Federal Workplace Safety Agency Takes On Transgender Restroom Access

     The Occupational Safety and Health Administration (OSHA) isn't just about hard hats and safer machinery anymore. The federal government agency charged with regulating workplace conditions has formed an "alliance" with a "national social justice advocacy organization for transgender people" primarily to promote gender-appropriate restroom access. The agreement, signed on April 27, is part of a larger OSHA program to partner with groups "committed to worker safety and health to prevent workplace fatalities, injuries, and illnesses."
     This particular alliance provides for the National Center for Transgender Equality (NCTE) to "[r]eview, promote and disseminate the OSHA-developed bulletin of recommended best practices for restroom access for transgender workers." In return, the NCTE will disseminate general OSHA information on a quarterly basis via its website or other method as well as provide OSHA representatives opportunities to speak at NCTE events.
     The press release announcing the agreement notes:

A report released by NCTE and the National Gay and Lesbian Task Force found that 55 percent of transgender people surveyed lost a job due to bias. Twenty-two percent of workers in the National Transgender Discrimination Survey reported that they were denied access to gender-appropriate restrooms on the job.

     OSHA describes the Alliance program as follows:

Through its Alliance Program, OSHA works with unions, consulates, trade and professional organizations, faith- and community-based organizations, businesses and educational institutions to prevent workplace fatalities, injuries and illnesses. The purpose of each alliance is to develop compliance assistance tools and resources, and to educate workers and employers about their rights and responsibilities. Alliance Program participants do not receive exemptions from OSHA inspections or any other enforcement benefits.

     OSHA's agreement with the National Center for Transgender Equality will last for two years.

Note: A version of this post first appeared at The Weekly Standard.

HHS: Workplace Bullying Is Like Domestic Violence

    "Bullying doesn't just happen on the playground;" so begins an article in an online Health and Human Services (HHS) publication called Let's Talk.  The HHS's Federal Occupational Health agency cites a recent study finding that more than a third of Americans report being bullied at work, though only 15% report having observed bullying in the workplace.  The newsletter is illustrated with this graphic:

    The article defines bullying as "aggressive, inappropriate, and unreasonable behavior," and says that bullying "[h]as many of the same characteristics of domestic violence – the abuser uses intimidation and manipulation to get what he or she wants."  "Typical" behaviors by a workplace bully cited in the article include: threats, intimidation, humiliation, exclusion from your peer group, and harassment.

    Although the study referenced is not notated in the article, a CareerBuilder study from August 2012 reports the 35% figure.  That study reported that the most common forms of bullying were:

· Falsely accused of mistakes – 42 percent
· Ignored – 39 percent
· Used different standards/policies toward me than other workers – 36 percent
· Constantly criticized – 33 percent
· Someone didn’t perform certain duties, which negatively impacted my work – 31 percent
· Yelled at by boss in front of coworkers – 28 percent
· Belittling comments were made about my work during meetings – 24 percent
· Gossiped about – 26 percent
· Someone stole credit for my work – 19 percent
· Purposely excluded from projects or meetings – 18 percent
· Picked on for personal attributes – 15 percent

    Although the HHS article compared workplace bullying to domestic violence, neither actual violence  or threats of physical harm appeared on the list of reported behaviors.

    The newsletter offers these tips on "working it out yourself":

• If you are being bullied and you don’t feel physically threatened, you can assert yourself by:
• Telling the person how their behavior is negatively impacting your work
• Setting boundaries – telling the person what types of behavior you will no longer tolerate
• Warning the person that there will be consequences if his or her inappropriate behavior continues

    Recently, a high-up Democratic official was quoted by Politico's Mike Allen as saying about the GOP relative to its opposition to the president over the funding of Obamacare: "It's time to punch the bully in his nose."  This response to bullying is not specifically included on the list of tips from HHS.


Note: A version of this article first appeared at The Weekly Standard.