OPERATING PRACTICES, STANDARDS, AND POLICIES Names/Pronouns Restroom Accessibility An employee has the right to be addressed by the name and Employees shall have access to the restroom corresponding to pronouns that correspond to the employee’s gender identity, upon their gender identity. Any employee who has a need or desire request. A court-ordered name or gender change is not required. for increased privacy, regardless of the underlying reason, will be The intentional or persistent refusal to respect an employee’s gender provided access to a single stall, when available. No employee, identity (for example, intentionally referring to the employee by however, shall be required to use such a restroom. All employees a name or pronoun that does not correspond to the employee’s have a right to safe and appropriate restroom facilities, including gender identity) can constitute harassment and is a violation of this the right to use a restroom that corresponds to the employee’s policy. If you are unsure what pronoun a transitioning coworker gender identity, regardless of the employee’s sex assigned at birth. might prefer, politely ask how they would like to be addressed. That is, transgender women must be permitted to use the women’s restroom, and transgender men must be permitted to use the men’s Transitioning on the Job restroom. That decision should be left to the transgender employee to determine the most appropriate and safest option for them. Employees who transition on the job can expect the support of management at BB&N. Campus Directors and Human Resources Locker Room Accessibility will work with each transitioning employee individually to ensure a successful workplace transition. The Workplace Transition Plan All employees have the right to use the locker room that corresponds will include determining the date when transition will o昀케cially and to their gender identity. Any employee who has a need or desire formally occur, how and in what format the coworkers should be for increased privacy, regardless of the underlying reason, will made aware of the transition, what training, if any, will be provided be provided with a reasonable alternative when possible. Any to coworkers, what updates need to be made to the transitioning alternative arrangement for a transgender employee will be provided employee’s records, and determining dates of any leave that may be in a way that allows the employee to keep their transgender status needed for medical procedures. con昀椀dential. Dress Code Sex-Segregated Job Assignments For sex-segregated jobs, transgender employees will be classi昀椀ed BB&N does not have dress codes that restrict employees’ clothing and assigned in a manner consistent with their gender identity, or appearance on the basis of gender. Transgender and gender not their sex assigned at birth. non-conforming employees have the right to dress in a manner consistent with their gender identity or gender expression. - 27 -