Making sure public health care fosters greater inclusion and diversity within the workforce was a hallmark of the 2022-2025 Facilities collective agreement.
As part of that work by your bargaining committee, the renewed contract contains a groundbreaking memorandum of agreement that enhances trans inclusion at the workplace, plus provides enhanced transition and gender support.
Here’s the list of supportive measures now found in the Facilities Bargaining Association (FBA) agreement:
TRANS INCLUSION
The health employers and HEU have committed to work together to protect the security, privacy and safety of trans workers at all times, through the following measures:
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Personal Information - You may request that the employer correct personal information such as legal name and gender changes on employee records, directories and workplace documents.
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Trans Inclusive Resources - The employer must make trans inclusive resources available to all managers and employees.
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Identifying Transphobic Actions - Under the memorandum, dead naming, misgendering and doxing are all directly recognized as harassment under the Human Rights Code.
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Improved Dress Code - The employer must review current policies and procedures, including for dress codes, ensuring they are trans inclusive.
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Access to Bathrooms - The employer must support your use of the bathroom of your lived gender, whether or not you have sought or completed surgeries, legal name change or gender change.
TRANSITION AND GENDER SUPPORT
During transition or as part of providing gender support, here are some of the key provisions in the agreement:
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Transition and Gender Support Plans - At your request, your employer must work with you – and HEU, if requested by you – to prepare a transition or gender support plan that is respectful, employee-centred and tailored to your needs.
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Extended Health Benefits - FBA extended health benefits are governed and administered through the Joint Facilities Benefits Trust, and as part of the Trust’s work, the employer and HEU representatives are undertaking a review of current extended health benefits to identify gaps in support for gender-affirming care, as part of expanding coverage for this care.
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Transition Leave - You may now take up to eight weeks of paid leave for gender-affirming surgical procedures and revision, with the option for additional paid or unpaid leave to be provided through other leave provisions in the collective agreement.
This bulletin is part of a series of updates about the renewed Facilities collective agreement. Watch this space for future updates. If you have questions about any of these provisions, please contact your shop steward.