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Youth | Schools | Massachusetts

The information on this page is not legal advice. Some information on this page may be out-of-date and is currently undergoing revisions. Please contact GLAD Answers with questions or for updated information.

If you have questions about the impact of recent court and executive actions on your rights under Title IX, visit our Title IX Know Your Rights page to learn more.

This information applies to public schools and in some cases private schools that receive federal funding. If you have questions about your rights in private school, contact us.

YouTube video

You have rights at school.

Self-Expression

  • You have a right to be referred to by your preferred name and pronouns.
  • You have a right to dress and express yourself in a manner consistent with your gender identity.
  • You have a right to free speech and expression. This includes the right to respectfully express opinions or ideas which may offend others – including discussion of LGBTQ topics – and to disagree with others. Remember that others also have the right to respectfully express their own ideas and opinions.

Prom and Other Dances

  • Your school cannot stop you from taking a date of the same sex or gender to your prom or school dance, as long as your choice of date meets the rules applied to all students.
  • Your school cannot treat dates of the same sex or gender differently, including by requiring only same-sex dates to have parental permission.

Learning

You have a right to access information about LGBTQ subjects, including educational websites. Your school’s internet filters should not prevent this access. Click here to learn how to check your school’s internet access.

Sports

Prohibitions on discrimination apply to all school programs, including sports.

School Records

  • You have a right to have your school and medical records kept confidential.
  • You can ask your school(s) to amend their records – even after graduation – to reflect your current name and gender identity.

Does Massachusetts have guidance schools should follow to protect transgender students?

Yes, Massachusetts has created guidance for schools on the rights, responsibilities and best educational practices for transgender and gender non-conforming students.

The guidelines include the following:

  • Schools should respect a transgender student’s name and pronouns;
  • Schools should respect transgender students’ privacy regarding any medical information, previous names, etc.;
  • The name and gender on a student’s records should conform to the student’s gender identity;
  • Transgender students should be able to use the restroom, locker room, and changing facility that accord with their gender identity;
  • In any sex-segregated activities (including athletics), transgender students should be able to participate in a manner consistent with their gender identity.

Learn more about this guidance.

What Massachusetts laws exist to protect LGBT students?

Chapter 76, Section 5 of the Massachusetts General Laws prohibits discrimination based on gender identity, sex, sexual orientation, and perceived sexual orientation in all Massachusetts schools which accept students from the general public, regardless of whether the discrimination comes from students or employees. Similarly, Chapter 151C, which defines fair educational practices, prohibits sexual harassment by public school teachers, staff, or other students. Violations of this law can be brought to the Massachusetts Commission Against Discrimination (MCAD), a state agency that does not require the parties to have a lawyer.

Schools are also required to take certain steps to prevent the harassment of LGBT students, per the Code of Massachusetts Regulations 603 CMR 26.00, Access to Equal Educational Opportunity (www.doe.mass.edu/lawsregs/603cmr26.html?section=01). In particular, the Code requires that schools have policies in place to ensure discrimination and harassment complaints are investigated promptly, and also requires schools to educate staff annually on harassment prevention and appropriate methods of responding to harassment in a school environment.

In May 2010, Massachusetts implemented one of the strongest anti-bullying laws (Chapter 92 of the Acts of 2010.  See http://www.malegislature.gov/Laws/SessionLaws/Acts/2010/Chapter92) in the country.  It has strict requirements that schools must follow to protect students from a wide variety of bullying, be it physical, verbal, or online. Many of these requirements apply to all schools, whether public, private, or charter. Some of the key provisions of the law include:

  • Every school, with the exception of some private schools, must have in place a comprehensive anti-bullying policy;
  • A student’s parents or guardians must be notified if the school learns that they have been bullied;
  • Teachers and other school staff must receive training on how to handle bullying, and are required to report bullying to the administration;
  • Each school must teach students about bullying.

For detailed information about this law, see GLAD’s publication, Massachusetts Students:  What To Do If You’re Being Bullied.

Are there federal laws that protect students?

Yes, Title IX prohibits discrimination against students based on sex in any school or college that receives federal funds. In light of the Supreme Court ruling in Bostock v. Clayton County, which determined that sexual orientation and gender identity discrimination are forms of sex discrimination, the federal Department of Education, which enforces Title IX, has stated that it will interpret any sexual orientation or gender identity discrimination as sex discrimination.

To file a complaint with the federal Department of Education Office of Civil Rights, visit their webpage.

Complaints can be made to your school Title IX coordinator, as well as to:

Office of Civil Rights
The U.S. Department of Education
John W. McCormack Post Office & Courthouse, Room 222
Post Office Square
Boston, MA 02109

Additionally, some kinds of discrimination and harassment may violate a student’s constitutional rights.

What can I do if I’m being discriminated against at school?

There are many ways to approach the issue. One is to ask for support from a friend, teacher, or counselor, and talk to the people who are bothering you. That is not an option, however, if you don’t feel safe doing so.

Take a look at your school’s policies and notify whoever is supposed to be notified – usually a vice principal or Title IX coordinator. You should document any incidents of harassment or discrimination in writing. Once you meet with the right officials, make a note of what you told them and on what date, and ask when they will be getting back to you with a response. If they don’t help you or don’t follow through, you may wish to write to the principal and superintendent and ask for them to end the discrimination.

