Politics The NEW Transgender thread

Did you just offer to hide her in your attic? That story sounds sooooooo familiar.

 

Not sure that worked out last time.

 

Dammit, I googled positive Tran story. My bad.

Former Wisconsin Badger Jenn Tran returns to PA school after 'The Bachelorette' and 'Dancing with the Stars'

Jenn Tran is essentially a modern-day Hannah Montana.

The former Wisconsin Badger will be balancing the best of both worlds: Physician assistant school and the life that comes after being a "Bachelor" contestant, "The Bachelorette" and a "Dancing with the Stars" competitor.

While Tran took hiatuses from school for those television stints, she planned to return and finish what she started. Now, she's doing exactly that.

After Tran's mega year and a half-ish, highlighted by "DWTS" — which she called the best time of her life — she spent the past couple of months getting reacquainted with medicine. A few weeks ago, she left Los Angeles for Miami for the final year of her PA program.

It feels crazy, exciting — and a little scary, she told the Journal Sentinel in a phone interview last week.

While she's mainly "hunkering down" in PA school, she said, she also plans to continue exploring content creation with skincare and beauty — other longtime passions.

And, like Ms. Montana, Tran has her own secret of sorts: Her relationship status with her former "DWTS" partner — more on that later....

https://www.jsonline.com/story/ente...helorette-dancing-with-the-stars/77101683007/

 

Huge props to Costco! So many companies have folded to Trump's bullshit, nice to see Costco stand for what is right.

Costco’s Workplace Gender Expression and Transition Policy (updated Feb. 2024)

Costco’s Workplace Gender Expression and Transition Policy

Costco supports a culture of diversity and inclusion while fostering an environment of belonging in the

workplace. This commitment is consistent with Costco’s core values and Code of Ethics in taking care of our

employees as well as our Anti-Harassment Policy, which prohibits discrimination or harassment on the basis

of sex, gender, sexual orientation, gender expression, gender identity, and transgender status. It also

reflects and furthers our workplace philosophy that all employees are treated fairly, and with respect and

dignity.

Employees may express their gender identity or expression, while still maintaining professional

expectations, without fear of negative consequences. Costco also has an expectation that employees will

work with management to ensure management understands any requests employees may have that are not

specifically addressed by this policy, and employees understand what to expect from Costco. The key is

clear and frequent communication.

Costco is committed to maintaining a workplace free from harassment, discrimination, and retaliation.

Consistent with the goals of this policy, Costco expects that employees will be treated with respect in all

aspects of their work, including interactions with coworkers, members, contractors, suppliers, and others

with whom Costco does business. If you or someone else is being subjected to treatment inconsistent with

this expectation, you are required to report your concerns immediately to management or the Human

Resources department using the Open Door Policy.

If you have any questions about this policy or its application, please speak with your Location Manager or

contact the Human Resources department.

All Employees Are To Be Called By Their Correct Name and Preferred Pronouns

Gender identity is a part of each person’s identity and everyday life. Respectful treatment involves referring

to employees by their preferred pronouns. Commonly used pronouns include he/she, him/her,

they/them/their. If unsure about which pronouns a person uses, just ask. Using appropriate and respectful

language helps those around you feel included, and can set an example for the people you come into

contact with.

Employees must be referred to by their preferred pronouns. Employees must also be addressed by their

correct name. While mistakes may happen when learning to address someone differently than in the past,

acknowledge the mistake and make an effort to use the preferred pronoun and/or correct name next time.

Repeatedly using incorrect pronouns or names is disrespectful and could result in disciplinary action. The

intentional or repeated failure or refusal to address someone by their name or pronouns is a violation of

Company policy.

Dress Code

Employees are permitted to dress consistent with their gender expression and identity, provided their dress

complies with the Personal Appearance Policy.

Restroom Access

Employees may use the restroom that corresponds to their gender identity or expression. Additionally,

employees have the ability to use a single-occupancy restroom if one is available at their location.

For Employees Transitioning or Changing Gender Expression

If you are preparing to share your gender identity or expression in the workplace, we encourage you to

consider the following:

● As early as you feel comfortable disclosing your intention to transition at work, please inform key

people at Costco to assist you, specifically your Location Manager. Your Location Manager is the first

contact. If you are not comfortable speaking with your Location Manager, then contact the Human

Resources department. Either contact is available to assist you in discussing a plan, including how to

communicate information about your gender identity or expression to others.

