Source: Questioning Transphobia: Protest of Lu Pharmacy
THIS IS ALMOST TO MUCH TO BELEIVE! A Vancouver BC Pharmacy has taken it upon themselves to deny service to black men, white men, well ok any man. Transgender woman with or without vagina, cisgender woman with addiction issues of any kind also need not apply. Presumably all potential customers will face a rigorous physiological and physical examination and a backgroud check prior to being accepted.
by kelli Busey
planetransgender
7/11/09
Rainbow Lounge Raid Rally at Tarrant County Courthouse
UPDATE!!
Please be advised that part of I30 between Dallas and Fort Worth is closed. I20 and 183 are better alternatives. You can find a map here with info on the closure.
Rainbow Lounge Raid Rally
Tarrant County Courthouse
100 E Weatherford
Sunday, July 127:00 PM
Almost two weeks after the raid on the Rainbow Lounge we are still left with lots of questions and very little action by city, police and TABC officials. We are pleased that that TABC officers involved have been placed on desk duty and that calls for independent investigations have been made, but this is not nearly enough. On Sunday, July 12 the LGBT community of N Texas will stand together to call for answers from the Fort Worth Police Department, the TABC and an independent third party.
We demand swift action condemning homophobia and violence against LGBT people!
Dr Stephen V Sprinkle associate professor of practical theology at Brite Divinity School at Texas Christian University, Chuck Potter witness to the raid at the Rainbow Lounge raid and Rick Vanderslice local radio and television personality are some who are set to speak. This brief but powerful event will recount the raid at the Rainbow Lounge, illustrate the injustices behind this incident and call out for action.
For more information please visit our website at http://www.queerliberaction.org/
El Paso man Arrested in murder of Transvestite
Source: Renee Narvaiz/KFOX News Producer
Posted: 7:10 pm MDT July 10, 2009
Updated: 7:25 pm MDT July 10, 2009
"EL PASO, Texas -- El Paso police may be one step closer to solving the city’s latest killing.
Michael Herrera, 26, has been booked into the El Paso county jail and charged with murder in the death of Cesar Torres, 39. He was being held in lieu of $125,000 bond, police said."
"As we reported first Thursday - people who live in the neighborhood on West Missouri Street tell us Torres was a transvestite and would often go out in women's clothes."
7/10/09
Contact Your Senators About Hate Crimes Bill
Join the Final Push to Protect All People from Hate Crimes
From: Mara Keisling ncte@nctequality.org
We have good news: The Senate is likely to vote on the Hate Crimes Prevention Act, S.909, as early as next Wednesday, July 15. As you may remember, the companion bill, H.R.1913, already passed the House of Representatives this past April after NCTE's successful lobby day. With a final push, you can help to make this important bill become a law. This bill expands the coverage of existing hate crime laws to include crimes not only based on race, color, religion, and national origin, but also bias-motivated crimes based on the victim's actual pr perceived sexual orientation, gender, gender identity or disability.
TAKE ACTION
Call your Senators on Wednesday. On Wednesday, July 15, call your senators toll free at 866-659-9641 between 9am and 5pm ET. It is vital that they hear from you since they will also be hearing from those who oppose this bill. Urge your Senator to vote in support of S.909, the Hate Crimes Prevention Act. Please take this important step to help address the violence faced by transgender people.
WHAT THE BILL SAYS
The Hate Crimes Prevention Act, S.909, would:
Extend existing federal protections to include "gender identity, sexual orientation, gender and disability"
Allow the Justice Department to assist in hate crime investigations at the local level when local law enforcement is unable or unwilling to fully address these crimes
Mandate that the FBI begin tracking hate crimes based on actual or perceived gender identity
Remove limitations that narrowly define hate crimes to violence committed while a person is accessing a federally protected activity, such as voting.The Hate Crimes Prevention Act is supported by nearly 300 civil rights, education, religious, and civic organizations. The bill is also endorsed by virtually every major law enforcement organization in the country-including the International Association of Chiefs of Police, the National District Attorneys Association, the National Sheriffs Association, the Police Executive Research Forum, and thirty-one state Attorneys General.
For more information:
Read the specifics about this legislation from the Library of Congress, go to their website and search by bill S.909
View our fact sheet about the Local Law Enforcement Hate Crimes Prevention Act (the House version of this bill) and read additional information about hate crimes on our website
Thank you!Thank you for taking action on this vital issue as we work together to make our world safer for transgender people.
7/7/09
North Texas LGBTQA Coalition - Press Release
FOR IMMEDIATE RELEASE
Contact:
Beau Heyen
beau_heyen@hotmail.com
Elizabeth Pax
elizabethpax@gmail.com
Community Collaborative Projects Gains Momentum
North Texas LGBTQA Coalition Meets July 13
DALLAS - July 7, 2009 - After the events of the past year, from the passing of Proposition 8 to the recent raid on the Rainbow Lounge, the LGBTQA community of North Texas is primed and ready to stand together and coordinate their efforts. Building on past projects, including a community calendar initiative, these organizers hope to bridge the gap between organizations and throughout the community.
Whether you are a part of an established non-profit or new to the North Texas scene, Elizabeth Pax and Beau Heyen, moderators of the newly forming coalition, invite you to attend a strategic planning meeting on Monday, July 13 from 7 to 9 p.m. This meeting will be held at AIDS Arms, Inc located at 219 Sunset Ave, Suite116-A in Oak Cliff.
"We see a great need for people within our community to be able to find resources, events and volunteer opportunities," says Pax, organizer of the recent "meet-up" event after the 25th Anniversary Edition of the Dallas Voice. "With the Voice providing a short list of 'Future Pioneers' I figured now was as good a time as any to get us all together and talk. I was pleasantly surprised at the interest and energy from individuals throughout the community."
Plans for the coalition include online community calendar, resource database and volunteer match features. The coalition, still in the process of creating a name, will use this first official meeting to develop a mission statement and leadership structure. Although Pax and Heyen are moderating the event they have no plans to lead the newly formed organization.
"It is important that new leadership emerges for this organization. With the long history of the LGBTQA community in North Texas we feel that a new leader, or group of leaders, will be best to represent the numerous organizations and community members in the fairest way possible," Heyen stated. "We hope that this meeting will provide some ideas on how to organize this new endeavor for optimal success."
To aide in speeding up the process and effectively using time, discussion boards have already been started on the group's Facebook page. People are encouraged to use the Facebook Group, named North Texas LGBTQA Unity Coalition, to begin the vital conversations about the coalition's future.
"For over 5 years members of the North Texas LGBTQA community have voiced a need for more collaboration throughout the non-profit sector," says Heyen. "We hope to provide an outlet for organizations and interested individuals to merge, but we need as many voices at the table as possible. Now is the time to be heard."
# # #
Contact:
Beau Heyen
beau_heyen@hotmail.com
Elizabeth Pax
elizabethpax@gmail.com
Community Collaborative Projects Gains Momentum
North Texas LGBTQA Coalition Meets July 13
DALLAS - July 7, 2009 - After the events of the past year, from the passing of Proposition 8 to the recent raid on the Rainbow Lounge, the LGBTQA community of North Texas is primed and ready to stand together and coordinate their efforts. Building on past projects, including a community calendar initiative, these organizers hope to bridge the gap between organizations and throughout the community.
Whether you are a part of an established non-profit or new to the North Texas scene, Elizabeth Pax and Beau Heyen, moderators of the newly forming coalition, invite you to attend a strategic planning meeting on Monday, July 13 from 7 to 9 p.m. This meeting will be held at AIDS Arms, Inc located at 219 Sunset Ave, Suite116-A in Oak Cliff.
"We see a great need for people within our community to be able to find resources, events and volunteer opportunities," says Pax, organizer of the recent "meet-up" event after the 25th Anniversary Edition of the Dallas Voice. "With the Voice providing a short list of 'Future Pioneers' I figured now was as good a time as any to get us all together and talk. I was pleasantly surprised at the interest and energy from individuals throughout the community."
Plans for the coalition include online community calendar, resource database and volunteer match features. The coalition, still in the process of creating a name, will use this first official meeting to develop a mission statement and leadership structure. Although Pax and Heyen are moderating the event they have no plans to lead the newly formed organization.
"It is important that new leadership emerges for this organization. With the long history of the LGBTQA community in North Texas we feel that a new leader, or group of leaders, will be best to represent the numerous organizations and community members in the fairest way possible," Heyen stated. "We hope that this meeting will provide some ideas on how to organize this new endeavor for optimal success."
To aide in speeding up the process and effectively using time, discussion boards have already been started on the group's Facebook page. People are encouraged to use the Facebook Group, named North Texas LGBTQA Unity Coalition, to begin the vital conversations about the coalition's future.
"For over 5 years members of the North Texas LGBTQA community have voiced a need for more collaboration throughout the non-profit sector," says Heyen. "We hope to provide an outlet for organizations and interested individuals to merge, but we need as many voices at the table as possible. Now is the time to be heard."
# # #
7/5/09
Forth Worth Criminal Injustice / Queer LiberAction Today
Queer LiberAction Soap Box TODAY! Air your views on the Raid at Rainbow Lounge.
According to a letter sent by Fort Worth Mayor Mike Moncrief in response to the TABC FT Worth joint actions the Fort Worth police do not have a reputation of heavy handedness, intimidation, inciting criminal behaviour, brutality and false arrests. Mayor Moncrief then go's on to state that although he is confidant that the investigation being pursued by his cities police force into the joint TABC Rainbow Lounge raid is in fact impartial and fair, just for good measure he is calling in the Federal Attorney Generals office now to make sure they do live up to all his expectations.
I say we can not leave this insurance up to the politicians and law enforcement agencies.
