Discrimination | Transgender Rights | Maine

Lakay » Maine » Page 7

Does Maine have an anti-discrimination law protecting transgender individuals from discrimination?

Yes. On November 8, 2005, Maine voters agreed to keep in place a law, LD 1196, “An Act to Extend Civil Rights Protections to All People Regardless of Sexual Orientation”, passed by the Legislature and signed by the Governor in the spring of 2005. The law went into effect December 28, 2005.

This marks the end of a long struggle in Maine to achieve legal protections for LGBT people. In November 1995, Maine voters rejected an attempt to limit the protected classes to those already included within the non-discrimination law. In May 1997, Maine approved an anti-discrimination law based on sexual orientation, but this law was repealed in a special election in February 1998. Then in November 2000, by the smallest of margins, Maine voters failed to ratify a second anti-discrimination law that had been approved by the legislature.

The law provides protection against discrimination based on sexual orientation which is defined as “… a person’s actual or perceived heterosexuality, bisexuality, homosexuality or gender identity or expression” (5 Me. Rev. Stat. sec. 4553 (9-C)).

Does it also protect people perceived of as transgender?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

What kinds of discrimination does the anti-discrimination law address?

The Maine law prohibits discrimination in:

Anplwa
Public Accommodations
Lojman
Credit and
Education (5 Me. Rev. Stat. sec. 4552 et seq.)

Are there other non-discrimination protections available in Maine?

Yes. Several cities and towns have enacted non-discrimination ordinances, including Portland, Falmouth, South Portland, Long Island, Orono, Sorrento, Westbrook and Bar Harbor. In Clarke v. Olsten Certified Healthcare Corp., the Maine Law Court assumed without so stating that the Portland ordinance is enforceable (714 A.2d 823 (Me. 1998)).

How do I file a complaint of discrimination? What happens after I file?

You should contact the Maine Human Rights Commission (MHRC) at (207) 624-6050, or at State House Station #51, Augusta, ME 04333-0051, or on the web at http://www.state.me.us/mhrc/index.shtml. The Commission prefers for people to file complaints in writing. For an overview of this process refer to the MHRC regulations, available at http://www.maine.gov/mhrc/laws/index.html.

The complaint must be under oath, state the name and address of the individual making the complaint as well as the entity he or she is complaining against (called the “respondent”). The complaint must set out the particulars of the alleged unlawful acts and the times they occurred (5 Me. Rev. Stat. sec. 4611).

Once a complaint is timely filed, a Commissioner or investigator will seek to resolve the matter. If he or she cannot do so, the Commission will proceed with an investigation to determine if there are reasonable grounds to believe that unlawful discrimination has occurred. The Commission has extensive powers during the course of the investigation. Among other things, it can examine persons, places and documents, and require attendance at a factfinding hearing, and issue subpoenas for persons or documents.

If the Commissioner or investigator concludes:

there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Once the Commission process is complete, and if settlement has failed, a person can file an action for relief in court. A person may also request a “right to sue” letter from the MHRC if there has been no court action filed and no conciliation agreement in place within 180 days of filing the complaint (5 Me. Rev. Stat. sec. 4612 (6)). The person may then file an action in the Superior Court (5 Me. Rev. Stat. sec. 4621). In some situations, the Commission may file an action in court on your behalf (See generally 5 Me. Rev. Stat. sec. 4612).

Èske mwen bezwen yon avoka?

Not necessarily. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find a lawyer to represent them throughout the process. Not only are there many legal rules governing the MHRC process, but employers and other respondents will almost certainly have legal representation. Please call the GLAD Answers for help or for an attorney referral.

Ki dat limit pou depoze yon plent pou diskriminasyon?

A complaint must be filed with the MHRC within 300 days of the discriminatory act or acts (5 Me. Rev. Stat. sec. 4611). There are virtually no exceptions for lateness, and GLAD encourages people to move promptly in filing claims. Actions filed in Superior Court must generally be filed “not more than 2 years after the act of unlawful discrimination complained of” (5 Me. Rev. Stat. sec. 4613(2)(C)).

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

As a general matter, the MHRC tries to resolve cases in which reasonable cause is found. It is not empowered to award emotional distress damages or attorney’s fees, but the parties may agree to whatever terms are mutually satisfactory for resolving the issue (94-348 Rules of Maine Human Rights Com’n secs. 2.07, 2.08. 2.09. Available at http://www.maine.gov/mhrc/laws/index.html).

As a general matter, if a person has filed with the MHRC, completed the process there, and later files his or her case in court, then a full range of compensatory and injunctive relief is available (5 Me. Rev. Stat. secs. 4613, 4614). If a discrimination complainant takes his or her case to court without first filing at the MHRC, then only injunctive relief is available in court, such as a cease and desist order, or an order to do training or post notices (5 Me. Rev. Stat. sec. 4622).

The relief ordered by a court may include: (a) hiring, reinstatement and back pay in employment cases; (b) an order to rent or sell a specified housing accommodation (or one that is substantially identical), along with damages of up to three times any excessive price demanded, and civil penal damages, to the victim in housing cases; and (c) in all cases, where the individual has exhausted the MHRC process, an order for attorney’s fees, civil penal damages, cease and desist orders, and other relief that would fulfill the purposes of the anti-discrimination laws (e.g. training programs, posting of notices).

Èske mwen ka depoze yon plent pou diskriminasyon tou nan yon ajans federal?

Yes, in many cases. Federal employment non-discrimination law, called Title VII, applies only to employers with at least 15 employees, and complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). But if you initially institute your complaint with MHRC and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after MHRC has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

Piske yon kantite tribinal ak ajans gouvènman k ap grandi rekonèt ke rasin diskriminasyon oryantasyon seksyèl ak idantite sèks se diskriminasyon sèks, EEOC federal la fèk endike ke li pral aksepte plent diskriminasyon "idantite sèks" ak "oryantasyon seksyèl" pou mennen ankèt sou si moun ki pote plent lan te ka sibi diskriminasyon "sèks" ki entèdi. Pou plis enfòmasyon, ale nan: http://www.eeoc.gov/eeoc/publications/upload/GenderStereotyping-LGBT-brochure-OLC.pdf.