● Communicate your preferred pronouns and name.

● You and Costco will discuss a transition plan. Topics to discuss may include when and how you will

inform others, the pronouns and name you will use at work, where to direct benefit questions, and

options for taking time-off related to transition (if applicable).

For Management

Costco management is committed to supporting our employees. When an employee notifies management of

their gender transition, and/or shares information about their gender identity or expression, here are some

discussion points and guidelines to help support the employee and facilitate communication:

● Keep in mind that this is a major event in the employee’s personal and professional life. Give them

the time and attention that is needed. Regularly follow up and maintain ongoing contact with the

employee.

● Lead by example. Communicate that you respect and support the employee’s gender identity and

expression. All employees must work cooperatively and respectfully with others, regardless of their

gender identity or expression.

● Partner with and support the employee. Do not dictate the course of action, but rather seek to

understand the employee’s requests and assist them to the fullest extent possible, within Company

policy and business needs.

● Assure the employee that your conversations will be kept confidential to the fullest extent possible.

This means that information will be disclosed on a limited and need-to-know basis because some

sharing of information is necessary.

● Be aware that each employee’s experience may be different, so clear communication and

understanding the employee’s plan will help support that individual.

● Ask the employee if they would like to inform others on their own, or if they would like

management’s assistance.

Ask the employee if they are considering a name change. If the employee is planning to change

their legal name, they will need to provide an updated Social Security Card. This will allow us to

initiate the change in the payroll system and other systems. Due to tax purposes, changes to an

employee’s legal name in the payroll system cannot take place until an updated Social Security Card

is presented. Once their legal name is changed in the payroll system, it sends the change to

Costco’s Benefit vendors, the Membership system, and other key systems.

○ Regardless of a legal name change, employees may change their preferred first name at any

time on Employee Self-Service (ESS). This will initiate a change in Workforce Central, which

will be reflected on the employee’s schedule, the break aid, and at the timeclock, as well as

SuccessFactors/Costco U. An employee’s preferred first name should be changed as soon as

possible on the employee’s name badge, manual documents like performance reviews,

coaching logs, appreciation/counseling notices, workstation name plate, etc.

○ An employee’s preferred first name must be professional and appropriate and may be

reviewed by management.

● To make a change to an employee’s user name (also called a LAN ID), please submit a CARTS

request as that is not changed automatically in the system. The user name is what employees use to

log onto systems like ESS, Costco U, and Onestream.

● Ask the employee about their preferred pronouns. Employees are permitted to wear a small pin with

their preferred pronouns, separate from their employee name badge. Some employees will prefer

not to use gender-conforming pronouns. Remember to use their preferred pronouns. It is important

to ask when others should begin using preferred pronouns as well. If you or others are ever unsure

of an individual’s preferred pronouns, use gender neutral alternatives. For example:

○ Instead of saying “sir” or “ma’am,” say, “How may I help you today?”

○ Instead of he/she, say, “They are here for their meeting.”

○ Use the employee's name.

● Discuss the employee’s use of restrooms. Employees must be permitted to use the restroom that

corresponds with their gender identity or expression. Additionally, if they prefer, they may use a

single-occupancy restroom if one is available at the location.

○ If, after reviewing Costco’s policies, an employee has concerns with a transgender

coworker’s

use of a restroom or other sex-

segregated facilities, the employee with the

concern may be permitted to use a different or single-occupancy facility, if one exists at the

work location. The employee must not be required to use restrooms that do not conform to

their gender identity.

● All employees are permitted to dress in a manner that is consistent with their gender identity or

expression provided their dress otherwise complies with the Personal Appearance Policy. The

Personal Appearance Policy should be consistently applied among all employees, regardless of

gender identity or expression.

● Throughout this entire process and for a period thereafter, check in regularly with the employee and

their direct supervisors and managers. This will help ensure no unreported concerns or issues have

taken place. Respond to any issues or concerns in a timely manner.

● Ask the employee if they will need any time off. If they do, have them submit time-off requests or

appropriate Leave of Absence paperwork.

● Partner with the Human Resources department with any questions or guidance needed regarding

how to handle a specific situation or request.

 

I used to be a huge Clive Barker fan. Best way to reset the brain after finals each term in college.

‘Hellraiser’ writer Clive Barker on the publishing industry’s homophobia and J.K. Rowling

https://faroutmagazine.co.uk/hellraiser-clive-barker-publishing-homophobia/