Anyone who has come into contact with the Fort Worth police department and announced that a act of civil disobedience was a possibility was informed by the local police that unlike anywhere else in our country, our actions would be pursued to the uppermost possiable level, by law enforcement!
In other words, in Fort Worth the police will trump up the charges, and escalate an incident in order to imprison and fine an individual to the fullest extent of the law. What occurs while one is in the custody of police is often obscured by societies acquiescence to brute force.
Sometimes our countries law does NOT satisfy the Fort Worth's police's desire to enforce it's own version of American justice.
Who else knows this? Evidently Fort Worth Mayor Moncrief does.
Source: Pegasus News content partner - Dallas Voice
by Taymme Nash
"This letter was sent out by Fort Worth Mayor Mike Moncrief on Friday:"
"We all join in wishing Mr. Gibson a speedy and full recovery."
"Currently, two investigations are underway to review the circumstances and events that took place at the Rainbow Lounge early Sunday morning. The Texas Alcoholic Beverage Commission (TABC) is conducting an investigation and the Fort Worth Police Department’s Internal Affairs Division is conducting its own investigation."
"I join Police Chief Jeff Halstead in encouraging any eye-witnesses to the events under review to come forward and share their observations."
"Members of the City Council and I have confidence that Chief Halstead is leading a thorough and professional investigation. Once the Fort Worth Police Department’s examination is complete, I have asked the acting U.S. Attorney for the Northern District of Texas, James T. Jacks, to independently review the findings of the Fort Worth Police Department’s investigation to ensure the department has thoroughly and impartially carried out its obligation to all the citizens of Fort Worth. I encourage the TABC to follow the same course."
"Fort Worth has a history of inclusiveness, and the Fort Worth Police Department has a history of responsible and professional service to our citizens. The police department’s internal investigation and the outside review is meant to ensure all citizens are professionally and responsibly represented by our police department. I am most appreciative to the U.S. Attorney’s Office for assisting us in this effort."
According to a letter sent by Fort Worth Mayor Mike Moncrief in response to the TABC FT Worth joint actions the Fort Worth police do not have a reputation of heavy handedness, intimidation, inciting criminal behaviour, brutality and false arrests. Mayor Moncrief then go's on to state that although he is confidant that the investigation being pursued by his cities police force into the joint TABC Rainbow Lounge raid is in fact impartial and fair, just for good measure he is calling in the Federal Attorney Generals office now to make sure they do live up to all his expectations.
I say we can not leave this insurance up to the politicians and law enforcement agencies.
Anyone who has come into contact with the Fort Worth police department and announced that a act of civil disobedience was a possibility was informed by the local police that unlike anywhere else in our country, our actions would be pursued to the uppermost possiable level, by law enforcement!
In other words, in Fort Worth the police will trump up the charges, and escalate an incident in order to imprison and fine an individual to the fullest extent of the law. What occurs while one is in the custody of police is often obscured by societies acquiescence to brute force.
Sometimes our countries law does NOT satisfy the Fort Worth's police's desire to enforce it's own version of American justice.
Who else knows this? Evidently Fort Worth Mayor Moncrief does.
Source: Pegasus News content partner - Dallas Voice
by Taymme Nash
"This letter was sent out by Fort Worth Mayor Mike Moncrief on Friday:"
"We all join in wishing Mr. Gibson a speedy and full recovery."
"Currently, two investigations are underway to review the circumstances and events that took place at the Rainbow Lounge early Sunday morning. The Texas Alcoholic Beverage Commission (TABC) is conducting an investigation and the Fort Worth Police Department’s Internal Affairs Division is conducting its own investigation."
"I join Police Chief Jeff Halstead in encouraging any eye-witnesses to the events under review to come forward and share their observations."
"Members of the City Council and I have confidence that Chief Halstead is leading a thorough and professional investigation. Once the Fort Worth Police Department’s examination is complete, I have asked the acting U.S. Attorney for the Northern District of Texas, James T. Jacks, to independently review the findings of the Fort Worth Police Department’s investigation to ensure the department has thoroughly and impartially carried out its obligation to all the citizens of Fort Worth. I encourage the TABC to follow the same course."
"Fort Worth has a history of inclusiveness, and the Fort Worth Police Department has a history of responsible and professional service to our citizens. The police department’s internal investigation and the outside review is meant to ensure all citizens are professionally and responsibly represented by our police department. I am most appreciative to the U.S. Attorney’s Office for assisting us in this effort."
7/4/09
INTERFAITH COALITION FOR TRANSGENDER EQUALITY : Support HB 1728 / SB1687
DECLARATION OF RELIGIOUS AND FAITH-BASED SUPPORT FORMASSACHUSETTS LEGISLATION,
AN ACT RELATIVE TO GENDER-BASED DISCRIMINATION AND HATE CRIMES
DRAFTED BY THE INTERFAITH COALITION FOR TRANSGENDER EQUALITY
AFFIRMING A MORAL VISION
AFFIRMING A MORAL VISION
No society is truly just when its members face persecution. Justice requires that a society stand by its moraal vision and act against that persecution. The signatories of this letter ask that the Commonwealth act upon its moral vision of a just society by passing An Act Relative to Gender-Based Discrimination and Hate Crimes.
The signatories of this letter are persons of faith, clergy, congregations, and organizations of faith. Some of us are transgender persons. Others are allies and loved ones. Some of us directly serve the gay, lesbian, bisexual and transgender community. Others serve indirectly. In our support for An Act Relative to Gender-Based Discrimination and Hate Crimes we speak with one voice. We speak on behalf of those who are vulnerable to violence and persecution because of their gender identities or gender expressions.
Transgender people and others who do not conform to gender stereotypes face persecution in essential areas of life. This legislation adds "gender identity or expression" to the Commonwealth's hate crime laws and non-discrimination laws in the areas of employment, housing, public accommodations, public education, and credit. Violence and persecution on the basis of gender identity or expression often stem from the belief that people who do not conform to gender stereotypes are unworthy of protection by the law and are outside of the Commonwealth's moral vision. By passing An Act Relative to Gender-Based Discrimination and Hate Crimes, the legislature would speak out against such persecution.
OUR CONNECTED COMMUNITIES
People of all gender identities and expressions, including transgender people, are born into, enter into, or are called to many faiths. Our faith traditions help to ground and support us in our lifelong quests for fulfillment and responsibility to one another. All of our traditions respect the dignity of each and every human being and recognize our connection to one another.
Because of this connection, the persecution of a person on the basis of gender identity or expression is an injury, not only to an individual, but to everyone connected to that person: to the person's family, friends, and spiritual community. The oppression of one person indelibly scars all of us. It calls all of us to take account of our moral duties, stand in unity, and take action.
Yes, please add my name in support of the ICTE Declaration!
http://www.interfaithcoalition.org/
MILK BOX~FT Worth~Responds to Rainbow Raid
Milk Box
Hosted by: Queer LiberAction
Queer LiberAction MySpace
Queer LiberAction.com
When:
Sunday, July 05, 2009 7:00 PM - 9:00 PM CDT (End Time Estimated)
Where:
Sundance Square, Houston and 3rd St. FT Worth Texas Google Map
In response to the raid at the Rainbow Lounge, Queer Liberaction is set to take its Milk box to Sundance Square in the heart of downtown Fort Worth this coming Sunday, July 5th at 7:00 PM. Those that were at the Rainbow Lounge Raid will speak on the events they witnessed.
Ambassadors and leaders from the Queer community will be setting up Queer Liberaction's Milk box outside of the gayborhood as a way to engage the public in a discussion on GLBT equality. Named in honor of Harvey Milk, our public free speech event is a fun and engaging way which encourages dialog regarding homophobia and the civil rights denied to GLBT people. Join Queer Liberaction as we stand up and speak OUT to our neighbors about how discrimination
6/30/09
Candlelight Vigil for Chad Gibson, Victim of Anti-Gay Police Violence July 1 2009
Ft Worth-- Queer Liberaction is organizing a Candlelight Vigil for Chad Gibson, 26, the victim of police violence last weekend at the Rainbow Lounge in Ft. Worth. The Vigil will commence around 8:30 PM Wednesday July 1, 2009 at the Rainbow Lounge at 651 South Jennings Avenue. The large North Texas Gay, Lesbian, Bi-sexual and Transgender (GLBT) community, and their Queer Allies is outraged by the actions of the Ft. Worth Police Departments tactics in raiding the bar and arresting its customers. The GLBT community is especially concerned over the condition of Mr. Gibson who, according to eyewitnesses, sustained sever injuries to the head by Ft. Worth Police officers as they attempted to arrest and handcuff him. According to family members of Mr. Gibson, if his brain swelling and bleeding continues, surgery may be necessary.
The GLBT community, of course, will continue to search for complete answers to the many questions still remaining from the Rainbow Lounge Raid. But, tomorrow evening, Wed. July 1, 2009, at 8:30 PM, our thoughts and prayers will be focused on Chad Gibson and his family. We will demonstrate our deep concern and full support for Chad and his family in a time honored, visual way with a Candlelight Vigil.
The GLBT community, of course, will continue to search for complete answers to the many questions still remaining from the Rainbow Lounge Raid. But, tomorrow evening, Wed. July 1, 2009, at 8:30 PM, our thoughts and prayers will be focused on Chad Gibson and his family. We will demonstrate our deep concern and full support for Chad and his family in a time honored, visual way with a Candlelight Vigil.
6/29/09
North Texas Queer LiberAction Gears up for – 'STONEWALL 2009'
THE RAINBOW LOUNGE RAID – STONEWALL 2009
An update of upcoming events from Queer LiberAction
"This past Sunday, June 28th was the 40th anniversary of the Stonewall Rebellions, the moment which sparked our civil rights movement. At Stonewall we were indignant and outraged. With this anger we got energized, got creative and got organized and stood up to society to proclaim that we are not going to be treated like any less than the human beings that we are."