At the same time, or after contacting the administration as set out above, you may want to file a complaint with the Problem Resolution System of the Mass. Dept. of Elementary and Secondary Education at (781) 338-3700. They will investigate and examine whether or not the school should consider taking further actions.

If the above methods fail to stop the discrimination, you may also wish to consider legal action. Contact GLAD for attorney referrals.

Does Massachusetts have a law to protect public school students from bullying?

Yes. In May 2010, Massachusetts implemented one of the strongest anti-bullying laws (Chapter 92 of the Acts of 2010.  See http://www.malegislature.gov/Laws/SessionLaws/Acts/2010/Chapter92) in the country.  It has strict requirements that schools must follow to protect students from a wide variety of bullying, be it physical, verbal, or online. Many of these requirements apply to all schools, whether public, private, or charter. Some of the key provisions of the law include:

  • Every school, with the exception of some private schools, must have in place a comprehensive anti-bullying policy;
  • A student’s parents or guardians must be notified if the school learns that they have been bullied;
  • Teachers and other school staff must receive training on how to handle bullying, and are required to report bullying to the administration;
  • Each school must teach students about bullying.

For detailed information about this law, see GLAD’s publication, Massachusetts Students:  What To Do If You’re Being Bullied.

Where else can I get support if I’m having a problem?

In addition to the resources listed above, you may wish to contact the Massachusetts Commission on GLBT Youth, (617) 624-5485; or the Violence Recovery Program, 1-800-834-3242.

Youth | HIV/AIDS | Massachusetts

Also see our pages on HIV/AIDS Discrimination, Testing and Privacy and Other HIV-Related Questions

Can people under 18 access PrEP for HIV prevention without informing their parents?

Yes. If you are under 18 and sexually active, Massachusetts law enables you to access HIV-preventative medication (PrEP) from a healthcare provider or health clinic without needing the consent of a parent or legal guardian. State law ensures the privacy of young people to receive PrEP, or any other HIV prevention therapy, and medical providers can’t share that with anyone, including your parents, without your written consent. For more information, visit PrEP for Minors.

Youth | Justice | Massachusetts

LGBTQ Youth in MA Department of Youth Services System

All youth, including LGBTQ youth, have the right to be safe in Massachusetts’ DYS System

You have the right to equal treatment and to access appropriate services while in the juvenile justice system.

You have the right to safe and appropriate placements free from discrimination or harassment based on your actual or perceived sexual orientation or gender identity or expression.

If you have an attorney, your attorney should represent you supportively and without bias based on your LGBTQ status.

You have the right to be open about your sexual orientation and gender identity or expression.

You have the right to be identified by your chosen name and pronouns and to wear clothing consistent with your gender identity.

You are entitled to protection from physical, emotional or sexual abuse by other youth or facility staff.

A facility’s response to harassment or violence against you cannot be to move you to a more restrictive facility or to isolate you.

You cannot be segregated or classified as a sex offender based on myths that LGBTQ youth prey on other youth.

You may not be disciplined for engaging in age-appropriate romantic or sexual conduct that would not be punished between two different-sex youth.

You must have access to appropriate medical or mental health care, both for general services and for any medical services that may be unique to you as an LGBTQ youth.

Medical care should not be conditioned on good behavior or withheld as a punishment.

Massachusetts law protects you from having a therapist try to change your sexual orientation or gender identity.

You may report care or treatment concerns regarding an employee or another youth through the Youth Grievance Process or an employee.

Juvenile Criminal Records & Expungement

Expungement: Under the law, getting your record erased is called expungement. After your record is expunged, you can legally say that you have no criminal record. Having your criminal record permanently erased can make a difference when you are applying for employment, housing, and many other necessities.

Only some types of criminal records can be erased. Some examples of eligible records are those relating to:

  • Tagging
  • Drug possessions and distribution
  • Disorderly conduct
  • Theft
  • Sex work

You should talk to a lawyer about whether your records are eligible, and how to request expungement if they are.

For more information on criminal records, visit:
Greater Boston Legal Services
Or contact them: www.gbls.org/contact_us or (617) 371-1234.

Youth | GSAs/LGBTQ+ clubs | Massachusetts

Do students have the right to form Gender-Sexuality or Gay-Straight Alliances (GSAs)/LGBTQ+ clubs in their schools?

Yes, as to high school students; probably, as to middle school students. According to the Massachusetts Department of Elementary and Secondary Education, the Massachusetts Student Anti-Discrimination Law (Chap. 76, Sec. 5) requires school administrators to respond consistently to all requests related to extra-curricular clubs, even if they don’t agree personally with the club’s content.

In addition, a federal law known as the “Equal Access Act” requires that all federally funded secondary schools provide equal access to extra-curricular clubs. So long as a school has at least one student-led extra-curricular club, it must allow additional clubs to organize, and must provide them with equal access to meeting spaces, facilities, and funding without discriminating based on a club’s purpose, be that purpose religious, philosophical, political, or otherwise (20 U.S.C. § 4071).

If your school is preventing you from forming a GSA or LGBTQ+ club, contact GLAD Answers.

Youth | Discrimination | Massachusetts

What are my rights as an LGBTQ+ student?