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with MHRC first but keep in mind the possibility of pursuing a federal claim as well. If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that MHRC cross-file your complaint with the EEOC.

LGBT people who are discriminated against in housing may also be able to file a complaint with the federal Department of Housing and Urban Development (HUD) in addition to MHRC. For more information go to: http://portal.hud.gov/hudportal/HUD?src=/program_offices/fair_housing_equ al_opp/LGBT_Housing_Discrimination.

Èske gen lòt opsyon pou depoze yon plent pou diskriminasyon?

Petèt wi, sa depann de sitiyasyon patikilye ou a.

Inyon: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge or other job-related actions. In fact, if you obtain relief under your contract, you may decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a grievance. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against it for its failure to work with you, or for failure of duty of fair representation.

Tribinal Eta a oswa Tribinal Federal la: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

If a person is fired in violation of a contract, or fired without the progressive discipline promised in a handbook, or fired for doing something the employer doesn’t like but which the law requires, then these matters are beyond the scope of what the agencies can investigate and the matter can be pursued in court.
If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

Kisa m ka fè si patwon m nan revoke m paske m te depoze yon plent pou diskriminasyon?

It is illegal to retaliate in these circumstances, and the employee could file an additional complaint against the employer for retaliation. “Retaliation” protections cover those who participate in MHRC proceedings or otherwise oppose unlawful conduct, whether as a complainant or as a witness. If the employer takes action against an employee because of that conduct, then the employee can state a claim of retaliation (5 Me. Rev. Stat. sec. 4572 (1)(E). See also Provencher v. CVS Pharmacy, 76 Fair Empl.Prac.Cas. (BNA) 1569 (1st Cir.(N.H.) 1998) (upholding federal retaliation claim of gay man)).

Kisa m ka fè pou m prepare tèt mwen anvan m depoze yon plent pou diskriminasyon?

In evaluating your potential claims, you have the right to request a complete copy of your personnel file at any time (5 Me. Rev. Stat. sec. 7071 (Employee right to request personnel file)). Personnel files are the official record of your employment and are an invaluable source of information (5 Me. Rev. Stat. sec. 7070 (Definition of personnel record)).

Whether you leave a job voluntarily or not, be cautious about signing any documents admitting to wrongdoing, or that waive your legal rights, or that are a supposed summary of what you said in an exit interview. Sometimes employees are upset or scared at the time they are terminating employment, but the documents will likely be enforceable against you later. Please be cautious.

As a general matter, people who are still working under discriminatory conditions have to evaluate how filing a case will affect their job or housing, and if they are willing to assume those possible consequences. Of course, even if a person has been fired, he or she may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information and advice to make an informed decision.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful if you bring to your attorney an outline or diary of what happened on the job that you are complaining about. It is best if the information is organized by date and explains who the various players are (and how to get in touch with them), as well as what happened, who said what, and who was present for any important conversations or incidents. Try to obtain and bring copies of your employee handbooks or personnel manuals, any contracts, job evaluations, memos, discharge letters and the like. If you are concerned about a housing matter, bring a copy of your lease, along with any notices and letters you have received from your landlord.

Employment | Discrimination | Maine

Lakay » Maine » Page 7

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination in employment?

Does it also protect people perceived of as LGBT in employment?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

Pou ki moun lalwa kont diskriminasyon an aplike e kisa li entèdi?

The non-discrimination law applies to governmental employers (local and state) and private employers with any number of employees (5 Me. Rev. Stat. sec. 4553 (4) (definition of employer)). It forbids employers from refusing to hire, or discharging, or discriminating against the employee with respect to any employment matter, including hiring, tenure, promotion, transfer, compensation, terms, conditions or privileges of employment. Nor may an employer use any employment agency that discriminates (5 Me. Rev. Stat. sec. 4572 (1)(A)). Harassment based on sexual orientation is included within “terms and conditions” of employment.

Employment agencies may not refuse to: classify properly; refer their customers for employment; or otherwise discriminate because of sexual orientation. Labor organizations (e.g. unions) may not deny apprenticeship, membership or any membership rights or otherwise penalize or discriminate against their members because of sexual orientation (5 Me. Rev. Stat. sec. 4572 (1)(B) & (C)).

The law also forbids any employer, employment agency, or labor organization, prior to employment or membership, from eliciting or recording information about a person’s sexual orientation, printing any advertisement indicating any preference or limitation based on sexual orientation, or having a system of denying or limiting employment or membership opportunities based on sexual orientation (5 Me. Rev. Stat. sec. 4572 (1)(D)).

Does the law apply to every employer?

No, there is a religious exemption that provides:

“Employer” does not include a religious or fraternal corporation or association, not organized for private profit and in fact not conducted for private profit, with respect to employment of its members of the same religion, sect or fraternity, except for purposes of disability-related discrimination, in which case the corporation or association is considered to be an employer (5 Me. Rev. Stat. sec. 4553 (4) (definition of “employer”)).

This appears to mean that certain non-profit religious entities (not individuals) are exempt from the law, and a religious organization may require all applicants and employees to conform to the religious tenets of that organization (5 Me. Rev. Stat. sec. 4573-A (2)). The full scope of this exemption may be sorted out in specific court cases.

Does the non-discrimination law have any impact on my employer’s obligation to provide domestic partner benefits to my partner of the same-sex?

Possibly yes. The non-discrimination law can be a powerful tool to equalizing treatment in compensation, and therefore, valuable “fringe benefits.” As discussed below in the family section of this booklet, the state and several municipalities have already equalized some benefits like health insurance (this result also conforms with the better view of the law, i.e., that it is discrimination based on sexual orientation to condition benefits on a status (marriage) that only gay people cannot attain. See Alaska Civil Liberties Union v. State of Alaska, 122 P.3d 781 (Alaska 2005); Bedford v. N.H. Cmty. Technical Coll. Sys., Superior Court Order, 04-E-230 (May 3, 2006)).

Private employers in Maine are neither required to offer health insurance to their employees nor to offer spousal or family coverage. However, some employers who provide such coverage may be obligated to provide insurance to same-sex partners to comply with the Maine insurance laws and/or anti-discrimination law. This area of law is complicated and you should feel free to contact GLAD for information specific to your situation.

