STRIKING THE DELICATE BALANCE: RELIGION AND PRONOUNS

Unions are not going to be able to sit back and watch employers struggle with this issue.  Sooner or later an LGBTQ+ member is going to wander into the union office asking for help with co-workers who refuse to use the pronouns they prefer. Then a few minutes after they leave those same co-workers will come in asking for union help getting a religious accommodation that relieves them of having to be pronoun conscious. Seconds after they leave and just as you are reaching for a fist-full of aspirins the HR manager will call to tell you that he is not yet sure who he is going to be disciplined, but someone is getting it in the neck with this religion-pronoun battle in Group 6 if the union does not calm everyone down pronto.

The union can appoint separate reps to deal with both the LGBTQ+ and religious members with the idea that they are going to let the chips fall where they may in an adversarial proceeding. And/or they can get a step or two in front of this inevitable challenge and open discussions, if not negotiations, with management on adopting some policies and routines for dealing with the issue.  Along that line we are passing along a recent article in Forbes entitled, “Striking The Delicate Balance: Navigating Religious Accommodations And Preferred Pronouns In Today’s Workplace.” Although its aim is to pass on advice to managers on how to be pro-active with this issue, the same tips are relevant for unions.