"Forty years on, GLBT people are still being harassed and brutalized within their own bars and clubs. At about 1:00 AM on the exact anniversary of Stonewall, the Fort Worth Police, along with the Texas Alcoholic Beverage Commission (TABC), raided the Rainbow Lounge. A patty wagon along with several police cars were parked outside as the police entered with plastic handcuffs ready to make arrests."
"The Fort Worth Police are claiming that arrests were made for public intoxication. You can’t get drunk at a bar in Texas anymore? The police are also claiming that customers made “sexually explicit movements toward the police supervisor” and that other officers were “groped'."
"Customers from the Rainbow Lounge have a sharply different account of the events. First hand accounts indicate that this raid was a clear-cut case of police brutality and harassment. These sorts of vile intimidation techniques must not be allowed to pass without angry condemnation from the North Texas LGBT community. "
"While there is still uncertainty as to the exact number of arrests made, those who were present at the Rainbow Lounge that evening are reporting that about fifteen people were arrested."
"Violence was used to such an extent that a Rainbow Lounge customer, Chad Gibson, is still in the ICU suffering from internal hemorrhaging on the brain. His condition is reported to be worsening. Our thoughts and prayers are with Chad and the Gibson family."
"Please visit the Dallas Voice Instant Tea blog for a more complete story and for the latest developments. "
"LGBT North Texas will rally again at the Tarrant County Courthouse on Sunday, July 12 at 7:00 PM. If in the next two weeks there is city-wide condemnation of the Rainbow Lounge Raid then the rally will then be one to congratulate the city on their swift and sharp action. On the other hand, if first hand reports still contradict the official story, if arresting officers are not seriously disciplined, if the officer responsible for Chad Gibson’s brain hemorrhage is still an active member of the Fort Worth Police Department, if apologies are not issued by the mayor, Mike Moncrief, and the Fort Worth Police Chief, Jeffery Halstead then the tone of the rally will adequately express the indignation from our community regarding the City of Fort Worth’s less than aggressive response to homophobia and police brutality. "
"All the information coming out regarding the Rainbow Lounge Raid is all very new and a single consistent story has been difficult to establish. Please keep checking Queer Liberaction’s website for the latest steps we will be taking in the coming weeks."
Queer Liberaction
lgbtliberaction@gmail.com
Walk With Me
I needed to be reminded how wondrous and beautiful our lives are. Reverend Eric Folkerth from Northaven Methodist in Dallas Texas sings!
enjoy
enjoy
Rainbow Lounge Raid ~ Routine Inspection or Stonewall Retaliation Gay Bashing
WFAA TV VIDEO "Man hospitalized after inspection of gay bar"By kelli Anne Busey
planetransgender
kellibusey@yahoo.com
Mayor Mike Moncrief
Mike.Moncrief@fortworthgov.org
817-392-6118
On the 40th anniversary of the Stonewall riots, Fort Worth Texas police and the Texas Alcoholic Beverage Code (TABC) enforcement officers and possibly a State Police officer conducted what they described as a routine planned 'bar check'. According to the police report the owner had been notified earlier that a inspection was to take place at his newly open establishment. The owner was not overly concerned because in the past a bar check normally entailed officers quietly and unobtrusively checking driver license.
However this was not the case, this time.
The officers entered the Rainbow Lounge according to the Fort Worth Police Statement , to ensure the owners were complying with laws requiring them to provide "a safe environment for all", at 12:30 am on June 28, 2009.
TABC Code of Enforcement
Public Intoxication - A person commits an offense if the person appears in a public place while intoxicated to the degree that the person may endanger the person or another. [Section 49.02 Penal Code]
Public place means any place to which the public or a substantial group of the public has access and includes, but is not limited to, streets, highways, and the common areas of schools, hospitals, apartment houses, office buildings, transport facilities, and shops. [Section 1.07 Penal Code]
According to Shane Wells an entertainer who witnessed the first arrest, the officers randomly picked patrons to harass and intimidate in hopes of provoking a response. They then physically assaulted and arrested male patrons.
The woman who were present offered an account which is equally disturbing. Kayla Lane said an officer offered unwanted sexual advances after being asked what was going on. "He wouldn’t really answer my questions. although he did try to grab my hand and flirt with me (which was completely uninvited)."
Tiffany offered this comment on 'Instant Tea' "It seemed like the officers were provoking their victims as well. One man that had been arrested was standing on the side walk while an officer was being very aggressive and kept pushing the man around and trying to argue with him. The man finally asked him to stop touching him because he was just trying to stand still. It was really bizarre! None of the men that I saw arrested were visibly intoxicated and they all cooperated considering the way they were treated."
"This will not deter me from going back. I hope all that were arrested are giving them hell now. An injustice was done."
KDAF-TV Councilman Joel Burns Statement Concerning "Rainbow Lounge" Raid "Rest assured that neither the people of Fort Worth, nor the city government of Fort Worth, will tolerate discrimination against any of its citizens. And know that the GLBT Community is an integral part of the economic and cultural life of Fort Worth."
"Every Fort Worth citizen deserves to have questions around this incident answered and I am working aggressively toward."
*************************************
Media Contact:
Sergeant Pedro Criado
817-392-4214
Pedro.Criado@fortworthgov.org
PRESS RELEASE
For Immediate Release
6/28/2009
FORT WORTH, TX -
PRESS RELEASE:
DETAILS AND SEQUENCE OF EVENTS LEADING TO A BAR CHECK AT THE RAINBOW LOUNGE:
On Thursday evening, June 6, 2009, a TABC Agent entered into NPD2 and teamed up with a patrol officer in order to conduct alcoholic beverage code inspections of area clubs. While they were out, they performed these inspections into the Friday morning hours. At approximately 10:00 p.m., Thursday evening, they stopped by the Rainbow Lounge located at 651 S. Jennings in anticipation of conducting an inspection as this club is newly opened and has not received an inspection before this date. While waiting on the supervisor to arrive, which is standard operating procedure, the owner of the Rainbow Lounge approached the officers asked if there was a problem. The TABC agent explained they were waiting on a patrol supervisor to make the scene before conducting an inspection of his establishment. An inspection at the Rainbow Lounge was not conducted on this date (Friday). Other locations, however, were inspected as a continuing effort to educate and enforce over serving alcohol to intoxicated individuals.
On Saturday morning, June 27, 2009, a person identifying himself as the owner of the Rainbow Lounge called the local police station and spoke with a supervisor to ascertain if there was a problem at the Rainbow Lounge. At approximately 3:30 p.m., a Fort Worth Police sergeant spoke with the owner of the Rainbow Lounge and explained they were conducting alcoholic beverage code inspections in the area. The owner advised the sergeant officers were welcome anytime to conduct an inspection of his establishment. The sergeant advised the owner of the Rainbow Lounge that officers would return to the area this evening to continue inspections and would inspect his establishment.
On Sunday morning, June 28, 2009, at 12:30 a.m., six (6) Fort Worth Police Officers, two (2) TABC agents and a supervisor conducted inspections at 160 W Rosedale (Rosedale Saloon and Cowboy Palace). This inspection resulted in nine (9) arrests. Once the inspection was completed at these locations, officers proceeded to the Rainbow Lounge.
Officers arrived at the Rainbow Lounge to conduct the scheduled inspection. Some officers remained outside while some entered the club. While walking through the Rainbow Lounge, an extremely intoxicated patron made sexually explicit movements toward the police supervisor. This individual was arrested for public intoxication. Another intoxicated individual also made sexually explicit movements towards another officer and he was arrested for public intoxication. A third individual inside the lounge assaulted the TABC agent by grabbing the TABC agent's groin. He was escorted outside and arrested for public intoxication. The decision was made to release him to paramedics due to his extreme intoxicated state as he was repeatedly vomiting. While dealing with this person, another officer requested assistance from inside the club as he had an intoxicated individual that was resisting arrest. This person was placed on the ground in an effort to control and apprehend. A total of seven (7) arrests were made from the Rainbow Lounge during this inspection. The total arrest count for the entire evening totaled 16.
Alcohol beverage code inspections are conducted frequently at establishments located within the city limits of Fort Worth. These are conducted in order to ensure a safe environment for all. A thorough internal investigation into the allegations made is being conducted as all allegations against officers are investigated.
Facebook Rainbow Lounge Raid
Instant Tea An eyewitness account from the Rainbow Lounge raid
KDAF-TV 33 Fort Worth Police Statement Concerning "Rainbow Lounge" Raid
Instant Tea Raid on Rainbow Lounge
Anyone who has any difficulties contacting mainstream media please email me at kellibusey@yahoo.com and I will make every effort to make sure your voice is heard.
6/27/09
ENDA Contact Democrats Who Are Not Voting YES!
ENDA has arrived at Capitol Hill. OUR time is NOW. We must pass ENDA now that we have a majority in the House.
Some Democrats have not yet indicated a yes vote.
IT is OUR TIME NOW.
These links will help you to find and contact your legislator.
On Facebook? Click here for an Inclusive ENDA
Not on Facebook? No problem. Click here to find out who your representatives are.
Set up a meeting with your representative in August.
Dr. Jillian T. Weiss, Co-chair, Inclusive ENDA has formatted a Google document which she will send a printed copy of to your Legislator and schedule a meeting during the Month of August while they are in your home district.
We must act now to pass the legal protections we need.
6/25/09
Bloggers International News in Iran : آیا نمی ترسید باشید We are all Iranians
Caution Graphic Murder and Death not shown on commercial news outlets.
Vertaal, Ελληνικά , По-русски, En español, Auf deutsch, Translate, عوف ، ترجمة
Ahmadinejad, you may never claim again to not beleive in the final solution.