Does Maine law forbid sexual harassment?

Yes, sexual harassment is expressly prohibited by state law.

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when:

submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment” (94-348 Rules of Maine Human Rights Com’n, 3.06 I (1). Available at: http://www.maine.gov/mhrc/laws/index.html).

Although the Maine Law Court has not specifically ruled on the question, it should be as unlawful to sexually harass a gay, lesbian or bisexual person as it is to harass a non-gay person. Some harassment is specifically anti-gay, and may be more fairly characterized as harassment on the basis of sexual orientation, which is discussed below. Other harassment is sexual in nature and more appropriately categorized as “sexual harassment.” Both types of harassment can happen to the same person, and both are forbidden.

Both the United States Supreme Court and several state courts have found same-sex sexual harassment to violate sexual harassment laws. Konpare Oncale ak Sundowner Offshore Services (9523 U.S. 75 (1998), man can sue for sexual harassment by other men under federal sexual harassment laws)) to Melnychenko kont 84 Konpayi Bwa. (424 Mass. 285, 676 N.E.2d 45 (1997), (same-sex sexual harassment forbidden under Massachusetts state law)).

Are there any protections from sexual orientation harassment?

Yes. In September 2007, the Maine Human Rights Commission (MHRC) adopted amendments to its employment and housing rules that expressly acknowledged the existence of sexual orientation harassment (see generally 94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12. Available at: http://www.maine.gov/mhrc/laws/index.html). Under these rules, unwelcome comments, jokes, acts, and other verbal or physical conduct on the basis of sexual orientation constitute harassment when:

submission to this conduct is a condition of employment or a term of membership in a union;
submission to or rejection of this conduct is used as a basis for a decision made by unions or employers that effect the individual;
such conduct interferes or attempts to interfere with the individuals work performance or creates an intimidating, hostile, or offensive working or union environment (94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12 (1) (a) – (c). Available at: http://www.maine.gov/mhrc/laws/index.html).

Employers or labor organizations are responsible for their actions and for those of their employees with respect to sexual orientation harassment (94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12 (2). Available at: http://www.maine.gov/mhrc/laws/index.html).

How do I file a complaint of discrimination? What happens after I file?

If the Commissioner or investigator concludes:

there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Èske mwen bezwen yon avoka?

Ki dat limit pou depoze yon plent pou diskriminasyon?

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

Can I claim discrimination on a basis other than sexual orientation?

Yes, but only if you are treated differently because of a personal characteristic protected by Maine law.

The present non-discrimination laws for employment forbid taking action against someone because of race, color, sex, physical or mental disability, religion, ancestry, national origin, age, or because a person previously filed a worker’s compensation claim, as well as sexual orientation (5 Me. Rev. Stat. sec. 4572. 44).

Èske mwen ka depoze yon plent pou diskriminasyon tou nan yon ajans federal?

Èske gen lòt opsyon pou depoze yon plent pou diskriminasyon?

Petèt wi, sa depann de sitiyasyon patikilye ou a.

Union: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge or other job-related actions. In fact, if you obtain relief under your contract, you may decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a grievance. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against it for its failure to work with you, or for failure of duty of fair representation.
State or Federal Court: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

If a person is fired in violation of a contract, or fired without the progressive discipline promised in a handbook, or fired for doing something the employer doesn’t like but which the law requires, then these matters are beyond the scope of what the agencies can investigate and the matter can be pursued in court.
If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

Kisa m ka fè si patwon m nan revoke m paske m te depoze yon plent pou diskriminasyon?

Kisa m ka fè pou m prepare tèt mwen anvan m depoze yon plent pou diskriminasyon?

Credit Lending | Discrimination | Maine

Lakay » Maine » Page 7

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination in credit, lending and services?

Does it also protect people perceived of as LGBT in credit, lending and services?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

How does the Maine anti-discrimination law protect people with regard to credit?

It is unlawful credit discrimination for any creditor to refuse the extension of credit to any person solely on the basis of sexual orientation (5 Me. Rev. Stat. sec. 4596). The law requires that the Superintendent of Financial Institutions and the Superintendent of Consumer Credit Protection cooperate with the Maine Human Rights Commission in enforcing the credit anti-discrimination law (5 Me. Rev. Stat. sec. 4598).

How do I file a complaint of discrimination? What happens after I file?

If the Commissioner or investigator concludes:

there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Èske mwen bezwen yon avoka?

Ki dat limit pou depoze yon plent pou diskriminasyon?

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

Can I claim discrimination on a basis other than sexual orientation?

Yes, but only if you are treated differently because of a personal characteristic protected by Maine law.

In credit, in addition to sexual orientation, the protected characteristics are age, race, color, sex, ancestry, religion, national origin and marital status.

Èske mwen ka depoze yon plent pou diskriminasyon tou nan yon ajans federal?

Èske gen lòt opsyon pou depoze yon plent pou diskriminasyon?

Petèt wi, sa depann de sitiyasyon patikilye ou a.

State or Federal Court: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

Kisa m ka fè pou m prepare tèt mwen anvan m depoze yon plent pou diskriminasyon?

Lwa sou Gadyen Paran | Maine

Lakay » Maine » Page 7

Èske yon moun omoseksyèl ka adopte yon timoun nan Maine?

Wi (18-A Me. Rev. Stat. sec. 9-301).

Èske patnè menm sèks yo ka adopte yon timoun ansanm nan Maine?

Wi. Ou ka jwenn plis enfòmasyon sou adopsyon nan ME, isit la.

Mwen nan mitan yon divòs e kounye a mwen gen yon patnè menm sèks. Èske "ansyen" mennaj mwen an ka itilize sa kont mwen pou refize m dwa ak responsablite paran anvè pitit mwen yo?

Tribinal Lalwa Maine lan poko trete yon ka konsa, men règ majorite a nan peyi a se "Non." Pifò eta yo, ak de ka nan Tribinal Siperyè Maine, itilize "tès nexus" la kote oryantasyon seksyèl yon paran pa enpòtan sof si gen prèv reyèl sou domaj timoun nan. Espikilasyon sou domaj oswa mokri pa sifi.

