Status - December 5, 2015
This initiative is active, but with limited resourcing for coordination across individual projects.
This collection of materials represents work and resources related to preferred names across business domains.
- Data Management Committee
- Student Senate
- Husky Card Advisory Committee
- Meeting March/April 2016 – attendees support both the preferred (front) and legal name (back) on ID cards
- Meeting 2015-11-30 – discussed ID card as primary identification and uses of ID card (paycheck pick-up, proctored exams, policing, etc.)
- Meeting 2015-08-27 – discussed whether or not to allow preferred name on ID card
- Title VII of the Civil Rights Act of 1964 – employee rights
- What You Should Know About EEOC and the Enforcement Protections for LGBT Workers
- "Harassing an employee because of a gender transition, such as by intentionally and persistently failing to use the name and gender pronoun that correspond to the gender identity with which the employee identifies, and which the employee has communicated to management and employees."
- "Applying Macy, the Commission has also held that an employer's restrictions on a transgender woman's ability to use a common female restroom facility constitutes disparate treatment, Lusardi v. Dep't of the Army, EEOC Appeal No. 0120133395, 2015 WL 1607756 (Mar. 27, 2015), that intentional misuse of a transgender employee's new name and pronoun may constitute sex-based discrimination and/or harassment, Jameson v. U.S. Postal Service, EEOC Appeal No. 0120130992, 2013 WL 2368729 (May 21, 2013), and that an employer's failure to revise its records pursuant to changes in gender identity stated a valid Title VII sex discrimination claim, Complainant v. Dep't of Veterans Affairs, EEOC Appeal No. 0120133123, 2014 WL 1653484 (Apr. 16, 2014)."
- Lusardi v. Department of the Army, Appeal No. 0120133395
- "The Commission has held that supervisors and coworkers should use the name and gender pronoun that corresponds to the gender identity with which the employee identifies in employee records and in communications with and about the employee ... Persistent failure to use the employee's correct name and pronoun may constitute unlawful, sex-based harassment if such conduct is either severe or pervasive enough to create a hostile work environment when "judged from the perspective of a reasonable person in the employee's position."
- EEOC: Title VII Prohibits Employment Discrimination Based on Gender Identity, Sexual Orientation
- "Harassment of transgender employees may occur when a coworker or supervisor intentionally and persistently fails to use the name and gender pronoun which corresponds with the employee’s identified gender (commonly referred to by the EEOC as “misgendering”), and which the employee has previously communicated to management and employees."
- "An individual’s chosen name and pronoun(s) should be used whenever possible, including in personnel records and in communications, both with the employee and with others concerning the employee. Moreover, HR professionals should ensure hiring processes allow transgender applicants to disclose an alternative name during background screenings, as a previous legal name change may appear problematic without more information."
- Checklist: How Employers Can Avoid an EEOC Sex Discrimination Lawsuit
- "Respect each employee’s chosen name and gender identity. Use of nouns and pronouns should not be contingent on whether an individual has undergone gender reassignment surgery or not."
- Office of the Provost
- Office of the Registrar
- The Daily
- UW Advancement - Name Formatting in Advance