Admission of a Transgender Professor Shocks California School Administrators

Schools are institutions that are expected to guide children. They don’t just teach kids academic stuff that makes them equipped to take on the world when they grow up. These institutions, serve as our children’s second home, teaching them the importance of many values on how to be good citizens of the nation. Respect is one of those important values that kids must be taught. Respect can make one humble, responsible, loving, and understanding. This very important trait can help people better accept people for who they are and what they believe in even if it is against ours.

 

An educational institution teaches good manners and the right conduct to young kids. Preventing discrimination is one of those values. However, how can one parent believe that your children will get the right values if the very institution that is expected to teach them what’s right can’t practice such virtues? In Azusa, California, a professor from a local Christian College is about to lose his job after coming out that he is a transgender.

 

Adam Ackley has been a systematic theology professor at the Azusa Pacific University for 15 years now. He has been known in the private Christian college as “Heather” – until he made the big reveal, According to him, while he has struggled for years living as a married woman, he now divulges his true sexuality, that he was a transgender man and that he is now going through a painful divorce process.

 

Ackley, has decided to let APU know about his plans for a legal name change but school officials fear that his true identity and sexuality may have an effect on future admissions and donations that the school might receive. The school released a statement that this matter is being discussed to ensure that all parties will be “treated with dignity and respect”, making it a “confidential matter”. However, Ackley believes that he might be replaced soon, leaving his students in tears, devastated.

 

Legal implications

 

As for APC, terminating the services of Ackley, just because of his sexuality, is clearly a case of gender discrimination in the workplace. According to a Los Angeles lawyer, discriminating against one person because of his or her gender is a clear violation of labor laws in the state. If a person becomes a victim of such injustice, he or she can file a complaint to make an institution liable for such acts of injustice. And so, the students of the school, their parents, the LGBT community, and everybody else will be eagerly waiting for APC’s decision. Will they do the right thing and decide based on their conscience?

Answers for Your Pregnancy Leave Questions

Pregnancy is such a delicate time for any expecting mother as the unborn baby inside her tummy needs the most care, to make sure that the baby will be born into this world healthy. With an abundance of women in the workplace, including expectant moms, the government is trying their best to come up with and implement laws to help protect the rights, health, and safety of pregnant women in the workplace.

 

On January 1, 2013, the state of California has come up with new CA pregnancy regulations. Here are some of the changes made to help soon-to-be moms and companies better understand these new regulations.

 

•    Pregnant women are allowed to take up to four months of leave of absence. While most employers allow up to 16 weeks of leave, the state clarified that the actual conversion of the maximum allowable 4 months of leave is 17 and 1/3 weeks. However, the total number of leave days or hours will also depend on the attendance of the employee and the leaves that she has used up during her pregnancy.

 
•    With the new regulation in place, employers should give advance written notice to their employees that concern their rights and responsibilities when taking a pregnancy leave. Employers can check two notices, Notice A (For those with less than 50 employees) and Notice B (For those with more than 50 employees) from http://www.dfeh.ca.gov/res/docs/Publications/NOTICE%20A.pdf and http://www.dfeh.ca.gov/res/docs/Publications/NOTICE%20B.pdf respectively. Also, employees must distribute the notice via posting it in a conspicuous space,  giving it directly to the pregnant employee, by publishing it in a rewritten or updated employee handbook, or by distributing it annually. If an employer must also provide a translated version of the notice if their workforce comprises of more than 10 percent that speaks other languages than English.

 
•    Pregnant women can still use pregnancy leaves before they actually give birth. According to a Los Angeles attorney, this is mentioned in the law. New regulations say that a woman can use leave credits while she is disabled by her pregnancy.

 
•    A woman who has a “perceived pregnancy” or someone who’s pregnant, or suffering from a medical condition related to pregnancy should also be allowed to take a leave.

 
•    It is the responsibility of the employer to provide the full 4 months of leave and ensure that the reason why a female employee is taking a leave is really because of pregnancy.

 
•    An employee can ask for adjustments from her employer before she takes a pregnancy is it is really needed.

 
•    The pregnant employee’s health coverage must be maintained by the employer. Also, the employer must keep the job position of the pregnant female employee as much as possible unless the employer needs to layoff workers.

 
•    It is the responsibility of the pregnant employee to provide her employer the necessary medical certification when requesting for any leave of absence related to her condition.

 

 

An employer is bound to follow the following changes in the regulation or the female employee can ask for the help of employment lawyers to file the necessary complaints against the former. With the challenges that come with a pregnant female worker, companies must extend every kind of help that they could to make this very difficult situation easier for their workers.