In New York, you can be denied service at business for not using another customers preferred gender pronouns, and the company fined. Employers and employees in D.C. will now be similarly fined for daring to use pronouns concomitant with a persons biological sex:
“Employers and employees in Washington D.C. are legally prohibited from referring to a transgender employee or coworker by the ‘wrong’ pronouns or asking ‘personal questions’ about their gender identity, according to the city’s Office of Human Rights (OHR).
“OHR published a best practices guide for ‘valuing transgender applicants and employees’ earlier this month with a list of ‘behaviors by supervisors or coworkers [that] may be considered unlawful harassment or a hostile work environment.’
“One of the listed prohibited behaviors is: ‘Deliberately misusing a person’s preferred name or pronoun.'”
But at least one can challenge accusations in court, right?
Wrong.
“Accused parties that don’t settle discrimination complaints through the mediation process typically end up paying more than those who agree to a settlement.
“Discrimination complaints that aren’t settled via the mediation process are decided by the city’s Commission on Human Rights, which is described by the city as ‘a quasi-independent body.’ The annual report states that the commission resolved 13 discrimination complaints by decision or order in the 2015 fiscal year. The commission assessed $594,000 in penalties, averaging more than $45,000 in penalties per decision.”
They even dispense with any notion of presumed innocence with their “best practices guide” saying:
“The District uses the probable cause standard in determining whether the above constitute harassment or a hostile work environment”
You will be called do denounce “transphobic” thoughts, thrice… and then a fourth time just to make sure…
The “best standard guide” can be read below:
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