by Cassie B., Natural News:
The Biden administration is continuing its support for pronoun madness with a recently published proposed workplace harassment rule that threatens legal ramifications for employers who are unwilling to play along with people’s preferred pronouns.
The proposed rule was published by the Equal Employment Opportunity Commission (EEOC), who cited the Bostock v. Clayton County decision by the Supreme Court, which states that “sex-based discrimination includes discrimination based on sexual orientation and gender identity.”
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“Accordingly, sex-based harassment includes harassment on the basis of sexual orientation and gender identity, including how that identity is expressed.”
Among the examples listed of these types of harassment were intentionally using a pronoun or name that is not consistent with the person’s gender identity, which is known as “misgendering”; denying them access to bathrooms consistent with their gender identity; or harassing them because they do not present in a way that is normally associated with their gender.
The EEOC went on to share an example of a scenario that would constitute harassment under the new law. It involved a cashier who identified as female whose supervisor and coworkers referred to her with her previous male name and used male pronouns to refer to her. When customers made threatening statements to her and misgendered her, she was reassigned to a non-customer-facing role. This, they maintain, is harassment based on gender identity.
However, federal courts have ruled on numerous occasions that employers cannot force their employees to endorse any speech they disagree with, and this is something that includes gender pronouns.
