General Transition. The Union and Employer agree to the following to support transgender employees at work.
(a) The Employer and the Union will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the Employer will update all employee records and directories to reflect the employee’s name and gender change and ensure that all workplace-related documents are also amended. Records of the employee’s previous name, sex, gender or transition will be kept confidential.
(c) The Employer will provide safe washroom facilities to all trans workers. The Employer and the Union recognize that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries, or completed legal name or gender change.
(d) Health care benefit coverage for transition-related costs, and medical leaves of absence for transitioning employees, will be provided/accommodated on the same terms as any other medical cost or leave, as per the benefit carrier.
(e) Upon notification by an employee wishing to transition or in need of a gender support plan, the Employer will work with the Union and the employee.
General Transition. The parties agree to the following general transition policy to cover transgender employees at work.
(a) The parties will make every effort to protect the privacy and safety of trans workers at all times, and during an accommodated transition.
(b) Upon request by an employee, the BCGEU will update all employee records and directories to reflect the employee’s name and gender change and ensure that all workplace-related documents are also amended. This may include nametags, employee IDs, email addresses, organizational charts, health care coverage, schedules, and human resources documents. No records of the employee’s previous name, sex, gender or transition will be maintained unless required by law or as necessary to assist the employee’s transition.
(c) The Employer will provide safe washroom facilities to all trans workers. The parties recognize that a trans worker has the right to use the washroom of their lived gender, regardless of whether or not they have sought or completed surgeries or completed legal name or gender changes.
(d) Health care benefit coverage for transition-related costs, and medical leaves of absence for transitioning employees, will be provided on the same terms as any other medical cost or leave.
(e) Upon notification by an employee wishing to transition or in need of a gender support plan, or at the request of the Union, the BCGEU will work with the Union and the employee to tailor a transition or support plan to the employee’s particular needs.
(f) The BCGEU will put in place a group benefit plan with coverage for the costs of gender-affirming care, not covered by provincial health plans. This group benefit plan will cover the following: • Breast augmentation / augmentation mammoplasty • Thyroid chondroplasty • Laryngoplasty • Permanent hair removal (laser or electrolysis) for pre-surgical areas • Hysterectomy • Vaginectomy • Salpingo-oophorectomy • Chest contouring / chest masculinization, other than liposuction / lipofilling • Implantation of penile and/or testicular prostheses • Permanent hair removal (last or electrolysis) for excessive facial or body hair • Brow bone reduction/construction • Jawbone reduction / reshaping / contouring • Rhinoplasty, blepharoplasty and rhytidectomy • Liposuction of the waist • Gluteal augmentation (lipofilling or implants) • Hairline reconstruction to correct a receding hairline • Chin and cheek augmentation • Chest contouring/chest masculinization including liposuction/lipofilling done to pr...
