From: Chrissy Mugleston
To: Chrissy Mugleston,
Subject: FW: Anti-Discrimination Bill SB0100
Date: Thu Jan 16 17:26:15 MST 2014
Body:

 

 

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.
 
Sincerely,
Wendy Ruf
 
 
  (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
             529      purpose.

Sincerely,

Christina Mugleston