All Massachusetts public school students have the right:

  • To be safe in school without being bullied,
  • To access information about LGBTQ subjects including educational website,
  • To dress and present yourself in a manner consistent with your gender identity,
  • To free speech and expression. This means you have the right to express ideas that may offend other people and you have the right to disagree with others, as long as you express those ideas in a respectful way.

All Massachusetts public and many private school students have the right:

  • To be protected from discrimination or harassment based on sexual orientation, gender identity or expression or HIV status,
  • To form a Gay/Straight Alliance (GSA) that gets treated the same as every other non-curricular group.  This means equal funding, access to facilities, and the ability to choose your group’s name.

Outside of school you have the right:

  • To be protected from discrimination based on your actual or perceived sexual orientation, HIV status, or gender identity in employment, housing, and public accommodations (like restaurants or stores).
  • To give your own consent to get tested for HIV without your parents’ permission. For more specific information, see the “HIV/AIDS” Issue Area.
  • To report to the police anyone in or out of school who physically harms you, threatens you, or vandalizes your property.

Does Massachusetts have an anti-discrimination law protecting LGBTQ+ individuals from discrimination?

Yes. Since 1990, Massachusetts has prohibited discrimination based on sexual orientation in public and private employment, housing, public accommodations, credit, and services (visit generally Mass. Gen. Laws, chap. 151B). Other areas of the law (e.g. education and insurance) also prohibit discrimination based on sexual orientation.

Do the laws also protect people perceived to be LGBTQ+?

Yes. Massachusetts non-discrimination law defines “sexual orientation” as “having an orientation for or being identified as having an orientation for heterosexuality, bisexuality or homosexuality” (Mass. Gen. Laws, chap. 151B, sec. 3(6)). This language has been interpreted to include discrimination based on perception. For example, if a person is fired because they are perceived to be gay, they may invoke the protection of the anti-discrimination law regardless of their actual orientation.

Similarly, the law defines “gender identity” as:

[A] person’s gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth… (Mass. Gen. Laws, chap. 4, sec. 7(59) (emphasis added)).

Does the Massachusetts have anti-discrimination laws that protect students?

Yes, Chapter 76, Section 5 of the Massachusetts General Laws prohibits discrimination based on gender identity, sex, sexual orientation, and perceived sexual orientation in all Massachusetts schools which accept students from the general public, regardless of whether the discrimination comes from students or employees.

Similarly, Chapter 151C, which defines fair educational practices, prohibits sexual harassment by public school teachers, staff, or other students. Violations of this law can be brought to the Massachusetts Commission Against Discrimination (MCAD), a state agency that does not require the parties to have a lawyer. For more information on Massachusetts anti-discrimination law and how to file a discrimination complaint, see the “Discrimination” Issue Area.

Schools are also required to take certain steps to prevent the harassment of LGBTQ students, per the Code of Massachusetts Regulations, 603 CMR 26.00, Access to Equal Educational Opportunity. In particular, the Code requires that schools have policies in place to ensure discrimination and harassment complaints are investigated promptly and also requires schools to educate staff annually on harassment prevention and appropriate methods of responding to harassment in a school environment.

Are there federal laws that protect students?

Yes, Title IX prohibits discrimination against students based on sex in any school or college that receives federal funds. In light of the Supreme Court ruling in Bostock v. Clayton County, which determined that sexual orientation and gender identity discrimination are forms of sex discrimination, the federal Department of Education, which enforces Title IX, has stated that it will interpret any sexual orientation or gender identity discrimination as sex discrimination.

To file a complaint with the federal Department of Education Office of Civil Rights, visit their webpage.

Complaints can be made to your school Title IX coordinator, as well as to:

Office of Civil Rights
The U.S. Department of Education
John W. McCormack Post Office & Courthouse, Room 222
Post Office Square
Boston, MA 02109

Additionally, some kinds of discrimination and harassment may violate a student’s constitutional rights.

What can I do if I’m being discriminated against at school?

There are many ways to approach the issue. One is to ask for support from a friend, teacher, or counselor, and talk to the people who are bothering you. That is not an option, however, if you don’t feel safe doing so.

Take a look at your school’s policies and notify whoever is supposed to be notified – usually a vice principal or Title IX coordinator. You should document any incidents of harassment or discrimination in writing. Once you meet with the right officials, make a note of what you told them and on what date, and ask when they will be getting back to you with a response. If they don’t help you or don’t follow through, you may wish to write to the principal and superintendent and ask for them to end the discrimination.

At the same time, or after contacting the administration as set out above, you may want to file a complaint with the Problem Resolution System of the Mass. Dept. of Elementary and Secondary Education at (781) 338-3700. They will investigate and examine whether or not the school should consider taking further actions.

If the above methods fail to stop the discrimination, you may also wish to consider legal action. Contact GLAD Answers for attorney referrals.

Where else can I get support if I’m having a problem?

In addition to the resources listed above, you may wish to contact the Massachusetts Commission on LGBTQ Youth, (617) 624-5485; or the Violence Recovery Program, 1-800-834-3242.

Does Massachusetts have a law that bans conversion therapy?

Yes, in 2019 Massachusetts passed a law banning any practice by a health care provider that attempts or purports to impose change of an individual’s sexual orientation or gender identity.

