The strongest protections for lesbian, gay, bisexual, transgender, and queer workers is a union contract. Work with your Local Union leadership to ensure your contract fully includes LGBTQ+ workers and our families in every aspect, from general workplace non-discrimination to family benefits.
This resource provides sample language from actual union contracts in areas crucial to LGBTQ+ inclusion. If you have more questions about bargaining an inclusive contract, please contact our national office. Also, if your contract has some effective language that you would like to share, be sure to let us know.
Pride at Work conducts Union Certification Program trainings to support union leaders and staff in developing the concrete skills to bargain more inclusive contracts, drawing on specific language won by other union locals as well as education and bargaining strategies. To inquire about scheduling a training or a speaker, talk with your union leadership and contact us at our national office.
Domestic partners of employees who are the same sex as the employee shall be eligible for coverage under the Employer’s available health benefit plans as though they were married spouses. Dependents of such domestic partners shall be eligible for coverage under the health plans as if they were dependents of the employee. Requirements for domestic partner benefit eligibility shall be in accordance with Appendix E. Employees meeting such requirements shall then be authorized by the Employer to enroll their domestic partners and dependents.
It is imperative that measures taken to protect and include LGBTQ+ workers and their families are clearly spelled out, in order to be as effective as possible.
The term “immediate family” as used in this Agreement shall refer to the employee’s spouse or domestic partner, parent, grandparent, grandchild, son, son-in-law, daughter, daughter-in-law, brother, sister, uncle, aunt, stepchild or stepparent of the employee, spouse or domestic partner, and close relative or persons residing in the immediate household of the employee (except domestic employees or roomers). Also included in this definition shall be any minor children or incapacitated individuals for whom the employee has primary responsibility or legal guardianship or conservatorship.
CBA – California Faculty Association and The California State University
The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, domestic partner, family, emotional, financial, medical, legal, gender transition or other personal problems. The intent of this section is to assist an employee’s voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem.
CBA – SEIU Local 1000 and State of California
–UNITE HERE Model Non-Discrimination Policy
The employer will track the self-identified demographic information for all applicants and Employees, including but not limited to race/ethnicity, sexual orientation, gender identity, gender expression, and disability status, subject to legal and privacy limitations.
CBA – National Women’s Law Center and IFPTE Local 70
To the extent that Employees are working in a physical workplace provided by NWLC, NWLC shall continue to provide a safe and healthy workplace for all Employees—including but not limited to the provision of sufficient and adequate working space, which includes (but is not limited to) ample lighting, ventilation, and ergonomic standards as necessary; ready access to sanitary workspaces and other facilities; and when possible, access to gender neutral restrooms and spaces. NWLC shall strive to maintain office space and to ensure that the office space meets all applicable OSHA guidelines and complies with other applicable laws.
CBA – National Women’s Law Center and IFPTE Local 70
Below you will find links to the actual collective bargaining agreements referenced above as containing model LGBTQ+-inclusive language.