Nan Whitehead kont Black (2 BNA Family Law Rptr 2593 (Me. Super. 1976)), yon ka Tribinal Siperyè a te deside, yon ansyen mari ki soti Georgia te fè yon petisyon pou yon chanjman gad timoun lè li te aprann ke ansyen madanm li, ki te demenaje Maine depi lè sa a, te yon lesbyèn. Tribinal la te deside ke timoun yo te toujou ap viv ak manman an, ke li te anfòm otreman, epi li "te okouran ke fòm vi omoseksyèl li a te kapab gen yon enpak sou pitit li yo epi li t ap chèche avèk entèlijans pou minimize, si se pa elimine nèt, enpak sa a" (Id. nan paj 2594). Rezonman sa a ki soti nan yon tribinal bon pou epòk li a.

Finalman, anpil avoka ki gen bon repitasyon refize menm fè agiman ke oryantasyon seksyèl yon paran — poukont li — ta dwe yon faktè nan desizyon byennèt timoun.

Anjeneral, ki faktè ki genyen pou pran desizyon sou dwa ak responsablite paran yo?

Tribinal yo konsidere paran yo kòm egal, kit yo marye kit yo pa marye, epi yo fè lòd ki baze sou pi bon enterè timoun yo.

Lalwa fikse faktè ki otorize pou konsiderasyon yo. Faktè yo konsantre sou byennèt timoun epi okenn pa otomatikman avantaje yon paran ki pa omoseksyèl sou yon paran omoseksyèl.

Lalwa a prevwa: “Lè tribinal la ap pran desizyon konsènan rezidans timoun nan ak kontak paran-pitit la, li dwe konsidere sekirite ak byennèt timoun nan kòm priyorite prensipal. Lè tribinal la ap aplike estanda sa a, li dwe konsidere faktè sa yo:

Laj timoun nan;
Relasyon timoun nan ak paran li yo ansanm ak nenpòt lòt moun ki ka gen yon enpak siyifikatif sou byennèt timoun nan;
Preferans timoun nan, si li gen laj ase pou l eksprime yon preferans ki gen sans;
Dire ak si aranjman lavi timoun nan kounye a apwopriye epi si li enpòtan pou mentni kontinwite;
Estabilite nenpòt aranjman lojman yo pwopoze pou timoun nan;
Motivasyon pati ki enplike yo ak kapasite yo pou bay timoun nan lanmou, afeksyon ak konsèy;
Adaptasyon timoun nan ak kay, lekòl ak kominote kote l ye kounye a;
Kapasite chak paran pou pèmèt epi ankouraje kontak souvan ak kontinyèl ant timoun nan ak lòt paran an, ki gen ladan aksè fizik;
Kapasite chak paran pou kolabore oswa pou aprann kolabore nan gadri timoun;
Metòd pou ede paran yo kolabore ak rezoud dispit epi volonte chak paran pou itilize metòd sa yo;
Enpak sa ka genyen sou timoun nan si youn nan paran yo gen otorite pou elve timoun nan;
Egzistans vyolans domestik ant paran yo, nan tan lontan oswa kounye a, epi kijan abi sa a afekte: 1. Timoun nan sou plan emosyonèl; ak 2. Sekirite timoun nan;
Egzistans nenpòt istwa abi sou timoun pa yon paran;
Tout lòt faktè ki gen yon enpak rezonab sou byennèt fizik ak sikolojik timoun nan; epi
Yon paran ap fè yon move itilizasyon volontè pwosesis pwoteksyon kont abi a…” (19-A Me. Rev. Stat. sec. 1653(3)).

Èske gen diferan kalite dwa ak responsablite paran yo?

Wi, epi tribinal yo ka bay kèk dwa patikilye bay yon paran epi lòt dwa bay yon lòt paran (19-A Me. Rev. Stat. sec. 1501). Dwa ki ka divize yo enkli rezidans fizik prensipal, vizit, sipò, edikasyon, swen medikal ak dantè, edikasyon relijye oswa nenpòt lòt zafè. Pafwa, yon paran pral sèl responsab timoun nan nan tout aspè; sa yo rele "dwa ak responsablite paran sèl". Gen lòt fwa, paran yo pral pataje tout pwoblèm sa yo; sa yo rele "dwa ak responsablite paran pataje".

Èske sa konsidere kòm yon mal pou timoun nan si yo pase l nan rizib paske li gen yon paran masisi oswa lesbyèn?

Li pa ta dwe konsa. Youn nan responsablite adisyonèl yon paran masisi oswa lesbyèn se ede pitit li yo fè fas ak posibilite sa a oswa reyalite sa a. Natirèlman, timoun yo ka jwenn mokri pou tout bagay, soti nan gwosè zòrèy yo rive nan aksan paran yo rive nan mank sans mòd yo, kidonk tout paran bezwen ede pitit yo devlope mekanis ak estrateji pou fè fas ak pwoblèm lè gen arasman nan men kanmarad.

Kòm yon kesyon legal, yon ka ki te fèt nan Lakou Siprèm Etazini an patikilyèman enstriktif se, Palmore kont Sidoti, (466 US 429 (1984)) kote Lakou Siprèm Etazini an te ranvèse yon chanjman gad legal yon tribinal Florid te fè soti nan manman an pou ale nan papa a. Rezon ki fè yo te chanje gad legal la se paske manman blan an te gen yon relasyon ak yon nonm nwa li te marye pita. Lakou Siprèm nan te rekonèt reyalite prejije ak patipri, epi ke yo te ka pase timoun nan nan rizib, men li te refize pran an konsiderasyon prejije sa yo oswa ba yo fòs lalwa lè li te chanje aranjman gad legal ki te egziste anvan an. Nan yon deklarasyon prensip konstitisyonèl ki aplikab a tout moun, Lakou a te deklare inanimman, "Konstitisyon an pa ka kontwole prejije, men li pa ka tolere yo nonplis. Prejije prive yo ka deyò limit lalwa, men lalwa pa ka, ni dirèkteman ni endirèkteman, ba yo efè" (Palmore, 466 US nan paj 432).