State and national medical, mental health, and child welfare organizations all oppose the practice of conversion therapy, a practice which seeks to change a person’s sexual orientation or gender identity. Extensive professional literature shows the practice to be both ineffective in changing sexual orientation or gender identity and harmful to youth. Young people who have been subjected to conversion therapy are at increased risk of depression, suicidal thoughts and suicide attempts, and illegal drug use.

Under the law’s provisions, a health care provider who violates this section shall be subject to discipline by the appropriate licensing board. Such discipline may include suspension or revocation of their license.

Youth | Employment | Massachusetts

Does Massachusetts have an anti-discrimination law protecting LGBTQ+ individuals from discrimination in employment?

Yes. Since 1990, Massachusetts has prohibited discrimination based on sexual orientation in public and private employment, housing, public accommodations, credit, and services (visit generally Mass. Gen. Laws, chap. 151B). Other areas of the law (e.g. education and insurance) also prohibit discrimination based on sexual orientation.

Do the laws also protect people perceived to be LGBTQ+ in employment?

Yes. Massachusetts non-discrimination law defines “sexual orientation” as “having an orientation for or being identified as having an orientation for heterosexuality, bisexuality or homosexuality” (Mass. Gen. Laws, chap. 151B, sec. 3(6)). This language has been interpreted to include discrimination based on perception. For example, if a person is fired because they are perceived to be gay, they may invoke the protection of the anti-discrimination law regardless of their actual orientation.

Similarly, the law defines “gender identity” as:

[A] person’s gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth… (Mass. Gen. Laws, chap. 4, sec. 7(59) (emphasis added)).

Who does the non-discrimination law apply to and what does it forbid?

The non-discrimination law applies to public or private employers who have at least 6 employees (not including the owner or certain family members). It forbids employers from refusing to hire a person, discharging them, discriminating against them “in compensation, or in terms, conditions or privileges of employment” because of sexual orientation or gender identity (Mass. Gen. Laws, chap. 151B, sec. 4(1)). This covers most significant job actions, such as hiring, firing, failure to promote, demotion, excessive discipline, harassment and different treatment of the employee and similarly situated co-workers.

The law also applies to employment agencies and labor organizations (e.g. unions) (Mass. Gen. Laws, chap. 151B, secs. 4(3), 4(2)).

Example: after employer saw a male employee reading a gay newspaper, employer told him not to bring in “pornographic materials” and then disciplined the employee for making personal phone calls (but not others who made phone calls) and berated him for hanging out with his friends (although the meeting was work-related). When employee confronted employer for referring to him to another employee as a “faggot,” employee was fired. Discrimination was found and the employee was awarded damages (Fijal v. Kentucky Fried Chicken/JTN Food Serv., Inc. 20 M.D.L.R. 45 (1998)).

Example: where employee’s supervisor ridiculed employee as “pipe smoker” and “lollipop licker,” employee awarded damages for harassment (Magane v. Corcoran Management Co., 18 M.D.L.R. 103 (1996)).

Example: where a gay male county corrections officer suffered persistent rumors in the workplace concerning his sexual orientation, slurs and shunning at work, undesirable work assignments and unsuccessful internal administrative remedies, a jury awarded him compensatory and punitive damages of $623,000 plus interest and attorney’s fees as the result of this harassment (Salvi v. Suffolk County Sheriff’s Dept., 67 Mass. App. Ct. 596, 855 N.E. 2d 777 (2006)).

Are any employers exempt from the anti-discrimination law?

Employers with fewer than six employees are exempt.

Similarly, an employer, agency, or labor organization may defend against a discrimination claim by arguing that it is a “bona fide occupational qualification” of the particular job to have a non-LGBTQ+ employee fill it. Luckily, although this defense is technically allowed by law, it is strictly applied and very rarely successful (e.g. Sarni Original Dry Cleaners, Inc. v. Cooke, 388 Mass. 611, 447 N.E.2d 1228 (1983)).

Religious institutions and their charitable and educational associations are sometimes exempt from the law (Mass. Gen. Laws, chap. 151B, sec. 1(5)).  If a business is operated or supervised by a religious institution, it may preferentially hire members of its own religion, and may make employment decisions that  “promote the religious principles for which it is established or maintained” (Id.) However, in a Massachusetts Superior Court decision brought by GLAD, Barret v. Fontbonne Academy (33 Mass. L. Rep. 287 (Mass. Super. Ct. 2015)), the court held that this exemption is only available to religious employers who explicitly limit admission or employment to members of their religion. Thus, unless a religious employer specifically restricts hiring or admission, it is not exempt from the law.

Does the Massachusetts law prohibit sexual harassment?

Yes. Sexual harassment is specifically prohibited under the law. Massachusetts law defines “sexual harassment” as:

“[S]exual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (a) submission  to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.  Discrimination on the basis of sex shall include, but not be limited to, sexual harassment” (Mass. Gen. Laws, chap. 151B, sec. 1 (18)).

A claim of harassment can be pursued under Mass. Gen. Laws, chap. 151B, sec. 4 (16A) (Making it unlawful “for an employer, personally or through his agents, to sexually harass any employee”). For employers who are not large enough to be subject to the jurisdiction of the Massachusetts Commission Against Discrimination (fewer than 6 employees), claims may be brought directly in court under Mass. Gen. Laws, chap. 214, sec. 1C (setting forth right to be free from sexual harassment).