From Mir Hossein Mousavi Facebook page;
"Mir Hossein Mousavi میر حسین موسویOk, now all the world are going to show their supports to Iranains... This Friday, We all are going to send GREEN BALLOONS to the sky to show that now ALL PEOPLE OF THE WORLD ARE IRANIAN. On 9/11 everybody was American, NOW THE WORLD IS IRANIAN. جمعه (ساعت ۱) آسمان تهران را سبز میکنیم. بادکنکهای سبزتان نشان آزادی طلبی مردم ایران. برای با لا رفتن بادکنکهایتان از هیدروژن یا دود میتوانید استفاده کنید.ا14 "
On April 2009 I did a story about the Iranian Supreme Councils pending rulings. http://planetransgender.blogspot.com/2009/04/iran-death-penality-for-children-and.html They were in the process of deciding whether children and bloggers in Iran may be put to death for having dissenting opinions and publishing them over the Internet.
وكان عادل إطار التضميد. تنفيذ الحكومة الايرانية امس مذبحة واسعة النطاق ضد شعبها. إيقاف هذه التحديثات Twitter من الايراني منشق 21 ساعة قبل في مكافحة الإرهاب 0736 25 حزيران/يونيه 2009.
That was just window dressing. The Iranian goverment yesterday implemented full scale massacre against its own people. These Twitter updates from a dissident Iranian stopped 21 hours ago as of 0736 CT June 25, 2009.
Last Tweets from Persiankwiwi
Allah - you are the creator of all and all must return to you - Allah Akbar - #Iranelection Sea of Green
about 21 hours ago from web
thank you ppls 4 supporting Sea of Green - pls remember always our martyrs - Allah Akbar - Allah Akbar - Allah Akbar #Iranelection
about 21 hours ago from web
we must go - dont know when we can get internet - they take 1 of us, they will torture and get names - now we must move fast - #Iranelection
about 21 hours ago from web
Everybody is under arrest & cant move - Mousavi - Karroubi even rumour Khatami is in house guard - #Iranelection -
about 21 hours ago from web
they pull away the dead into trucks - like factory - no human can do this - we beg Allah for save us - #Iranelection
about 21 hours ago from web
Lalezar Sq is same as Baharestan - unbelevable - ppls murdered everywhere - #Iranelection
about 21 hours ago from web
they catch ppl with mobile - so many killed today - so many injured - Allah Akbar - they take one of us - #Iranelection
about 21 hours ago from web
in Baharestan we saw militia with axe choping ppl like meat - blood everywhere - like butcher - Allah Akbar - #Iranelection RT RT RT
governments of Iran, China and Russia did not know how much the world cares. They thought they could silence the voice of freedom from their country with borders and political expulsions, then by decree then and threat failing that, by a show of force.
All that was left for ahmadinejad or Hitler is the final solution. Like any desperate tyrant he will be defied by the human spirit. This is universal, forever. Now they are committing genocide against our brothers and sisters.
Ahmadinejad, you may never claim again to not beleive in the final solution.
No you will NOT silence ME. We are all Iranians Today.
6/24/09
TYFA : Being an Effective Advocate for Your Child
A Message from Kim Pearson
----------------
Being an Effective Advocate for Your Child: How do you go about making sure your transgender child is accepted? Here are some effective guidelines as to how to proceed.
A "safe folder" is a collection of documents that are assembled in a binder or folder. It will be useful in protecting your family and educating others. This is something that you should not put off until you I "know for sure." As soon as you suspect that your child might be transgender you should begin assembling this folder.
"Puberty Blockers 101": a guide to puberty blockers -- what they do, what they cost, and how to find an appropriate prescriber.
If you see the value in work like this please consider making a donation today. July, August and September we are in high demand to provide education to schools who have students who have transitioned over the summer. We do not charge families for this service and the schools rarely find it in their budget to cover our expenses. Won't you please help?
Namaste,
Kim Pearson
Executive Director
H.R. 2981 ENDA Text
GovTrack, USA
[6/24/09]
Text of H.R. 2981: To prohibit employment discrimination on the basis
of sexual orientation or gender identity
This version: Introduced in House. This is the original text of the
bill as it was written by its sponsor and submitted to the House for
consideration. This is the latest version of the bill available on
this website.
HR 2981 IH
111th CONGRESS
1st Session
H. R. 2981
To prohibit employment discrimination on the basis of sexual
orientation or gender identity.
IN THE HOUSE OF REPRESENTATIVES
June 19, 2009
Mr. FRANK of Massachusetts (for himself, Mr. GEORGE MILLER of
California, Mr. CONYERS, Ms. BALDWIN, Mr. POLIS of Colorado, Mr.
ANDREWS, Ms. ROS-LEHTINEN, Mr. CASTLE, Mr. KIRK, Mr. LANCE, and Mr.
PLATTS) introduced the following bill; which was referred to the
Committee on Education and Labor, and in addition to the Committees on
House Administration, Oversight and Government Reform, and the
Judiciary, for a period to be subsequently determined by the Speaker,
in each case for consideration of such provisions as fall within the
jurisdiction of the committee concerned
A BILL
To prohibit employment discrimination on the basis of sexual
orientation or gender identity.
Be it enacted by the Senate and House of Representatives of the United
States of America in Congress assembled,
SECTION 1. SHORT TITLE.
This Act may be cited as the ‘Employment Non-Discrimination Act of 2009’.
SEC. 2. PURPOSES.
The purposes of this Act are--
(1) to address the history and widespread pattern of irrational
discrimination on the basis of sexual orientation or gender identity
by private sector employers and local, State, and Federal government
employers;
(2) to provide a comprehensive Federal prohibition of employment
discrimination on the basis of sexual orientation or gender identity;
(3) to provide meaningful and effective remedies for employment
discrimination on the basis of sexual orientation or gender identity;
and
(4) to invoke congressional powers, including the powers to enforce
the 14th amendment to the Constitution, and to regulate interstate
commerce and provide for the general welfare pursuant to section 8 of
article I of the Constitution, in order to prohibit employment
discrimination on the basis of sexual orientation or gender identity.
SEC. 3. DEFINITIONS.
(a) In General- In this Act:
(1) COMMISSION- The term ‘Commission’ means the Equal Employment
Opportunity Commission.
(2) COVERED ENTITY- The term ‘covered entity’ means an employer,
employment agency, labor organization, or joint labor-management
committee.
(3) EMPLOYEE-
(A) IN GENERAL- The term ‘employee’ means--
(i) an employee as defined in section 701(f) of the Civil Rights Act
of 1964 (42 U.S.C. 2000e(f);
(ii) a Presidential appointee or State employee to which section
302(a)(1) of the Government Employee Rights Act of 1991 (42 U.S.C.
2000e-16(a)(1)) applies;
(iii) a covered employee, as defined in section 101 of the
Congressional Accountability Act of 1995 (2 U.S.C. 1301) or section
411(c) of title 3, United States Code; or
(iv) an employee or applicant to which section 717(a) of the Civil
Rights Act of 1964 (42 U.S.C. 2000e-16(a)) applies.
(B) EXCEPTION- The provisions of this Act that apply to an employee or
individual shall not apply to a volunteer who receives no
compensation.
(4) EMPLOYER- The term ‘employer’ means--
(A) a person engaged in an industry affecting commerce (as defined in
section 701(h) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(h))
who has 15 or more employees (as defined in subparagraphs (A)(i) and
(B) of paragraph (3)) for each working day in each of 20 or more
calendar weeks in the current or preceding calendar year, and any
agent of such a person, but does not include a bona fide private
membership club (other than a labor organization) that is exempt from
taxation under section 501(c) of the Internal Revenue Code of 1986;
(B) an employing authority to which section 302(a)(1) of the
Government Employee Rights Act of 1991 applies;
(C) an employing office, as defined in section 101 of the
Congressional Accountability Act of 1995 or section 411(c) of title 3,
United States Code; or
(D) an entity to which section 717(a) of the Civil Rights Act of 1964 applies.
(5) EMPLOYMENT AGENCY- The term ‘employment agency’ has the meaning
given the term in section 701(c) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(c)).
(6) GENDER IDENTITY- The term ‘gender identity’ means the
gender-related identity, appearance, or mannerisms or other
gender-related characteristics of an individual, with or without
regard to the individual’s designated sex at birth.
(7) LABOR ORGANIZATION- The term ‘labor organization’ has the meaning
given the term in section 701(d) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(d)).
(8) PERSON- The term ‘person’ has the meaning given the term in
section 701(a) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(a)).
(9) SEXUAL ORIENTATION- The term ‘sexual orientation’ means
homosexuality, heterosexuality, or bisexuality.
(10) STATE- The term ‘State’ has the meaning given the term in section
701(i) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(i)).
(b) Application of Definitions- For purposes of this section, a
reference in section 701 of the Civil Rights Act of 1964--
(1) to an employee or an employer shall be considered to refer to an
employee (as defined in paragraph (3)) or an employer (as defined in
paragraph (4)), respectively, except as provided in paragraph (2)
below; and
(2) to an employer in subsection (f) of that section shall be
considered to refer to an employer (as defined in paragraph (4)(A)).
SEC. 4. EMPLOYMENT DISCRIMINATION PROHIBITED.
(a) Employer Practices- It shall be an unlawful employment practice
for an employer--
(1) to fail or refuse to hire or to discharge any individual, or
otherwise discriminate against any individual with respect to the
compensation, terms, conditions, or privileges of employment of the
individual, because of such individual’s actual or perceived sexual
orientation or gender identity; or
(2) to limit, segregate, or classify the employees or applicants for
employment of the employer in any way that would deprive or tend to
deprive any individual of employment or otherwise adversely affect the
status of the individual as an employee, because of such individual’s
actual or perceived sexual orientation or gender identity.