Èske sa enpòtan si "ansyen" mwen an te konnen mwen te ge oubyen lesbyèn oubyen si mwen te ka ye anvan nou te separe?

Li ka fè yon diferans, men li pa nesesèman fè yon diferans anrapò ak modifikasyon nan lavni nan lòd tribinal pou gad timoun. Moun ka chèche modifye lòd tribinal pou gad timoun lè te gen yon "chanjman sibstansyèl nan sikonstans yo". Si yon mari oswa madanm pa t konnen oryantasyon seksyèl mari oswa madanm li nan moman premye pwosedi tribinal la, men li aprann li pita, li ka diskite ke sa a se yon chanjman sibstansyèl nan sikonstans yo epi ke pwoblèm gad timoun yo ta dwe revize. Gen anpil ka atravè peyi a ki rejte sa a kòm yon baz pou chèche modifikasyon. Natirèlman, si youn nan mari oswa madanm oswa ansyen patnè etewoseksyèl te konnen oryantasyon seksyèl menm sèks lòt la nan moman pwosedi tribinal la ki etabli gad timoun nan, yon petisyon modifikasyon sou baz sa yo pa ta itil (gade an jeneral, 19-A Me. Rev. Stat. sec. 1653 (10)).

Èske yon tribinal ka anpeche pitit mwen yo vizite m lè patnè mwen an prezan?

Tribinal Maine lan pa ko deside pwoblèm sa a, men se yon ka Tribinal Siperyè. Wòch kont Wòch (Mwen. Sipè. LEXIS 30 (1980)), te aplike bon tès la. Yon manman te retounen nan tribinal pou mande yon restriksyon sou "vizitè lannwit" ansyen mari l la, paske kounye a li te nan relasyon ak yon gason. Tribinal Siperyè a te anile restriksyon yon tribinal pi ba te enpoze a paske papa a te diskrè e pa t gen okenn prèv ki montre te gen domaj sou timoun yo.

Anplis, restriksyon sou vizit yo sispèk pa yo menm. Nan Lawrence kont Texas (539 US 558, 574 (2003)), Lakou Siprèm Etazini an te fè plis pase dekriminalize zak seksyèl yo. Li te rekonèt dwa moun omoseksyèl yo pou yo fòme epi kenbe relasyon pèsonèl ki plen lanmou epi pou yo mennen lavi prive yo san restriksyon gouvènman an ak kondanasyon legal. Piske moun omoseksyèl yo ka pran "desizyon pèsonèl konsènan ... relasyon familyal [ak] elvaj timoun," restriksyon sou gad timoun ak vizit yo dwe trete kòmsadwa. Senp diferans nan valè moral ant yon tribinal ak yon paran, prezompsyon sou konduit yon paran omoseksyèl, oswa "kondanasyon sosyal" nan relasyon yo pa ta dwe faktè admisib ankò, si yo te janm ye. Pandan ke tribinal yo gen pouvwa pou fè sa, vizit pa ta dwe limite sof si gen prèv reyèl ke patnè a ap lakòz timoun nan mal. Pyès referans pou desizyon sa yo se pi bon enterè timoun nan.

Ki estanda yon koup menm sèks ki gen timoun k ap separe ta dwe respekte?

Koup menm sèks ki gen timoun epi k ap separe ta dwe:

Sipòte dwa paran LGBT yo;
Onore relasyon ki deja egziste yo kèlkeswa etikèt legal yo;
Onore relasyon paran timoun yo ki deja egziste apre separasyon an;
Kenbe kontinwite pou timoun yo;
Chèche yon rezolisyon volontè;
Sonje byen, separe se yon bagay ki difisil pou fè;
Menen ankèt sou akizasyon abi;
Absans akò oswa relasyon legal pa ta dwe detèmine rezilta a;
Trete litij kòm yon dènye rekou; epi
Refize pou w aplike lwa ak santiman omofob/transfob.

Pou plis enfòmasyon detaye sou estanda sa yo, gade piblikasyon an Pwoteje Fanmi yo: Nòm pou Fanmi LGBT yo.

Ki kote m ka ale si m bezwen èd pou rezoud yon pwoblèm paran?

Menm jan ak nenpòt pwoblèm dwa fanmi, li rekòmande pou jwenn konsèy legal endividyèl. GLAD Answers ka bay enfòmasyon epi tou referans pou pratikan lokal yo. Si ou gen kesyon sou kijan pou pwoteje fanmi ou, kontakte GLAD Answers lè w ranpli fòm ki nan adrès sa a. Repons GLAD oubyen rele 800.455.4523 (GLAD).

Voters’ Rights in Maine

Lakay » Maine » Page 7

Voter ID laws are a form of voter suppression and keep eligible voters from being able to actively participate in our political process.

Together with EqualityMaine, GLAD testified against LD 34, An Act to Require a Person to Show Photographic Identification for the Purpose of Voting. The bill is unnecessary for numerous reasons, including that Maine already uses other ways to effectively verify identity and address, but most specifically because voter ID laws are a form of voter suppression. While voter ID laws disproportionately impact many communities, our testimony highlighted the effects the bill would have on transgender people and older adults.

Li temwayaj la.

Aging | Discrimination | Maine

Lakay » Maine » Page 7

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination?

This marks the end of a long struggle in Maine to achieve legal protections for LGBTQ+ people. In November 1995, Maine voters rejected an attempt to limit the protected classes to those already included within the non-discrimination law. In May 1997, Maine approved an anti-discrimination law based on sexual orientation, but this law was repealed in a special election in February 1998. Then in November 2000, by the smallest of margins, Maine voters failed to ratify a second anti-discrimination law that had been approved by the legislature.

Does it also protect people perceived of as LGBTQ+?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

What kinds of discrimination does the anti-discrimination law address?

The Maine law prohibits discrimination in:

Anplwa
Public Accommodations
Lojman
Credit and
Education (5 Me. Rev. Stat. sec. 4552 et seq.)

Are there other non-discrimination protections available in Maine?

Guardianship and Conservatorship

You are entitled to be represented by a lawyer in guardianship (care of your person) or conservatorship (care of your financial matters) cases. If you cannot afford one, Maine should provide one for you.