It is just as unlawful to sexually harass an LGBTQ+ individual as it is to harass anyone else. Some harassment is specifically anti-LGBTQ+, and may be more fairly characterized as harassment on the basis of sexual orientation or gender identity. 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 (Salvi v. Suffolk County Sheriff’s Dept., 67 Mass. App. Ct. 596, 855 N.E. 2d 777 (2006)).

Both the United States Supreme Court and several state courts have found same-sex sexual harassment to violate sexual harassment laws (Compare Oncale v. Sundowner Offshore Services, 523 U.S. 75, 118 S.Ct. 998 (1998)(man can sue for sexual harassment by other men under federal sexual harassment laws); Melnychenko v. 84 Lumber Co., 424 Mass. 285, 676 N.E.2d 45 (1997)(same-sex sexual harassment forbidden under state law)).

Youth Foster Care | Massachusetts

In Foster Care? A Group Home? Getting DCF Services?

You have the right to be treated with care and respect, and to be affirmed for who you are.

You have the right to safe and appropriate placements in the child welfare system, free from discrimination and harassment based on your sexual orientation or gender identity or expression. 

You have the right to be free from harassment and abuse based on actual or perceived sexual orientation or gender identity or expression in foster care placements. This means that you should be protected from both physical and emotional harm in placements and should be placed with caretakers who will ensure your safety and wellbeing outside the home. 

You have the right to be open about your sexual orientation and gender identity and expression. 

You have the right to be identified by the name and pronouns that accord with your gender identity and to wear clothing consistent with your gender identity. 

Massachusetts law protects you from having a therapist try to change your sexual orientation or gender identity. 

You have the right to equal treatment and to access appropriate services for your sexual orientation or gender identity or expression while in the child welfare system. 

You must have access to appropriate medical or mental health care. 

You should be treated equally to heterosexual and gender conforming youth, including about age appropriate displays of affection. 

You should have access to supportive materials and resources, including to GSA‘s at schools and to community support groups. 

Students | Transgender Rights | Massachusetts

The information on this page is not legal advice. Some information on this page may be out-of-date and is currently undergoing revisions. Please contact GLAD Answers with questions or for updated information.

If you have questions about the impact of recent court and executive actions on your rights under Title IX, visit our Title IX Know Your Rights page to learn more.

Nondiscrimination in MA Schools

You have the right to attend school in safety and free from discrimination and harassment based on your sexual orientation or gender identity or expression.

Your school must provide you equal access to and allow you to participate on equal terms in all school programs, including extracurricular activities and sports.

Schools must respect your gender identity, including allowing you to dress and present yourself in a manner consistent with your gender identity.

Need help updating your name or gender marker? Contact our Transgender ID Project.

Sexual Orientation and Gender Identity and Expression Discrimination

Massachusetts bans discrimination based on sexual orientation and gender identity and expression in private and public schools.

The ban makes it unlawful, because of sexual orientation and gender identity and expression, to:

  • Deny a person equal opportunity in athletic programs;
  • Exclude any person from any program or activity;
  • Deny admission to an institution or program or to fail to provide equal access to any information about an institution or program through recruitment; or
  • Deny financial assistance availability and opportunity.

Note:  There are some exemptions for educational facilities owned or operated by religious corporations, associations, or societies.

What Massachusetts laws exist to protect transgender students?

Chapter 76, Section 5 of the Massachusetts General Laws prohibits discrimination based on gender identity, sex, sexual orientation, and perceived sexual orientation in all Massachusetts schools which accept students from the general public, regardless of whether the discrimination comes from students or employees. Similarly, Chapter 151C, which defines fair educational practices, prohibits sexual harassment by public school teachers, staff, or other students. Violations of this law can be brought to the Massachusetts Commission Against Discrimination (MCAD), a state agency that does not require the parties to have a lawyer.

  • Every school, with the exception of some private schools, must have in place a comprehensive anti-bullying policy;
  • A student’s parents or guardians must be notified if the school learns that they have been bullied;
  • Teachers and other school staff must receive training on how to handle bullying, and are required to report bullying to the administration;
  • Each school must teach students about bullying.

What protections exist for transgender students in Massachusetts?

Discrimination against transgender students is prohibited in Massachusetts public schools. Chapter 76, Section 5 of the Massachusetts General Laws prohibits discrimination in public schools based on gender identity, as do the revised Access to Equal Education Opportunity Regulations, 603 CMR 26.00, and Charter School Regulations, 603 CMR 1.00.

  • Schools should respect a transgender student’s name and pronouns;
  • Schools should respect transgender students’ privacy regarding any medical information, previous names, etc.;
  • The name and gender on a student’s records should conform to the student’s gender identity;
  • Transgender students should be able to use the restroom, locker room, and changing facility that accord with their gender identity;
  • In any sex-segregated activities (including athletics), transgender students should be able to participate in a manner consistent with their gender identity.

Does Massachusetts have a law to protect public school students from bullying?

