Feds to employers: Honor preferred pronouns, bathrooms of transgender employees or be liable for HARASSMENT and DISCRIMINATION

05/08/2024 / By Kevin Hughes

The administration of President Joe Biden has released new guidelines for employers that would make them liable for harassment if they refuse to recognize an employee’s preferred pronouns or demand that they use bathrooms associated with their biological sexes.

The Equal Employment Opportunity Commission (EEOC) issued the new workplace harassment guidelines on Monday, April 29. The new guidelines enshrine “gender identity” as a classification protected against harassment equal to discrimination on the basis of sex, race, religion or disability. (Related: RULED BY TRANNIES: Biden regime grants transgender employees near-dictatorial power over employers.)

“Harassing conduct based on sexual orientation or gender identity includes … repeated and intentional use of a name or pronoun inconsistent with the individual’s known gender identity (misgendering) or the denial of access to a bathroom or other sex-segregated facility consistent with the individual’s gender identity,” the new guidelines state.

EEOC Chairwoman Charlotte Burrows along with two other Democrat commissioners, Jocelyn Samuels and Kalpana Kotagal, voted in favor of the amended harassment guidance. The two Republican members, Keith Sonderling and Andrea Lucas, voted against the amendments.

“Women’s sex-based rights in the workplace are under attack—and from the EEOC, the very federal agency charged with protecting women from sexual harassment and sex-based discrimination at work,” Lucas said in a statement on Monday.

“The commission’s guidance effectively eliminates single-sex workplace facilities and impinges on women’s rights to freedom of speech and belief,” Lucas added, accusing her Democrat counterparts of neglecting “biological realities, sex-based privacy and safety needs of women.”

The guidance was described by the EEOC website as an “official agency policy and explains how the laws and regulations apply to specific workplace situations.”

Employees could easily sue companies for supposed harassment and discrimination

The guidance communicates the EEOC’s position on legal issues, meaning an employee could possibly refer to the recent guidelines in the event of a restroom or pronoun dispute.

“Harassment, both in-person and online, remains a serious issue in America’s workplaces. The EEOC’s updated guidance on harassment is a comprehensive resource that brings together best practices for preventing and remedying harassment and clarifies recent developments in the law,” said Burrows in a statement.

Meanwhile, Job Creators Network, one of America’s leading small business groups, denounced the recent guidance.

“The Biden administration’s new guidance on transgender employees is yet another example of executive overreach by unaccountable bureaucrats. The guidance is a solution in search of a problem, as the overwhelming majority of employers already provide their employees with a respectful working environment, no matter what their backgrounds,” Job Creators Network CEO Alfredo Ortiz said.

“While the Biden administration is focused on using the correct pronouns, small businesses are suffering under the weight of resurgent inflation, high energy costs, and a credit crunch due to Democrats’ bad policies. Rules about how to treat transgender employees amount to another headache for employers at the worst possible time.”

The guidance also provided a hypothetical example of the kind of conduct that will be forbidden in workplaces moving forward.

Follow GenderConfused.com for more news about gender identity issues.

Watch this video of an individual describing how Amazon’s “preferred pronouns” workplace policy requires employees to refer to coworkers, superiors and subordinates by their preferred pronouns under threat of dismissal.

This video is from the Threelittlebirdz channel on Brighteon.com.