You have a right to notice of any guardianship or conservatorship proceedings involving yourself.

Even if you are under guardianship, you still have freedom of religion and the right to maintain your religious practice.

Social Security Benefits

The Social Security Administration (SSA) now recognizes marriages of same-sex couples for Social Security benefits, Medicare entitlement, and eligibility and payment amounts for Supplemental Security Income (SSI) payments. In Maine, registered domestic partners are entitled to the same benefits as spouses

Health Care Proxy

You can designate who you want to make your financial decisions in case you are unable to make them. This is called a healthcare proxy.

Power of Attorney

You can designate who you want to make your financial decisions in case you are unable to make them. This is called a power of attorney.

Blog

Lakay » Maine » Page 7

Celebrating Historic LGBTQ+ Representation in the 2022 Elections

While we don’t know the full results from Tuesday’s midterm elections yet, we know there are many things to celebrate, including the historic representation of LGBTQ+ elected officials. We are celebrating:

Maura Healey was elected the first out lesbian governor in the country, as well as the first woman governor in Massachusetts.
Oregon’s Tina Kotek was voted in as the nation’s second openly lesbian governor.
Andrea Campbell won a historic victory as the first Black woman Attorney General in Massachusetts.
Vermont has elected its first LGBTQ+ legislator – and first woman – to Congress in Representative-Elect Becca Balint.
California Representative-Elect Robert Garcia became the first openly gay immigrant elected to Congress. He is the third openly gay representative elected to Congress from California.
Montana and Minnesota elected their first transgender state representatives: Zooey Zephyr in Montana and Leigh Finke in Minnesota.
New Hampshire Representative-Elect James Roesener became the first transgender man ever elected to a state legislature.
Minnesota elected Alicia Kozlowski, the first nonbinary member in the state legislature.

Along with so many firsts, voters supported a number of positive ballot measures:

Five states voted to protect access to abortion: California, Michigan, Vermont, Kentucky, and Montana.
Vermont, along with Alabama, Oregon, and Tennessee, passed constitutional amendments banning slavery and involuntary servitude as a punishment for crime.
In a crucial win for voting rights, Michigan and Connecticut expanded early voting.
In Massachusetts, voters upheld a law that protects access to driver’s licenses for all people who live in the Commonwealth, regardless of immigration status.

Celebrating our victories fuels our hope, and our hope will sustain us in our work for justice.

The path to protecting democracy and truly fulfilling the promise of freedom, equality, and justice for all is long. It extends beyond any one election cycle. This election held some good news and some setbacks, but we must all stay engaged every day for the long term. With you by our side, GLAD will be here to keep fighting every day and every step of the way.

Nouvèl

Lakay » Maine » Page 7

Ankèt la ajoute nan prèv ki genyen plizyè ane ki montre ke Maine ap mete timoun ki andikape nan enstitisyon, olye pou l bay sipò nesesè nan kominote a.

Yon ankèt Depatman Lajistis Etazini (DOJ) te fè sou sistèm sante mantal timoun nan Maine jwenn echèk nan tout eta a ki kreye yon risk enpòtan pou segregasyon ak entènman timoun ki andikape yo, sa ki vyole Lwa Ameriken sou Andikap yo. Depatman Lajistis la te pibliye konklizyon li yo nan 23yèm anivèsè desizyon istorik Lakou Siprèm nan. Olmstead kont LC, ki te jwenn ke segregasyon moun ki andikape san nesesite nan anviwònman enstitisyonèl vyole Lwa Ameriken sou Andikap yo. Men, ankèt DOJ la konkli ke "Maine separe timoun ki gen andikap mantal ak/oswa devlòpmantal san nesesite, nan lopital sikyatrik, sant tretman rezidansyèl, ak yon sant detansyon pou minè ki opere pa leta." Nan la lèt konklizyon yo, DOJ te konkli ke:

"Sistèm sante mantal ki baze sou kominote Maine nan pa bay ase sèvis. Kòm rezilta, plizyè santèn timoun yo separe san nesesite nan enstitisyon chak ane, alòske lòt timoun yo an gwo risk pou yo antre nan enstitisyon."
"Timoun yo pa kapab jwenn aksè a sèvis sante mantal lakay yo ak nan kominote yo—sèvis ki fè pati yon seri pwogram ki deja egziste ke Leta a fè piblisite bay fanmi yo atravè pwogram Medicaid li a (MaineCare), men li pa rann yo disponib nan yon fason ki siyifikatif oswa alè."
"Timoun Maine ki gen bezwen sante mantal kalifye epi apwopriye pou seri sèvis kominotè Eta a ofri, men swa yo rete nan anviwònman segregasyon oswa yo an gwo risk pou yo entène nan yon enstitisyon."
"Fanmi ak timoun nan Maine yo trè ouvè pou resevwa sèvis nan anviwònman entegre. Anfèt, paran yo te endike yon gwo preferans pou pitit yo resevwa sèvis lakay yo akòz chòk, neglijans ak abi ke pitit yo te rapòte ke yo te sibi nan etablisman rezidansyèl andedan ak deyò Maine."