Yes. In May 2010, Massachusetts implemented one of the strongest anti-bullying laws (Chapter 92 of the Acts of 2010.  See http://www.malegislature.gov/Laws/SessionLaws/Acts/2010/Chapter92) in the country.  It has strict requirements that schools must follow to protect students from a wide variety of bullying, be it physical, verbal, or online. Many of these requirements apply to all schools, whether public, private, or charter. Some of the key provisions of the law include:

  • Every school, with the exception of some private schools, must have in place a comprehensive anti-bullying policy;
  • A student’s parents or guardians must be notified if the school learns that they have been bullied;
  • Teachers and other school staff must receive training on how to handle bullying, and are required to report bullying to the administration;
  • Each school must teach students about bullying.

Antidiscrimination Protection Under Title IX of Federal Law

Title IX is a federal law that bans sex discrimination in schools that receive federal funding (nearly all public schools). Many courts have interpreted “sex discrimination” as applying to discrimination experienced by transgender students, and those who don’t meet gender stereotypes or expectations.

Title IX is enforced by the United States Department of Education. If you have been discriminated against based on your transgender identity, you have 180 days after the discrimination or harassment occurred to file a complaint with the United States Department of Education. We believe Title IX protects transgender students.  The Supreme Court has taken up the question as to whether sex discrimination encompasses LGBTQ people, so more guidance is forthcoming.

More information about Title IX and filing a complaint can be found at the National Center for Transgender Equality.

What can I do if I’m being discriminated against at school?

There are many ways to approach the issue. One is to ask for support from a friend, teacher, or counselor, and talk to the people who are bothering you. That is not an option, however, if you don’t feel safe doing so.

Take a look at your school’s policies and notify whoever is supposed to be notified – usually a vice principal or Title IX coordinator. You should document any incidents of harassment or discrimination in writing. Once you meet with the right officials, make a note of what you told them and on what date, and ask when they will be getting back to you with a response. If they don’t help you or don’t follow through, you may wish to write to the principal and superintendent and ask for them to end the discrimination.

At the same time, or after contacting the administration as set out above, you may want to file a complaint with the Problem Resolution System of the Mass. Dept. of Elementary and Secondary Education at (781) 338-3700. They will investigate and examine whether or not the school should consider taking further actions.

If the above methods fail to stop the discrimination, you may also wish to consider legal action. Contact GLAD Answers for attorney referrals.

Where else can I get support if I’m having a problem?

In addition to the resources listed above, you may wish to contact the Massachusetts Commission on GLBT Youth, (617) 624-5485; or the Violence Recovery Program, 1-800-834-3242.

Testing & Privacy | HIV/AIDS | Massachusetts

What laws in Massachusetts govern informed consent for HIV testing?

In 2012, Massachusetts changed the HIV testing part of the law (M.G.L. c. 111, § 70F) to require only “verbal informed consent.”  However, a physician, health care provider, or health care facility may not do any of the following without first obtaining a person’s written informed consent:

  • Reveal to third parties that a person took an HIV test; or
  • Disclose to third parties the results of a person’s HIV test.

It is important to keep in mind that this law only prohibits the disclosure of HIV status by health care providers.

A competent adult has the right to decide whether they wish to undergo any medical treatment or testing.  Without informed consent, the provision of medical treatment is considered to be a “battery,” a legal claim based upon nonconsensual physical contact with or intrusion upon a person’s body.

What type of consent is considered sufficient?

Consent to an HIV test only needs to be done orally, but disclosure that a person took an HIV test or the results of an HIV test requires written  informed consent and must be HIV-specific, not general.

Written informed consent means that a person must sign a specific release authorizing the health care provider to test for HIV and/or disclose the results of an HIV test.

A general release to a health care provider authorizing the disclosure of medical records and information is insufficient. The release must specifically authorize the disclosure of HIV test results and must state the purpose for which the information is being requested.

What are the possible penalties for health care providers that do not obtain written informed consent?

A health care provider or facility that tests for HIV or discloses an HIV test result without written informed consent violates a Massachusetts law (M.G.L. c.  93A) that protects consumers from unfair and deceptive trade practices.  Under this law, a person may receive compensatory damages for harm such as emotional distress, attorneys’ fees and, under certain circumstances, multiple damages — damages up to three times the amount of a person’s actual damages.  A physician may also be liable for medical malpractice or battery.

Can minors give informed consent?

Under Massachusetts law, minors (persons under the age of 18) are generally considered to lack the legal capacity to consent to medical treatment. However, given the importance of making HIV testing available to adolescents, there are two sources of law that authorize a minor to consent to medical treatment or testing, such as an HIV test, without the consent of a parent or legal guardian.

Both lawmakers and the courts have acknowledged the importance of minors being able to make independent decisions about their health care in certain circumstances.

What laws govern minors and informed consent?

Massachusetts law (M.G.L. c. 112, § 12F) provides that a minor may give consent to medical or dental care if they are:

  • Married, widowed or divorced;
  • A parent of a child;
  • A member of the armed forces;
  • Pregnant or believes herself to be pregnant;
  • Living separate and apart from his parents or legal guardian and is managing his own financial affairs; or
  • “Reasonably believes himself to be suffering from or to have come in contact with any disease defined as dangerous to the public health [by the Department of Public Health] pursuant to Chapter 111.” The list of such diseases includes HIV.  The minor may only consent to care relating to the diagnosis or treatment of that disease.

