Report by The HR Deptat SLKMK Inc

Sheela IyerLinda CoxKitty HaradaMubeen SalihaKatherine Theodore-Jones

Founded in 1994Located in Palo Alto, CA600 employees located across the Bay areaManufacture chargers for cell phonesLatest product is the “Unicharger” One charger for one brand

To support our customers by providing superior products and services of exceptional value which help them gain competitive advantage in their markets.

To provide a nurturing and growth oriented environment which encourages our employees to be highly productive and to grow personally and professionally.

John VanRoss has been employed by SLKMK for the past 8 yrs. He has been a top performer and is liked and respected by his co-workers

Mr. VanRoss recently announced to his manager that he was thinking of undergoing sexual re-assignment surgery

The manager in turn asked the HR for advice on how to handle this

Mr. VanRoss is concerned about the reactions of his colleagues

His manager wants to handle the situation appropriately since this is the first time we are dealing with this issue at SLKMK

The HR is concerned about discrimination, productivity, retention andcosts associated with this issue

The management along with the employees wants to establish proper policies and procedures to be seen as an equal opportunity, progressive and employee friendly place to work

John’s manager and HR evaluate the situation taking into account:

John’s excellent performance and performance appraisal ratingsHis strong sales record over the last 8 yearsWorkplace transgender issues and precedence in CaliforniaPotential lawsuits ad legal cost if the manager decides to terminate JohnThe cost associated to hire and train new employees

While being motivated in part due to concerns about workplace fairness, both private and public sector employers are incorporating protections for gay, lesbian, bisexual and transgender employees, because they see it as a business necessity and as part of their diversity initiatives.

While it’s the employee’s wish to disclose certain personal information at work, transsexuals who plan on staying with the same employer do not have that option. Therefore employers, co-workers and managers become part of the transgender employees’ transition process.

Guidelines for transsexualsGuidelines for coming outChecklist for transitioningGuidelines for gender bendersGuidelines for bisexualsGuidelines for supportive co-workersGuidelines for un-supportive co-workersPointers for co-workers whether supporting or not

Create a safe spaceListen for cluesCreate conversational opportunitiesFeel free to ask questionsGive helpful tips on presentationBe alert for gender phobic language

Make training materials available to employeesHave HR & Managers trained and ready to answer questionsEncourage employees to ask questionsConduct training workshops and seminars on relevant topicsHave someone come in from organizations which support transgender initiatives to talk to employeesEducate managers on possible scenariosEducate employees on how to answer customer questionsProvide compliance training

Medical treatment cost and utilization for transgender related care varies. This cost is dependent on the number of employees and dependents who make claims for coverage, services and procedures and the employer’s total number of employees.

The average cost associated over a five year term of employment with surgical transition is $25,000. This estimate is based on the following

$5,000 per year for two years of one hour sessions per week$1,000 for prescription drugs over five years$8,000 to $13,000 for surgery from male to female$4,000 to $10,000 for surgery from female to male (chest & hysterectomy)$50,000 maximum if genital surgery is performed, few have this surgery

Other costs :

Although health insurance is provided for the transgender employee, most health insurance contracts are written that deny coverage for specific medical treatment, even though these treatments are medically necessary and follow internationally accepted standards of care.

To fill this gap Short term leave coverage is recommended.

American Community survey indicates that the highest GLBT populations are in California, Washington DC, Florida, Illinois, Texas and New York

It is also imperative that to be an equal opportunity employer and to have the best possible talent, corporations have to be open to having a diverse workforce

Transgender issues at workProblemPolicy recommendationsPossible solutions to common issuesReasons for changeResults

Transgender issues at workProblemPolicy recommendationsPossible solutions to common issuesReasons for changeResults