Gwo defisyans DOJ yo mete aksan sou yo se rezilta plizyè ane dezenvestisman nan sistèm sante mantal timoun Maine nan. Pou reponn a defisyans sa yo, yon kowalisyon òganizasyon – Disability Rights Maine, ACLU of Maine, GLBTQ Legal Advocates and Defenders (GLAD) ak Center for Public Representation – ap travay ansanm pou defann refòm konkrè ak ijan nan nivo eta a. Kowalisyon an eksprime gwo enkyetid li konsènan echèk eta a pou bay sèvis sante mantal esansyèl nan kay timoun yo ak nan kominote yo, epi li nan diskisyon aktif ak eta a sou fason espesifik Maine ka amelyore epi devlope sèvis ki deja egziste yo. Deklarasyon sa yo ka atribiye jan yo note sa: Carol Garvan, Direktè Legal, ACLU nan Maine “Tout timoun ta dwe gen opòtinite pou yo mennen yon lavi rich ak konplè nan kominote yo. Leta dwe bay sèvis sante mantal esansyèl nan kominote a pou fè sa tounen yon reyalite. Paske leta pa envesti nan sistèm sante mantal timoun li yo pandan plizyè ane, n ap mete timoun ki andikape yo nan enstitisyon san nesesite — nan prizon, nan sal dijans, nan sant sikyatrik. Kalite segregasyon sa a vyole dwa fondamantal timoun ki andikape yo pou yo pa sibi diskriminasyon.” Atlee Reilly, Direktè Legal, Dwa Andikape Maine "Malgre plizyè ane avètisman, Maine poko rive aksepte pwoblèm li ap fè fas a, gwo domaj k ap fèt pou yon jenerasyon jèn ak fanmi, ak gwo depans nan lavni ki pral kontinye ogmante sof si yo adrese defisyans ki la depi lontan nan sistèm sante mantal timoun yo avèk ijans ki nesesè a. Maine dwe vire do bay solisyon enstitisyonèl ki chè e ki pa efikas epi adopte yon sistèm ki sipòte jèn yo lakay yo ak nan kominote yo." Mary L. Bonauto, Direktè Pwojè Dwa Sivil, GLBTQ Legal Advocates & Defenders (GLAD) "Jèn yo gen yon potansyèl san limit lè yo resevwa swen ak sipò yo bezwen an. Lefèt ke Maine pa bay tout sèvis swen sante mantal ak konpòtmantal yo bezwen depi lontan se pa yon sekrè. Jan rapò Depatman Lajistis la deklare nan Lèt Konklizyon li nan dat 22 jen 2022 a, sa a mennen nan yon anfaz sou konfinman nan enstitisyon, tankou etablisman rezidansyèl, lopital sikyatrik ak Long Creek, yon etablisman detansyon pou jèn, olye ke ak fanmi yo nan kay ak kominote yo. Sa a se yon kriz ki ka rezoud, e kounye a se moman pou fè sa." Steven Schwartz, Direktè Legal, Sant pou Reprezantasyon Piblik "Timoun ak jèn yo devlope byen lè yo grandi lakay yo, rete nan kominote yo, epi rete toupre zanmi ak vwazen yo. Mete yo nan enstitisyon ki lwen koute chè, li pa nesesè, epi li danjere tou senpleman. Plizyè lòt eta, tankou Massachusetts ak Rhode Island, ki toupre yo, te kreye yon sistèm konplè sèvis entansif lakay ki pèmèt timoun yo resevwa tretman yo bezwen an pandan y ap rete ak fanmi yo ak nan lekòl nan katye yo. Maine bezwen fè menm jan an tou." ANTESÈN Eta a okouran de gwo echèk ki genyen nan sistèm sante mantal timoun li an, ki sèvi prensipalman timoun ki soti nan fanmi ki gen ti mwayen epi ki kalifye pou MaineCare. evalyasyon endepandan sistèm nan an 2018 te idantifye anpil nan menm defisyans ak ankèt DOJ la, li te jwenn ke sèvis sante mantal timoun yo pa t disponib lè yo te bezwen, oubyen yo pa t disponib ditou. Yon lòt rechèch apa evalyasyon endepandan An 2020, yon sondaj sou sistèm jistis pou jèn yo te montre ke anpil jèn te arete epi nan prizon nan Long Creek paske yo pa t kapab jwenn aksè a sèvis kominotè ki apwopriye pou bezwen sante mantal ak konpòtman yo. Akòz plizyè ane dezenvestisman, kondisyon sou teren pou jèn yo ak fanmi yo kontinye ap deteryore. Sèvis kominotè yo — tankou aksè a founisè sante mantal lakay yo ak nan lekòl yo — pa disponib pou anpil jèn lè ak kote yo bezwen yo. Lè leta a pa rive satisfè bezwen sante mantal ak konpòtman timoun yo, sitiyasyon yo gen plis chans pou vin yon kriz. Sa mennen nan entènman nesesè timoun yo nan depatman ijans, nan sant sikyatrik, ak nan prizon. Kòm rezilta, jèn Maine yo separe ak kominote yo ak fanmi yo epi yo voye yo nan enstitisyon ki lwen lakay yo. Jèn Maine yo bloke nan lopital, depatman ijans ak inite kriz pandan yon bon bout tan paske sèvis ki nesesè pou sipòte yon egzeyat an sekirite lakay yo pa disponib. Epi Maine kontinye mete timoun nan prizon paske leta a pa rive bay jèn sa yo sèvis kominotè ki apwopriye.

Nouvèl

Lakay » Maine » Page 7

"Règleman modèl kont diskriminasyon transganr lan ak deklarasyon piblik ki anbrase rezidan transganr yo bay yon egzanp klè sou kijan etablisman sa yo kapab e ta dwe fonksyone anrapò ak granmoun transganr yo." – Chris Erchull, Avoka GLAD

Marie King, yon fanm transganr ki gen 79 an, ak Sunrise Assisted Living rive jwenn yon akò istorik nan yon ka nan Komisyon Dwa Moun Maine ki enplike diskriminasyon nan aksè nan etablisman Sunrise nan Jonesport, Maine. Madan King te refize yon chanm nan etablisman an paske li se yon transganr. Komisyon an, ki se yon pati nan akò a tou, te apwouve kondisyon règleman an nan reyinyon li jodi a.

Dapre kondisyon akò a, Adult Family Care Homes of Maine (AFCH), ki opere Sunrise ak uit lòt etablisman nan eta a, pral adopte yon politik konplè kont diskriminasyon transganrAnplis de sa, tout anplwaye ak administratè nan nèf etablisman yo pral patisipe nan fòmasyon konpetans LGBT ki bay pa SAGECare, prensipal founisè fòmasyon sa yo pou ajans k ap sèvi granmoun aje yoAFCH pral poste tou yon deklarasyon sou non-diskriminasyon transjèn yon kote ki byen vizib sou sitwèb konpayi an.

"Mwen kontan anpil wè rezilta pozitif sa a," Madanm King te di“Mwen kwè nouvo règleman yo ap anpeche lòt moun sibi move tretman epi y ap ede moun konprann ke moun transganr yo sèlman ap chèche pou yo trete yo avèk diyite ak respè tankou nenpòt lòt moun.”