A physician or dentist is not liable for performing a procedure without informed consent if the physician relied in good faith on the patient’s statement that they are over 18 years of age.

Medical or dental records and other information about a minor who consents to treatment are confidential and may not be released except with the consent of the minor or upon a judicial order.  The statute, however, creates an exception to the confidentiality of a minor’s medical information when the physician or dentist “reasonably believes” that the minor’s condition is “so serious that his life or limb is endangered.”  In this case, the physician or dentist must notify the parents or legal guardian of the minor’s condition.

What do the courts say about minors and informed consent?

In addition to the provisions of Chapter 112, Section 12F, courts have held that minors can provide informed consent for medical treatment if they are sufficiently intelligent and mature to understand the risks and benefits of treatment, regardless of financial independence or living situation. This is known as the “mature minor” rule.

Courts will typically assess the minor’s age, experience, education, training, judgment, conduct and demeanor to assess whether under a particular circumstance the minor has the ability to appreciate the nature and consequences of treatment.

Courts will give particular weight to how close the person is to majority (18 years of age), the benefits of the treatment or test (which are significant in the case of an HIV antibody test), and the complexity of the treatment or test.

Does Massachusetts have reporting laws that require HIV or AIDS diagnoses to be reported to the Department of Public Health?

Yes. All states require that certain health conditions be reported to public health authorities in order to track epidemiological trends and develop effective prevention strategies.  Massachusetts requires that licensed health care providers and health care facilities licensed by the Department of Public Health report HIV and AIDS cases by name to the Massachusetts HIV/AIDS Surveillance Program.  AIDS cases have been reportable by name since 1983.  In 1999 HIV cases became reportable using a unique identifier code.  Due to funding conditions by the federal      government, however, Massachusetts was forced to require HIV reporting by name beginning January 1, 2007.

What laws in Massachusetts protect the privacy of medical information, such as HIV?

As noted above, the HIV testing statute prohibits a health care provider from disclosing to a third party the results of an HIV test without written informed consent. A more general Massachusetts privacy law applies in other contexts.

Massachusetts law (M.G.L. c. 214, § 1B) provides:

A person shall have a right against unreasonable, substantial or serious interference with his privacy.

How do courts determine whether there has been a violation of this general privacy law?

As an initial matter, in order to be protected by this law, a person must have a “privacy right” in particular information.  Courts have ruled that a person has a privacy right in HIV infection status because:

  • HIV is personal medical information; and
  • HIV is associated with significant social stigma and

Simply having a “privacy right” in certain personal information, however, does not mean that every disclosure is a violation of the law.

In analyzing whether there has been a violation of the statute, courts will determine whether there is any legitimate countervailing reason for the disclosure. In other words, a court will balance privacy rights versus other reasons that a defendant articulates as to why a disclosure was necessary in spite of the infringement upon privacy.

For example, if an employee reveals their HIV status to a supervisor, the supervisor may only reveal that information to others for a necessary business reason.  It may be considered a legitimate business reason to discuss the employee’s HIV status with other management personnel in connection with making adjustments to a person’s job duties as a reasonable accommodation.  It would not, however, be a legitimate business reason to tell the employee’s co-workers or non-essential management personnel.

If a day care center or school revealed the identity of a child or student with AIDS to parents or other students, there is a good argument that such conduct violates Massachusetts law.  There is no legitimate interest in disclosing the child’s HIV status, especially since the risk of transmission to others is minuscule.

Does a person with HIV have a constitutional right to privacy?

Many courts have found that a person has a constitutional privacy right to the nondisclosure of HIV status.  Courts have based this right on the Due Process Clause of the U.S. Constitution which creates a “privacy interest” in avoiding disclosure of certain types of personal, intimate information.

The constitutional right to privacy can only be asserted when the person disclosing the information is a state or government actor – e.g., police, prison officials, doctors at a state hospital.

Similar to the Massachusetts privacy statute (M.G.L. c. 214, § 1B), courts balance the nature of the intrusion into a person’s privacy against the weight to be given to the government’s legitimate reason for a policy or practice that results in disclosure.

Do health care professionals ever have an obligation to warn a third party about a client’s HIV status?

It is the AIDS Law Project’s view that there is no clear justification for such a breach of confidentiality under Massachusetts law, even if a counselor or physician learns that a client is engaging in unsafe sex or other risky behavior without having disclosed their HIV-positive status to a partner.  Providers and consumers alike, however, should be aware that the case law in this area is still developing and remains unresolved.  For a legal opinion on how to handle a specific situation, consult with a supervisor or lawyer.

Do provisions under Massachusetts law that permit health care providers, under certain limited circumstances, to warn third parties of potential harm apply to HIV status?

It is the AIDS Law Project’s position that these provisions should not be understood to apply to HIV.

Take, for example, the Massachusetts statute that permits licensed social workers and licensed mental health professionals to warn third-parties under certain limited circumstances (M.G.L. c. 112, § 135A). Under certain circumstances, Massachusetts law provides that a social worker may, but is not legally mandated to, disclose confidential communications, including situations when:

  • The client has communicated an explicit threat to kill or inflict serious bodily injury upon a reasonably identified victim or victims with the apparent intent and ability to carry out the threat;
  • The client has a history of physical violence that is known to the social worker and the social worker has a reasonable basis to believe a client will kill or inflict serious bodily injury on a reasonably identifiable victim.

