To: Chrissy Mugleston,
Subject: FW: Anti-Discrimination Bill SB0100
Date: Thu Jan 16 17:26:15 MST 2014
To Whom it may concern,
Article 6 of the Constitution and the First Amendment guarantee religious freedom for all Americans. As a Christian with solid moral values this bill will force me and my children, against our religious values, to share bathrooms, showers and dressing facilities with people of the opposite gender.
In addition this bill is discriminatory toward the majority of the state of Utah. In a study done in 2012 (the most current study published), it shows that only 2.7% of people in Utah are LGBT. That is a very smallpercentage. This bill disregards the moral values of 97.3% of Utahan's. I have attached the most alarming portion of this bill below. I have seen what similar bills have done in other states and it is concerning. How is this ethical?
I will actively seek to vote out any person who votes in favor of this bill.
(k)"Gender identity" means an individual's internal sense of gender, without regard to
84 the individual's designated sex at birth. Evidence of gender identity may include an
85 individual's self-identification, as well as the individual's gender-related appearance,
86 mannerisms, and other gender-related characteristics.
(8) (a) This chapter may not be interpreted to prohibit an employer from requiring an
515 employee, during the employee's hours at work, to use restrooms, shower facilities, or dressing
516 facilities that are consistent with the employee's gender identity.
517 (b) It is a discriminatory and prohibited employment practice to deny an employee
518 access to restrooms, shower facilities, or dressing facilities that are consistent with the
519 employee's gender identity, as established with the employer at the later of:
520 (i) the time of the application for employment; or
521 (ii) after notification to the employer that the employee has undergone or is undergoing
522 gender transition.
523 (c) For the purposes of this Subsection (8), if an employer has reason to believe that an
524 applicant's or employee's gender identity is not sincerely held, the employer may require the
525 applicant or employee to provide evidence of that gender identity. A person may prove the
526 person's gender identity by providing evidence, including medical history, care or treatment of
527 the gender identity, consistent and uniform assertion of the gender identity, or any other
528 evidence that the gender identity is sincerely held or not being asserted for an improper