Author(s):
Donna Cartwright

Excerpt:

Too many lesbian, gay, bisexual, or transgender workers are simply fired if they come out—or are “outed” involuntarily—at work. LGBT workers may be fired outright, or they may be harassed until they quit. In many states, they have no recourse under the law. . . .

Body:

Too many lesbian, gay, bisexual, or transgender (LGBT) workers are simply fired if they come out—or are “outed” involuntarily—at work. LGBT workers may be fired outright, or they may be harassed until they quit. In many states, they have no recourse under the law.

Their unions are the only place they can turn to if they run into bias on the job, from discrimination to denial of benefits. Unions can prevent such treatment by negotiating for expanded nondiscrimination language.

Many contracts already bar unfair treatment based on race, sex, religion, national origin, and other categories. These clauses should be expanded to include “sexual orientation,” which would protect gay, lesbian, and bisexual workers, and “gender identity and expression,” which would protect transgender workers.

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