There are virtually identical statutes for licensed psychologists (M.G.L. c. 112, § 129A) and licensed mental health professionals (M.G.L. c. 123, § 36B).

And, with respect to physicians, the Massachusetts Supreme Judicial Court stated in Alberts v. Devine in 1985, that physicians owe patients a legal duty not to disclose confidential patient medical information without the patient’s consent, “except to meet a serious danger to the patient or others.” The Court did not, and has not since then, articulated the meaning and scope of the words “serious danger.”

Neither of these provisions provides clear legal justification to breach the confidentiality of a client’s HIV status, in light of the specific Massachusetts statute prohibiting the involuntary disclosure of HIV status by a health care provider.

No court has ever interpreted the relationship between the HIV confidentiality statute and other general provisions permitting disclosure of patient information under limited circumstances by doctors or mental health providers.  Therefore, providers who involuntarily disclose a client’s HIV status risk liability for invasion of privacy.

However, because this is an evolving area of law, it is crucial to consult an attorney with questions about specific situations.

Can people under 18 access PrEP for HIV prevention without informing their parents?

Yes. If you are under 18 and sexually active, Massachusetts law enables you to access HIV-preventative medication (PrEP) from a healthcare provider or health clinic without needing the consent of a parent or legal guardian. State law ensures the privacy of young people to receive PrEP, or any other HIV prevention therapy, and medical providers can’t share that with anyone, including your parents, without your written consent. For more information, visit PrEP for Minors.

HIV/STI Testing and Counseling Resources

  • Planned Parenthood – HIV/STI Testing and sexual healthcare
  • Fenway Health – specializing in healthcare for LGBTQ communities and people living with HIV/AIDS
  • BAGLY – Boston Alliance of LGBTQ Youth
  • Boston GLASS – a variety of services for LGBTQ Youth, including HIV testing

HIV is Not a Crime

There are laws in other states requiring disclosure or criminalizing the transmission of HIV. These laws were passed decades ago based on stigma and ignorance about the virus. Fortunately, there are no specific statutes in Massachusetts criminalizing the transmission of HIV.

GLAD Answers can help you:

  • Understand how to file a complaint if you are discriminated against in your job, a public accommodation, housing, obtaining credit, or at school.
  • Understand what it means to ask for a “reasonable accommodation” in your job.
  • Understand your rights when it comes to being tested for HIV and having those test results kept private.

Youth | Bullying | Massachusetts

Does Massachusetts have a law to protect public school students from bullying?

Yes. Massachusetts has one of the strongest anti-bullying laws in the country. It has strict requirements that schools must follow to protect students from a wide variety of bullying, be it physical, verbal, or online. Many of these requirements apply to all schools, whether public, private, or charter. Some of the key provisions of the law include:

  • Every school, with the exception of some private schools, must have in place a comprehensive anti-bullying policy;
  • Each plan shall recognize that certain students may be more vulnerable to becoming a target of bullying or harassment based on actual or perceived differentiating characteristics, including gender identity or expression and sexual orientation or by association with a person who has or is perceived to have one or more of these characteristics. The plan shall include the specific steps that each school district, charter school, non-public school, approved private day or residential school and collaborative school shall take to support vulnerable students and to provide all students with the skills, knowledge and strategies needed to prevent or respond to bullying or harassment.
  • A student’s parents or guardians must be notified if the school learns that they have been bullied;
  • Teachers and other school staff must receive training on how to handle bullying and are required to report bullying to the administration;
  • Each school must teach students about bullying.

Does Massachusetts have guidance schools should follow to protect transgender students?

Yes, Massachusetts has created guidance for schools on the rights, responsibilities and best educational practices for transgender and gender non-conforming students.

The guidelines include the following:

  • Schools should respect a transgender student’s name and pronouns;
  • Schools should respect transgender students’ privacy regarding any medical information, previous names, etc.;
  • The name and gender on a student’s records should conform to the student’s gender identity;
  • Transgender students should be able to use the restroom, locker room, and changing facility that accord with their gender identity;
  • In any sex-segregated activities (including athletics), transgender students should be able to participate in a manner consistent with their gender identity.

Learn more about this guidance.

What can I do if I’m being discriminated against or bullied at school?

There are many ways to approach the issue. One is to ask for support from a friend, teacher or counselor and talk to the people who are bothering you. That is not an option, however, if you don’t feel safe doing so.

Take a look at your school policies and notify whoever is supposed to be notified — usually a vice principal or Title IX coordinator. You should document any incidents of harassment or discrimination in writing with at least the date and time. Once you meet with the right officials, write yourself notes about what you told them and on what date and ask when they will be getting back to you with a response. If they don’t help you or don’t follow through, you may wish to write to the principal and superintendent and ask for them to end the discrimination.

If this fails, you may also wish to consider legal action against the town by contacting the Massachusetts Commission Against Discrimination or the federal Department of Education Office of Civil Rights.

This is a complicated area of law as well as being emotionally challenging. Contact GLAD Answers by filling out the email form at GLADAnswers.org or by phone at 800-455-GLAD (4523) to discuss options.

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