(b) Employment Agency Practices- It shall be an unlawful employment
practice for an employment agency to fail or refuse to refer for
employment, or otherwise to discriminate against, any individual
because of the actual or perceived sexual orientation or gender
identity of the individual or to classify or refer for employment any
individual on the basis of the actual or perceived sexual orientation
or gender identity of the individual.
(c) Labor Organization Practices- It shall be an unlawful employment
practice for a labor organization--
(1) to exclude or to expel from its membership, or otherwise to
discriminate against, any individual because of the actual or
perceived sexual orientation or gender identity of the individual;
(2) to limit, segregate, or classify its membership or applicants for
membership, or to classify or fail or refuse to refer for employment
any individual, in any way that would deprive or tend to deprive any
individual of employment, or would limit such employment or otherwise
adversely affect the status of the individual as an employee or as an
applicant for employment because of such individual’s actual or
perceived sexual orientation or gender identity; or
(3) to cause or attempt to cause an employer to discriminate against
an individual in violation of this section.
(d) Training Programs- It shall be an unlawful employment practice for
any employer, labor organization, or joint labor-management committee
controlling apprenticeship or other training or retraining, including
on-the-job training programs, to discriminate against any individual
because of the actual or perceived sexual orientation or gender
identity of the individual in admission to, or employment in, any
program established to provide apprenticeship or other training.
(e) Association- An unlawful employment practice described in any of
subsections (a) through (d) shall be considered to include an action
described in that subsection, taken against an individual based on the
actual or perceived sexual orientation or gender identity of a person
with whom the individual associates or has associated.
(f) No Preferential Treatment or Quotas- Nothing in this Act shall be
construed or interpreted to require or permit--
(1) any covered entity to grant preferential treatment to any
individual or to any group because of the actual or perceived sexual
orientation or gender identity of such individual or group on account
of an imbalance which may exist with respect to the total number or
percentage of persons of any actual or perceived sexual orientation or
gender identity employed by any employer, referred or classified for
employment by any employment agency or labor organization, admitted to
membership or classified by any labor organization, or admitted to, or
employed in, any apprenticeship or other training program, in
comparison with the total number or percentage of persons of such
actual or perceived sexual orientation or gender identity in any
community, State, section, or other area, or in the available work
force in any community, State, section, or other area; or
(2) the adoption or implementation by a covered entity of a quota on
the basis of actual or perceived sexual orientation or gender
identity.
(g) Disparate Impact- Only disparate treatment claims may be brought
under this Act.
SEC. 5. RETALIATION PROHIBITED.
It shall be an unlawful employment practice for a covered entity to
discriminate against an individual because such individual (1) opposed
any practice made an unlawful employment practice by this Act; or (2)
made a charge, testified, assisted, or participated in any manner in
an investigation, proceeding, or hearing under this Act.
SEC. 6. EXEMPTION FOR RELIGIOUS ORGANIZATIONS.
This Act shall not apply to a corporation, association, educational
institution, or society that is exempt from the religious
discrimination provisions of title VII of the Civil Rights Acts of
1964 pursuant to section 702(a) or 703(e)(2) of such Act (42 U.S.C.
2000e-1(a); 2000e-2(e)(2)).
SEC. 7. NONAPPLICATION TO MEMBERS OF THE ARMED FORCES; VETERANS’ PREFERENCES.
(a) Armed Forces-
(1) EMPLOYMENT- In this Act, the term ‘employment’ does not apply to
the relationship between the United States and members of the Armed
Forces.
(2) ARMED FORCES- In paragraph (1) the term ‘Armed Forces’ means the
Army, Navy, Air Force, Marine Corps, and Coast Guard.
(b) Veterans’ Preferences- This title does not repeal or modify any
Federal, State, territorial, or local law creating a special right or
preference concerning employment for a veteran.
SEC. 8. CONSTRUCTION.
(a) Employer Rules and Policies-
(1) IN GENERAL- Nothing in this Act shall be construed to prohibit a
covered entity from enforcing rules and policies that do not
intentionally circumvent the purposes of this Act, if the rules or
policies are designed for, and uniformly applied to, all individuals
regardless of actual or perceived sexual orientation or gender
identity.
(2) SEXUAL HARASSMENT- Nothing in this Act shall be construed to limit
a covered entity from taking adverse action against an individual
because of a charge of sexual harassment against that individual,
provided that rules and policies on sexual harassment, including when
adverse action is taken, are designed for, and uniformly applied to,
all individuals regardless of actual or perceived sexual orientation
or gender identity.
(3) CERTAIN SHARED FACILITIES- Nothing in this Act shall be construed
to establish an unlawful employment practice based on actual or
perceived gender identity due to the denial of access to shared shower
or dressing facilities in which being seen unclothed is unavoidable,
provided that the employer provides reasonable access to adequate
facilities that are not inconsistent with the employee’s gender
identity as established with the employer at the time of employment or
upon notification to the employer that the employee has undergone or
is undergoing gender transition, whichever is later.
(4) ADDITIONAL FACILITIES NOT REQUIRED- Nothing in this Act shall be
construed to require the construction of new or additional facilities.
(5) DRESS AND GROOMING STANDARDS- Nothing in this Act shall prohibit
an employer from requiring an employee, during the employee’s hours at
work, to adhere to reasonable dress or grooming standards not
prohibited by other provisions of Federal, State, or local law,
provided that the employer permits any employee who has undergone
gender transition prior to the time of employment, and any employee
who has notified the employer that the employee has undergone or is
undergoing gender transition after the time of employment, to adhere
to the same dress or grooming standards for the gender to which the
employee has transitioned or is transitioning.
(b) Employee Benefits- Nothing in this Act shall be construed to
require a covered entity to treat an unmarried couple in the same
manner as the covered entity treats a married couple for purposes of
employee benefits.
(c) Definition of Marriage- As used in this Act, the term ‘married’
refers to marriage as such term is defined in section 7 of title I,
United States Code (referred to as the Defense of Marriage Act).
SEC. 9. COLLECTION OF STATISTICS PROHIBITED.
The Commission shall not collect statistics on actual or perceived
sexual orientation or gender identity from covered entities, or compel
the collection of such statistics by covered entities.
SEC. 10. ENFORCEMENT.
(a) Enforcement Powers- With respect to the administration and
enforcement of this Act in the case of a claim alleged by an
individual for a violation of this Act--
(1) the Commission shall have the same powers as the Commission has to
administer and enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c),
in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;
(2) the Librarian of Congress shall have the same powers as the
Librarian of Congress has to administer and enforce title VII of the
Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the case of a
claim alleged by such individual for a violation of such title;
(3) the Board (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) shall have the same powers
as the Board has to administer and enforce the Congressional
Accountability Act of 1995 (2 U.S.C. 1301 et seq.) in the case of a
claim alleged by such individual for a violation of section 201(a)(1)
of such Act (2 U.S.C. 1311(a)(1));
(4) the Attorney General shall have the same powers as the Attorney
General has to administer and enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c);
in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;
(5) the President, the Commission, and the Merit Systems Protection
Board shall have the same powers as the President, the Commission, and
the Board, respectively, have to administer and enforce chapter 5 of
title 3, United States Code, in the case of a claim alleged by such
individual for a violation of section 411 of such title; and
(6) a court of the United States shall have the same jurisdiction and
powers as the court has to enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et
seq.) in the case of a claim alleged by such individual for a
violation of such title;
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c) in the case of a claim alleged by
such individual for a violation of section 302(a)(1) of such Act (42
U.S.C. 2000e-16b(a)(1));
(C) the Congressional Accountability Act of 1995 (2 U.S.C. 1301 et
seq.) in the case of a claim alleged by such individual for a
violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)); and
(D) chapter 5 of title 3, United States Code, in the case of a claim
alleged by such individual for a violation of section 411 of such
title.
(b) Procedures and Remedies- The procedures and remedies applicable to
a claim alleged by an individual for a violation of this Act are--
(1) the procedures and remedies applicable for a violation of title
VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the
case of a claim alleged by such individual for a violation of such
title;
(2) the procedures and remedies applicable for a violation of section
302(a)(1) of the Government Employee Rights Act of 1991 (2 U.S.C.
1202(a)(1)) in the case of a claim alleged by such individual for a
violation of such section;
(3) the procedures and remedies applicable for a violation of section
201(a)(1) of the Congressional Accountability Act of 1995 (2 U.S.C.
1311(a)(1)) in the case of a claim alleged by such individual for a
violation of such section; and
(4) the procedures and remedies applicable for a violation of section
411 of title 3, United States Code, in the case of a claim alleged by
such individual for a violation of such section.
(c) Other Applicable Provisions- With respect to a claim alleged by a
covered employee (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) for a violation of this
Act, title III of the Congressional Accountability Act of 1995 (2
U.S.C. 1381 et seq.) shall apply in the same manner as such title
applies with respect to a claim alleged by such a covered employee for
a violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)).
SEC. 11. STATE AND FEDERAL IMMUNITY.
(a) Abrogation of State Immunity- A State shall not be immune under
the 11th amendment to the Constitution from a suit brought in a
Federal court of competent jurisdiction for a violation of this Act.
(b) Waiver of State Immunity-
(1) IN GENERAL-
(A) WAIVER- A State’s receipt or use of Federal financial assistance
for any program or activity of a State shall constitute a waiver of
sovereign immunity, under the 11th amendment to the Constitution or
otherwise, to a suit brought by an employee or applicant for
employment of that program or activity under this Act for a remedy
authorized under subsection (d).