Aprann plis bagay sou ka a

Deklarasyon non-diskriminasyon an sou sitwèb AFCH la ap deklare ke tout etablisman AFCH yo bay "yon anviwònman akeyan ak enklizif pou rezidan lesbyèn, ge, biseksyèl, ak transganr" epi espesyalman ke anplwaye yo ap "trete moun transganr yo an akò ak idantite sèks yo nan tout aspè admisyon, plasman, ak pwogramasyon."

Anplis de sa, AFCH ap adopte yon Règleman modèl kont diskriminasyon. Règleman an prevwa ke etablisman AFCH yo "ap trete aplikan ki transganr epi bay sèvis lavi ak sipò li yo bay moun ki transganr yo an akò ak idantite sèks yo," epi espesyalman ke "[p]lasman yon aplikan/rezidan nan yon chanm pataje ki separe pa sèks dwe fèt dapre idantite sèks aplikan/rezidan an, pa sèks yo te ba li lè l te fèt." Règleman an mete aksan sou ke "[f]anm transganr yo pral respekte nèt kòm fanm epi trete menm jan ak lòt fanm nan etablisman an," epi li prevwa ke arasman ki baze sou idantite sèks oswa estati transganr - menm jan ak nenpòt lòt klas pwoteje - entèdi epi anplwaye yo dwe entèveni pou sispann li si li rive.

"Nenpòt moun ki bezwen aksè a yon sant swen alontèm, ki gen ladan moun transganr, ta dwe resevwa yon akèy diyite, konpasyon ak respè." te di Chris Erchull, avoka nan GLAD"Akò a avèk Adult Family Care Homes of Maine adrese gwo domaj Marie te sibi lè yo te refize l poutèt kiyès li ye. Règleman modèl kont diskriminasyon transganr lan ak deklarasyon piblik ki anbrase rezidan transganr yo bay yon egzanp klè sou kijan etablisman sa yo kapab e ta dwe fonksyone anrapò ak granmoun transganr yo."

Nan prentan 2021 an, yon travayè sosyal nan Pen Bay Medical Center te kontakte Sunrise sou non Madan King, ki te yon pasyan nan lopital la nan moman sa a. Okòmansman, etablisman an te di te gen yon chanm disponib, men lè yo te aprann ke Madan King se yon transjèn, Sunrise te enfòme lopital la ke yo pa t ap admèt li paske li te mande pou l rete nan yon chanm ak yon kòlokatè fi.

Nan dat 14 mas, Komisyon Dwa Moun nan Maine te pibliye yon konklizyon sou motif valab ke, lè yo te refize Madan King, etablisman an te diskrimine kont li nan aksè a lojman ak yon plas akomodasyon piblik sou baz idantite seksyèl li, estati transganr li, ak sèks li, tout bagay pwoteje anba Lwa Dwa Moun nan Maine. Aksyon Komisyon an te swiv yon ankèt sou plent diskriminasyon ki te depoze sou non Madan King pa GLBTQ Legal Advocates & Defenders (GLAD), premye plent diskriminasyon ke yo konnen ki te depoze Ozetazini pa yon granmoun aje transganr kont yon etablisman swen alontèm.

"Akò a nan ka Madan King lan voye yon mesaj klè ke granmoun transganr yo ta dwe trete avèk diyite ak respè lè y ap chèche sèvis swen alontèm," te di avoka ansyen GLAD la, Ben Klein"Rezolisyon konjwen ant pati yo ak Komisyon Dwa Moun Maine nan montre aklè ke diskrimine yon aplikan paske li se transjèn se yon vyolasyon lalwa, epi Règleman anti-diskriminasyon an ak fòmasyon konpetans LGBT ki egzije nan règleman sa a se modèl pou etablisman atravè Maine ak nan tout peyi a swiv."

Nan yon deklarasyon jwenti, AFCH ak GLAD te eksprime espwa yo ke rezolisyon pozitif nan pwoblèm sa a "ap mennen sant swen alontèm atravè peyi a adopte règleman ki asire ke granmoun transganr yo, tout granmoun aje yo an reyalite, pral trete avèk diyite ak respè."

"Akò sa a ranfòse yon valè fondamantal ke moun ki bay swen alontèm yo pataje: ke nou tout gen dwa a diyite ak respè pandan n ap vyeyi," te ajoute Direktè Pwojè Dwa Sivil GLAD ak Avoka Maine Mary Bonauto"Se tout sa Marie ak lòt granmoun transjèn yo ap mande epi se sa lalwa nou yo egzije."

Anplis ka sa a, Depatman Sante ak Sèvis Sosyal federal la gen yon ankèt annatant sou aksyon Sunrise yo isit la anba dispozisyon diskriminasyon sèks nan Lwa sou Swen Sante Abòdab la.

Aprann plis bagay sou ka a

Pride 2022 Events

Lakay » Maine » Page 7

Join GLAD and LGBTQIA+ organizers in celebrating this Pride season across the New England region. From festivals to marches, there are a host of local events to attend and celebrate with the community!

The Trans Pride by Transgender Emergency Fund
June 4, 11am-3pm
City Hall Plaza
Boston, MA
Aprann plis

Provincetown Pride & WOC weekend
June 3-June 5, 6:30pm-9:30pm
Provincetown, MA
Aprann plis

Boston Dyke March
June 10, 6:30pm-9:30pm
Parkman Bandstand On Boston Common
Boston, MA
Aprann plis

Boston Pop-Up Pride
June 12, 11am-5pm
The Boston Common
Boston, MA
Aprann plis

Rhode Island Pride
June 18, 12pm
Providence Innovation District Park
Pwovidans, Rhode Island
Aprann plis

Trans Resistance March & Festival for Black Trans Lives
June 25, 12pm – 5pm
Franklin Park Playstead, Pierpont Rd
Boston, MA
Aprann plis

Nashua Pride Festival
June 25, 2pm-6pm
229 Main Street
Nashua, NH
Aprann plis

Boston Urban Pride Weekend
June 30-July 3
Boston, MA
Aprann plis