Does your contract protect our Lesbian, Gay, Bisexual and Transgendered members?

11377251_10152778322327680_9154163634306292954_nJune is Pride Month!

Does your contract protect our Lesbian, Gay, Bisexual and Transgendered members?

State laws in West Virginia, Kentucky and Ohio DO NOT!  Your contract needs to be the first line of defense.

  • Anti-Discrimination Articles: Does your contract include anti-discrimination clauses to protect LGBT Members? Neither the employer nor the Union shall discriminate against or in favor of any employee on account of race, color, creed, national origin, religion, sex, sexual preference, gender identity, age, Union activity, disability or veteran status.
  • Sick Time: Does your contract allow LGBT members to use sick time equitably? Immediate family is defined as spouse, daughter (in‑law), son (in‑law), father (in‑law), mother (in‑law), brother (in‑law), sister (in‑law), grandparent (in-law) legal guardian or other person who stands in the place of a parent (in loco parents) or others living in the employee’s household who are related through blood or marriage, and Domestic Partners.
  • Insurance: Does your contract allow LGBT members to equally use insurance plans?
  • Bereavement Leave: Does your contract allow LGBT members to use bereavement equally?

Your contract is the pathway to equality!

Your contract doesn’t give you these rights? Contact our Lavender Caucus to learn how to fight for these rights in your next contract.

For additional information, contact Lee Evans at 614-461-1199 or levans@seiu1199.org

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