(B) DEFINITION- In this paragraph, the term ‘program or activity’ has
the meaning given the term in section 606 of the Civil Rights Act of
1964 (42 U.S.C. 2000d-4a).
(2) EFFECTIVE DATE- With respect to a particular program or activity,
paragraph (1) applies to conduct occurring on or after the day, after
the date of enactment of this Act, on which a State first receives or
uses Federal financial assistance for that program or activity.
(c) Remedies Against State Officials- An official of a State may be
sued in the official capacity of the official by any employee or
applicant for employment who has complied with the applicable
procedures of section 10, for equitable relief that is authorized
under this Act. In such a suit the court may award to the prevailing
party those costs authorized by section 722 of the Revised Statutes of
the United States (42 U.S.C. 1988).
(d) Remedies Against the United States and the States- Notwithstanding
any other provision of this Act, in an action or administrative
proceeding against the United States or a State for a violation of
this Act, remedies (including remedies at law and in equity, and
interest) are available for the violation to the same extent as the
remedies are available for a violation of title VII of the Civil
Rights Act of 1964 (42 U.S.C. 2000e et seq.) by a private entity,
except that--
(1) punitive damages are not available; and
(2) compensatory damages are available to the extent specified in
section 1977A(b) of the Revised Statutes (42 U.S.C. 1981a(b)).
SEC. 12. ATTORNEYS’ FEES.
Notwithstanding any other provision of this Act, in an action or
administrative proceeding for a violation of this Act, an entity
described in section 10(a) (other than paragraph (4) of such section),
in the discretion of the entity, may allow the prevailing party, other
than the Commission or the United States, a reasonable attorney’s fee
(including expert fees) as part of the costs. The Commission and the
United States shall be liable for the costs to the same extent as a
private person.
SEC. 13. POSTING NOTICES.
A covered entity who is required to post notices described in section
711 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-10) shall post
notices for employees, applicants for employment, and members, to whom
the provisions specified in section 10(b) apply, that describe the
applicable provisions of this Act in the manner prescribed by, and
subject to the penalty provided under, section 711 of the Civil Rights
Act of 1964.
SEC. 14. REGULATIONS.
(a) In General- Except as provided in subsections (b), (c), and (d),
the Commission shall have authority to issue regulations to carry out
this Act.
(b) Librarian of Congress- The Librarian of Congress shall have
authority to issue regulations to carry out this Act with respect to
employees and applicants for employment of the Library of Congress.
(c) Board- The Board referred to in section 10(a)(3) shall have
authority to issue regulations to carry out this Act, in accordance
with section 304 of the Congressional Accountability Act of 1995 (2
U.S.C. 1384), with respect to covered employees, as defined in section
101 of such Act (2 U.S.C. 1301).
(d) President- The President shall have authority to issue regulations
to carry out this Act with respect to covered employees, as defined in
section 411(c) of title 3, United States Code.
SEC. 15. RELATIONSHIP TO OTHER LAWS.
This Act shall not invalidate or limit the rights, remedies, or
procedures available to an individual claiming discrimination
prohibited under any other Federal law or regulation or any law or
regulation of a State or political subdivision of a State.
SEC. 16. SEVERABILITY.
If any provision of this Act, or the application of the provision to
any person or circumstance, is held to be invalid, the remainder of
this Act and the application of the provision to any other person or
circumstances shall not be affected by the invalidity.
SEC. 17. EFFECTIVE DATE.
This Act shall take effect on the date that is 6 months after the date
of enactment of this Act and shall not apply to conduct occurring
before the effective date.
---
http://www.govtrack.us/congress/billtext.xpd?bill=h111-2981
[6/24/09]
Text of H.R. 2981: To prohibit employment discrimination on the basis
of sexual orientation or gender identity
This version: Introduced in House. This is the original text of the
bill as it was written by its sponsor and submitted to the House for
consideration. This is the latest version of the bill available on
this website.
HR 2981 IH
111th CONGRESS
1st Session
H. R. 2981
To prohibit employment discrimination on the basis of sexual
orientation or gender identity.
IN THE HOUSE OF REPRESENTATIVES
June 19, 2009
Mr. FRANK of Massachusetts (for himself, Mr. GEORGE MILLER of
California, Mr. CONYERS, Ms. BALDWIN, Mr. POLIS of Colorado, Mr.
ANDREWS, Ms. ROS-LEHTINEN, Mr. CASTLE, Mr. KIRK, Mr. LANCE, and Mr.
PLATTS) introduced the following bill; which was referred to the
Committee on Education and Labor, and in addition to the Committees on
House Administration, Oversight and Government Reform, and the
Judiciary, for a period to be subsequently determined by the Speaker,
in each case for consideration of such provisions as fall within the
jurisdiction of the committee concerned
A BILL
To prohibit employment discrimination on the basis of sexual
orientation or gender identity.
Be it enacted by the Senate and House of Representatives of the United
States of America in Congress assembled,
SECTION 1. SHORT TITLE.
This Act may be cited as the ‘Employment Non-Discrimination Act of 2009’.
SEC. 2. PURPOSES.
The purposes of this Act are--
(1) to address the history and widespread pattern of irrational
discrimination on the basis of sexual orientation or gender identity
by private sector employers and local, State, and Federal government
employers;
(2) to provide a comprehensive Federal prohibition of employment
discrimination on the basis of sexual orientation or gender identity;
(3) to provide meaningful and effective remedies for employment
discrimination on the basis of sexual orientation or gender identity;
and
(4) to invoke congressional powers, including the powers to enforce
the 14th amendment to the Constitution, and to regulate interstate
commerce and provide for the general welfare pursuant to section 8 of
article I of the Constitution, in order to prohibit employment
discrimination on the basis of sexual orientation or gender identity.
SEC. 3. DEFINITIONS.
(a) In General- In this Act:
(1) COMMISSION- The term ‘Commission’ means the Equal Employment
Opportunity Commission.
(2) COVERED ENTITY- The term ‘covered entity’ means an employer,
employment agency, labor organization, or joint labor-management
committee.
(3) EMPLOYEE-
(A) IN GENERAL- The term ‘employee’ means--
(i) an employee as defined in section 701(f) of the Civil Rights Act
of 1964 (42 U.S.C. 2000e(f);
(ii) a Presidential appointee or State employee to which section
302(a)(1) of the Government Employee Rights Act of 1991 (42 U.S.C.
2000e-16(a)(1)) applies;
(iii) a covered employee, as defined in section 101 of the
Congressional Accountability Act of 1995 (2 U.S.C. 1301) or section
411(c) of title 3, United States Code; or
(iv) an employee or applicant to which section 717(a) of the Civil
Rights Act of 1964 (42 U.S.C. 2000e-16(a)) applies.
(B) EXCEPTION- The provisions of this Act that apply to an employee or
individual shall not apply to a volunteer who receives no
compensation.
(4) EMPLOYER- The term ‘employer’ means--
(A) a person engaged in an industry affecting commerce (as defined in
section 701(h) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(h))
who has 15 or more employees (as defined in subparagraphs (A)(i) and
(B) of paragraph (3)) for each working day in each of 20 or more
calendar weeks in the current or preceding calendar year, and any
agent of such a person, but does not include a bona fide private
membership club (other than a labor organization) that is exempt from
taxation under section 501(c) of the Internal Revenue Code of 1986;
(B) an employing authority to which section 302(a)(1) of the
Government Employee Rights Act of 1991 applies;
(C) an employing office, as defined in section 101 of the
Congressional Accountability Act of 1995 or section 411(c) of title 3,
United States Code; or
(D) an entity to which section 717(a) of the Civil Rights Act of 1964 applies.
(5) EMPLOYMENT AGENCY- The term ‘employment agency’ has the meaning
given the term in section 701(c) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(c)).
(6) GENDER IDENTITY- The term ‘gender identity’ means the
gender-related identity, appearance, or mannerisms or other
gender-related characteristics of an individual, with or without
regard to the individual’s designated sex at birth.
(7) LABOR ORGANIZATION- The term ‘labor organization’ has the meaning
given the term in section 701(d) of the Civil Rights Act of 1964 (42
U.S.C. 2000e(d)).
(8) PERSON- The term ‘person’ has the meaning given the term in
section 701(a) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(a)).
(9) SEXUAL ORIENTATION- The term ‘sexual orientation’ means
homosexuality, heterosexuality, or bisexuality.
(10) STATE- The term ‘State’ has the meaning given the term in section
701(i) of the Civil Rights Act of 1964 (42 U.S.C. 2000e(i)).
(b) Application of Definitions- For purposes of this section, a
reference in section 701 of the Civil Rights Act of 1964--
(1) to an employee or an employer shall be considered to refer to an
employee (as defined in paragraph (3)) or an employer (as defined in
paragraph (4)), respectively, except as provided in paragraph (2)
below; and
(2) to an employer in subsection (f) of that section shall be
considered to refer to an employer (as defined in paragraph (4)(A)).
SEC. 4. EMPLOYMENT DISCRIMINATION PROHIBITED.
(a) Employer Practices- It shall be an unlawful employment practice
for an employer--
(1) to fail or refuse to hire or to discharge any individual, or
otherwise discriminate against any individual with respect to the
compensation, terms, conditions, or privileges of employment of the
individual, because of such individual’s actual or perceived sexual
orientation or gender identity; or
(2) to limit, segregate, or classify the employees or applicants for
employment of the employer in any way that would deprive or tend to
deprive any individual of employment or otherwise adversely affect the
status of the individual as an employee, because of such individual’s
actual or perceived sexual orientation or gender identity.
(b) Employment Agency Practices- It shall be an unlawful employment
practice for an employment agency to fail or refuse to refer for
employment, or otherwise to discriminate against, any individual
because of the actual or perceived sexual orientation or gender
identity of the individual or to classify or refer for employment any
individual on the basis of the actual or perceived sexual orientation
or gender identity of the individual.
