transgender anti-discrimination” laws to force radical “gender indoctrination” on children in the nation’s public schools. As we observed, that’s only part of where this is headed.
The new "transgender non-discrimination" enforcement
The New York City Commission has released a 10-page manual stating specifically what it intends to enforce. Read the manual HERE.
Violations of the law in the City of New York now include:
Failing to use an individual’s preferred name or pronoun, such as calling a biological male “she” when requested. It’s also illegal to require proof of a legal name change or of "sex-change" medical procedures.
Restricting same-sex facilities, such as restrooms, locker rooms, and showers, to the persons of the biological sex. People’s “gender identity or expression” must be the indicator.
Limiting a person’s options to only “male” and “female.” How this works was not completely explained.
Sex stereotyping. If a company allows women to wear wigs, makeup, skirts, and jewelry – it must also allow men to do so. Any conversation about a person's non-conformity to gender norms is also prohibited.
Imposing different dress codes based on sex. Similar to sex stereotyping. For example, if a restaurant requires waitresses to wear skirts and high heels, it must also require male waiters do so. Or, it may not require only male patrons to wear ties. The Commission’s manual is very emphatic about this:
“Holding individuals to different grooming or uniform standards based on gender serves no legitimate non-discriminatory purpose and reinforces a culture of sex stereotypes and accepted cultural norms based on gender expression and identity.”
Transgender-inclusive health insurance. All employers must cover medical procedures for "transitioning" to the opposite sex and include other special “transgender” health care. The manual elaborates:
To be non-discriminatory with respect to gender, health benefit plans must cover transgender care, also known as transition-related care or gender-affirming care … Transgender care includes a range of treatments, including, for example, hormone replacement therapy, voice training, or surgery.
Treating cross-dressers differently in any way. Treating cross-dressers differently in the workplace or at a public accommodation, even in a minor way, is strictly illegal. Also, reacting negatively to a person’s demands that their “transgender rights” be enforced is also illegal.
Bizarre definitions. The manual includes legal definitions of terms, such as: Cisgender, Gender Identity, Gender Expression, Gender, Gender non-conforming, Intersex, Sex, Transgender. For example, "Gender Identity" is legally defined as
“. . . one’s internal deeply-held sense of one’s gender which may be the same or different from one’s sex assigned at birth. One’s gender identity may be male, female, neither or both, e.g., non-binary. Everyone has a gender identity. Gender identity is distinct from sexual orientation.” read more