(c) Labor Organization Practices- It shall be an unlawful employment
practice for a labor organization--
(1) to exclude or to expel from its membership, or otherwise to
discriminate against, any individual because of the actual or
perceived sexual orientation or gender identity of the individual;
(2) to limit, segregate, or classify its membership or applicants for
membership, or to classify or fail or refuse to refer for employment
any individual, in any way that would deprive or tend to deprive any
individual of employment, or would limit such employment or otherwise
adversely affect the status of the individual as an employee or as an
applicant for employment because of such individual’s actual or
perceived sexual orientation or gender identity; or
(3) to cause or attempt to cause an employer to discriminate against
an individual in violation of this section.
(d) Training Programs- It shall be an unlawful employment practice for
any employer, labor organization, or joint labor-management committee
controlling apprenticeship or other training or retraining, including
on-the-job training programs, to discriminate against any individual
because of the actual or perceived sexual orientation or gender
identity of the individual in admission to, or employment in, any
program established to provide apprenticeship or other training.
(e) Association- An unlawful employment practice described in any of
subsections (a) through (d) shall be considered to include an action
described in that subsection, taken against an individual based on the
actual or perceived sexual orientation or gender identity of a person
with whom the individual associates or has associated.
(f) No Preferential Treatment or Quotas- Nothing in this Act shall be
construed or interpreted to require or permit--
(1) any covered entity to grant preferential treatment to any
individual or to any group because of the actual or perceived sexual
orientation or gender identity of such individual or group on account
of an imbalance which may exist with respect to the total number or
percentage of persons of any actual or perceived sexual orientation or
gender identity employed by any employer, referred or classified for
employment by any employment agency or labor organization, admitted to
membership or classified by any labor organization, or admitted to, or
employed in, any apprenticeship or other training program, in
comparison with the total number or percentage of persons of such
actual or perceived sexual orientation or gender identity in any
community, State, section, or other area, or in the available work
force in any community, State, section, or other area; or
(2) the adoption or implementation by a covered entity of a quota on
the basis of actual or perceived sexual orientation or gender
identity.
(g) Disparate Impact- Only disparate treatment claims may be brought
under this Act.
SEC. 5. RETALIATION PROHIBITED.
It shall be an unlawful employment practice for a covered entity to
discriminate against an individual because such individual (1) opposed
any practice made an unlawful employment practice by this Act; or (2)
made a charge, testified, assisted, or participated in any manner in
an investigation, proceeding, or hearing under this Act.
SEC. 6. EXEMPTION FOR RELIGIOUS ORGANIZATIONS.
This Act shall not apply to a corporation, association, educational
institution, or society that is exempt from the religious
discrimination provisions of title VII of the Civil Rights Acts of
1964 pursuant to section 702(a) or 703(e)(2) of such Act (42 U.S.C.
2000e-1(a); 2000e-2(e)(2)).
SEC. 7. NONAPPLICATION TO MEMBERS OF THE ARMED FORCES; VETERANS’ PREFERENCES.
(a) Armed Forces-
(1) EMPLOYMENT- In this Act, the term ‘employment’ does not apply to
the relationship between the United States and members of the Armed
Forces.
(2) ARMED FORCES- In paragraph (1) the term ‘Armed Forces’ means the
Army, Navy, Air Force, Marine Corps, and Coast Guard.
(b) Veterans’ Preferences- This title does not repeal or modify any
Federal, State, territorial, or local law creating a special right or
preference concerning employment for a veteran.
SEC. 8. CONSTRUCTION.
(a) Employer Rules and Policies-
(1) IN GENERAL- Nothing in this Act shall be construed to prohibit a
covered entity from enforcing rules and policies that do not
intentionally circumvent the purposes of this Act, if the rules or
policies are designed for, and uniformly applied to, all individuals
regardless of actual or perceived sexual orientation or gender
identity.
(2) SEXUAL HARASSMENT- Nothing in this Act shall be construed to limit
a covered entity from taking adverse action against an individual
because of a charge of sexual harassment against that individual,
provided that rules and policies on sexual harassment, including when
adverse action is taken, are designed for, and uniformly applied to,
all individuals regardless of actual or perceived sexual orientation
or gender identity.
(3) CERTAIN SHARED FACILITIES- Nothing in this Act shall be construed
to establish an unlawful employment practice based on actual or
perceived gender identity due to the denial of access to shared shower
or dressing facilities in which being seen unclothed is unavoidable,
provided that the employer provides reasonable access to adequate
facilities that are not inconsistent with the employee’s gender
identity as established with the employer at the time of employment or
upon notification to the employer that the employee has undergone or
is undergoing gender transition, whichever is later.
(4) ADDITIONAL FACILITIES NOT REQUIRED- Nothing in this Act shall be
construed to require the construction of new or additional facilities.
(5) DRESS AND GROOMING STANDARDS- Nothing in this Act shall prohibit
an employer from requiring an employee, during the employee’s hours at
work, to adhere to reasonable dress or grooming standards not
prohibited by other provisions of Federal, State, or local law,
provided that the employer permits any employee who has undergone
gender transition prior to the time of employment, and any employee
who has notified the employer that the employee has undergone or is
undergoing gender transition after the time of employment, to adhere
to the same dress or grooming standards for the gender to which the
employee has transitioned or is transitioning.
(b) Employee Benefits- Nothing in this Act shall be construed to
require a covered entity to treat an unmarried couple in the same
manner as the covered entity treats a married couple for purposes of
employee benefits.
(c) Definition of Marriage- As used in this Act, the term ‘married’
refers to marriage as such term is defined in section 7 of title I,
United States Code (referred to as the Defense of Marriage Act).
SEC. 9. COLLECTION OF STATISTICS PROHIBITED.
The Commission shall not collect statistics on actual or perceived
sexual orientation or gender identity from covered entities, or compel
the collection of such statistics by covered entities.
SEC. 10. ENFORCEMENT.
(a) Enforcement Powers- With respect to the administration and
enforcement of this Act in the case of a claim alleged by an
individual for a violation of this Act--
(1) the Commission shall have the same powers as the Commission has to
administer and enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c),
in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;
(2) the Librarian of Congress shall have the same powers as the
Librarian of Congress has to administer and enforce title VII of the
Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the case of a
claim alleged by such individual for a violation of such title;
(3) the Board (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) shall have the same powers
as the Board has to administer and enforce the Congressional
Accountability Act of 1995 (2 U.S.C. 1301 et seq.) in the case of a
claim alleged by such individual for a violation of section 201(a)(1)
of such Act (2 U.S.C. 1311(a)(1));
(4) the Attorney General shall have the same powers as the Attorney
General has to administer and enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.); or
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c);
in the case of a claim alleged by such individual for a violation of
such title, or of section 302(a)(1) of the Government Employee Rights
Act of 1991 (42 U.S.C. 2000e-16b(a)(1)), respectively;
(5) the President, the Commission, and the Merit Systems Protection
Board shall have the same powers as the President, the Commission, and
the Board, respectively, have to administer and enforce chapter 5 of
title 3, United States Code, in the case of a claim alleged by such
individual for a violation of section 411 of such title; and
(6) a court of the United States shall have the same jurisdiction and
powers as the court has to enforce--
(A) title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et
seq.) in the case of a claim alleged by such individual for a
violation of such title;
(B) sections 302 and 304 of the Government Employee Rights Act of 1991
(42 U.S.C. 2000e-16b and 2000e-16c) in the case of a claim alleged by
such individual for a violation of section 302(a)(1) of such Act (42
U.S.C. 2000e-16b(a)(1));
(C) the Congressional Accountability Act of 1995 (2 U.S.C. 1301 et
seq.) in the case of a claim alleged by such individual for a
violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)); and
(D) chapter 5 of title 3, United States Code, in the case of a claim
alleged by such individual for a violation of section 411 of such
title.
(b) Procedures and Remedies- The procedures and remedies applicable to
a claim alleged by an individual for a violation of this Act are--
(1) the procedures and remedies applicable for a violation of title
VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) in the
case of a claim alleged by such individual for a violation of such
title;
(2) the procedures and remedies applicable for a violation of section
302(a)(1) of the Government Employee Rights Act of 1991 (2 U.S.C.
1202(a)(1)) in the case of a claim alleged by such individual for a
violation of such section;
(3) the procedures and remedies applicable for a violation of section
201(a)(1) of the Congressional Accountability Act of 1995 (2 U.S.C.
1311(a)(1)) in the case of a claim alleged by such individual for a
violation of such section; and
(4) the procedures and remedies applicable for a violation of section
411 of title 3, United States Code, in the case of a claim alleged by
such individual for a violation of such section.
(c) Other Applicable Provisions- With respect to a claim alleged by a
covered employee (as defined in section 101 of the Congressional
Accountability Act of 1995 (2 U.S.C. 1301)) for a violation of this
Act, title III of the Congressional Accountability Act of 1995 (2
U.S.C. 1381 et seq.) shall apply in the same manner as such title
applies with respect to a claim alleged by such a covered employee for
a violation of section 201(a)(1) of such Act (2 U.S.C. 1311(a)(1)).
SEC. 11. STATE AND FEDERAL IMMUNITY.
(a) Abrogation of State Immunity- A State shall not be immune under
the 11th amendment to the Constitution from a suit brought in a
Federal court of competent jurisdiction for a violation of this Act.
(b) Waiver of State Immunity-
(1) IN GENERAL-
(A) WAIVER- A State’s receipt or use of Federal financial assistance
for any program or activity of a State shall constitute a waiver of
sovereign immunity, under the 11th amendment to the Constitution or
otherwise, to a suit brought by an employee or applicant for
employment of that program or activity under this Act for a remedy
authorized under subsection (d).
(B) DEFINITION- In this paragraph, the term ‘program or activity’ has
the meaning given the term in section 606 of the Civil Rights Act of
1964 (42 U.S.C. 2000d-4a).
(2) EFFECTIVE DATE- With respect to a particular program or activity,
paragraph (1) applies to conduct occurring on or after the day, after
the date of enactment of this Act, on which a State first receives or
uses Federal financial assistance for that program or activity.
(c) Remedies Against State Officials- An official of a State may be
sued in the official capacity of the official by any employee or
applicant for employment who has complied with the applicable
procedures of section 10, for equitable relief that is authorized
under this Act. In such a suit the court may award to the prevailing
party those costs authorized by section 722 of the Revised Statutes of
the United States (42 U.S.C. 1988).
(d) Remedies Against the United States and the States- Notwithstanding
any other provision of this Act, in an action or administrative
proceeding against the United States or a State for a violation of
this Act, remedies (including remedies at law and in equity, and
interest) are available for the violation to the same extent as the
remedies are available for a violation of title VII of the Civil
Rights Act of 1964 (42 U.S.C. 2000e et seq.) by a private entity,
except that--
(1) punitive damages are not available; and
(2) compensatory damages are available to the extent specified in
section 1977A(b) of the Revised Statutes (42 U.S.C. 1981a(b)).
SEC. 12. ATTORNEYS’ FEES.
Notwithstanding any other provision of this Act, in an action or
administrative proceeding for a violation of this Act, an entity
described in section 10(a) (other than paragraph (4) of such section),
in the discretion of the entity, may allow the prevailing party, other
than the Commission or the United States, a reasonable attorney’s fee
(including expert fees) as part of the costs. The Commission and the
United States shall be liable for the costs to the same extent as a
private person.
SEC. 13. POSTING NOTICES.
A covered entity who is required to post notices described in section
711 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-10) shall post
notices for employees, applicants for employment, and members, to whom
the provisions specified in section 10(b) apply, that describe the
applicable provisions of this Act in the manner prescribed by, and
subject to the penalty provided under, section 711 of the Civil Rights
Act of 1964.
SEC. 14. REGULATIONS.
(a) In General- Except as provided in subsections (b), (c), and (d),
the Commission shall have authority to issue regulations to carry out
this Act.
(b) Librarian of Congress- The Librarian of Congress shall have
authority to issue regulations to carry out this Act with respect to
employees and applicants for employment of the Library of Congress.
(c) Board- The Board referred to in section 10(a)(3) shall have
authority to issue regulations to carry out this Act, in accordance
with section 304 of the Congressional Accountability Act of 1995 (2
U.S.C. 1384), with respect to covered employees, as defined in section
101 of such Act (2 U.S.C. 1301).
(d) President- The President shall have authority to issue regulations
to carry out this Act with respect to covered employees, as defined in
section 411(c) of title 3, United States Code.
SEC. 15. RELATIONSHIP TO OTHER LAWS.
This Act shall not invalidate or limit the rights, remedies, or
procedures available to an individual claiming discrimination
prohibited under any other Federal law or regulation or any law or
regulation of a State or political subdivision of a State.
SEC. 16. SEVERABILITY.
If any provision of this Act, or the application of the provision to
any person or circumstance, is held to be invalid, the remainder of
this Act and the application of the provision to any other person or
circumstances shall not be affected by the invalidity.
SEC. 17. EFFECTIVE DATE.
This Act shall take effect on the date that is 6 months after the date
of enactment of this Act and shall not apply to conduct occurring
before the effective date.
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http://www.govtrack.us/congress/billtext.xpd?bill=h111-2981
Inclusive ENDA ask your representative to Co-Sponsor
Inclusive ENDA Introduced! Ask your Representative to Become a Cosponsor!
This week, Representative Barney Frank, joined by Reps. Tammy Baldwin and Jared Polis, introduced an inclusive version of the Employment Non-Discrimination Act (ENDA) - which would extend the existing federal law prohibiting employment discrimination to protect people on the basis of sexual orientation and gender identity.
The bill was introduced by a group of bi-partisan Representatives and it is important that you contact your legislator to become a cosponsor as well. Becoming a cosponsor shows that the Representative will stand firm with our community and helps build momentum for the bill’s passage.
Email your Representative below and ask them to be a co-sponsor of ENDA!Tell me more
Talking Points
The Employment Non-Discrimination Act (ENDA) prohibits employment discrimination on the basis of sexual orientation and gender identity. ENDA creates express protections for lesbian, gay, bisexual and transgender people similar to those available under existing federal discrimination laws for other protected classes of workers.
Schedule a Visit!
The August recess is coming up, and it is a perfect time to schedule a meeting with you Representative and Senators about why ENDA is needed. Sample meeting request letters and other talking points and resources are available in the following toolkits:
The Task Force ENDA Grassroots Toolkit
National Center for Transgender Equality’s Making Your Voice Heard
PFLAG’s Bringing the Message Home
6/23/09
NEDA we will not forgetادارة لن ننسى
Neda_(Iranian_protester) Neda Soltani who was standing aside with her father watching the protests was shot by a baseej member hiding on the rooftop of a civilian house. He had a clear shot at the girl and could not miss her. However, he aimed straight at her heart. The impact of the gunshot was so fierce that the bullet had blasted inside her chest, and she died in less than 2 minutes.
The videos were accompanied by a message from a doctor, who was later identified as Dr. Arash Hejazi in an interview with BBC, allegedly a front line physician during the Iran-Iraq war, who claimed to have been present during the incident:
"At 19:05 June 20th Place: Kargar Ave., at the corner crossing Khosravi St. and Salehi st. A young woman who was standing aside with her father [sic, later identified as her music teacher] watching the protests was shot by a Basij member hiding on the rooftop of a civilian house. He had clear shot at the girl and could not miss her. However, he aimed straight her heart. I am a doctor, so I rushed to try to save her. But the impact of the gunshot was so fierce that the bullet had blasted inside the victim’s chest, and she died in less than 2 minutes. The protests were going on about 1 kilometers away in the main street and some of the protesting crowd were running from tear gass used among them, towards Salehi St. The film is shot by my friend who was standing beside me. Please let the world know."[1]
wikipedia.org Death of Neda Agha-Soltan
6/22/09
Senate Hearing on Matthew Shepard Act
URGE YOUR SENATORS TO SUPPORT THE MATTHEW SHEPARD ACT!
The U.S. Senate Judiciary Committee has scheduled a hearing on the Matthew Shepard Hate Crimes Prevention Act for Thursday, June 25, 2009. So your Senators need to hear from you now!
Every hour of every day, at least one hate crime offense is committed somewhere in the United States. Of those attacked, it's estimated that at least 15% of hate crimes are related to a person's perceived or actual sexual orientation or gender identity. Click here to tell your Senators this is unacceptable!
The Matthew Shepard Act would give the Justice Department the power to investigate and prosecute bias-motivated violence. It protects people based on actual or perceived race, color, religion, national origin, gender, sexual orientation, gender identity or disability.
Please take action today and let your Senators know this bill is important to you!Tell me more
Talking Points
It's always best to start your e-mail to elected officials with a personal story or thought. (HERE IS A TIP: if you edit the text of the body of an e-mail supplied in an action alert, edit the subject line too so the elected official knows it is personal!!!)
This bill, which passed both houses of Congress in 2007 but did not become law, would protect lesbian, gay, bisexual and transgender (LGBT) people from bias-motivated hate violence.
While all violent crimes are heinous, hate crimes are uniquely destructive, casting a pall of terror over an entire community. They don't just target a single victim. They are designed to "send a message" that an individual and "their kind" will not be tolerated, often leaving large numbers of people feeling isolated, vulnerable and unprotected.
Attacks against LGBT people are one of the more common forms of hate violence but, illogically, one of the least protected. Hate crimes as a whole declined 1 percent last year, according to the FBI, but LGBT hate crimes increased 6 percent.
Please protect civil rights by giving this bill your full support and attention, and by urging your colleagues to support it as well.
The U.S. Senate Judiciary Committee has scheduled a hearing on the Matthew Shepard Hate Crimes Prevention Act for Thursday, June 25, 2009. So your Senators need to hear from you now!
Every hour of every day, at least one hate crime offense is committed somewhere in the United States. Of those attacked, it's estimated that at least 15% of hate crimes are related to a person's perceived or actual sexual orientation or gender identity. Click here to tell your Senators this is unacceptable!
The Matthew Shepard Act would give the Justice Department the power to investigate and prosecute bias-motivated violence. It protects people based on actual or perceived race, color, religion, national origin, gender, sexual orientation, gender identity or disability.
Please take action today and let your Senators know this bill is important to you!Tell me more
Talking Points
It's always best to start your e-mail to elected officials with a personal story or thought. (HERE IS A TIP: if you edit the text of the body of an e-mail supplied in an action alert, edit the subject line too so the elected official knows it is personal!!!)
This bill, which passed both houses of Congress in 2007 but did not become law, would protect lesbian, gay, bisexual and transgender (LGBT) people from bias-motivated hate violence.
While all violent crimes are heinous, hate crimes are uniquely destructive, casting a pall of terror over an entire community. They don't just target a single victim. They are designed to "send a message" that an individual and "their kind" will not be tolerated, often leaving large numbers of people feeling isolated, vulnerable and unprotected.
Attacks against LGBT people are one of the more common forms of hate violence but, illogically, one of the least protected. Hate crimes as a whole declined 1 percent last year, according to the FBI, but LGBT hate crimes increased 6 percent.
Please protect civil rights by giving this bill your full support and attention, and by urging your colleagues to support it as well.
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