Grammer?
Poor Alex Jones. Maybe there's a medication to ease his paranoia about almost everything.
WHAT'S TRUE: The New York City Commission on Human Rights released new guidelines in December 2015 regarding discrimination on the basis of gender identity or expression.
WHAT'S FALSE:Accidentally referring to a transgender person with the wrong pronoun in NYC will result in a $250,000 fine.
http://www.snopes.com/transgender-pronouns-fine-nyc/
Alex Jones has nothing to do with whats going on in NY....nice try though in deflecting the to message of the op.....
GENDER IDENTITY/GENDER EXPRESSION: LEGAL ENFORCEMENT GUIDANCE
II. VIOLATIONS OF THE NEW YORK CITY HUMAN RIGHTS LAW’S PROHIBITIONS ON GENDER DISCRIMINATION
1. Failing To Use an Individual’s Preferred Name or Pronoun
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Examples of Violations
a. Intentional or repeated refusal to use an individual’s preferred name, pronoun or title. For example, repeatedly calling a transgender woman “him” or “Mr.” after she has made clear which pronouns and title she uses.
b. Refusal to use an individual’s preferred name, pronoun, or title because they do not conform to gender stereotypes. For example, calling a woman “Mr.” because her appearance is aligned with traditional gender-based stereotypes of masculinity.
c. Conditioning an individual’s use of their preferred name on obtaining a court-ordered name change or providing identification in that name. For example, a covered entity may not refuse to call a transgender woman her preferred name, Jane, because her identification says that her first name is John. 11
IV. PENALTIES IN ADMINISTRATIVE ACTIONS
The Commission can impose civil penalties up to $125,000 for violations, and up to $250,000 for violations that are the result of willful, wanton, or malicious conduct. The amount of a civil penalty will be guided by the following factors, among others:
* The severity of the particular violation;
* The existence of previous or subsequent violations;
* The employer’s size, considering both the total number of employees and its revenue; and
* The employer’s actual or constructive knowledge of the NYCHRL.
These penalties are in addition to the other remedies available to people who successfully resolve or prevail on claims under the NYCHRL, including, but not limited to, back and front pay, along with other compensatory and punitive damages. The Commission may consider the lack of an adequate anti-discrimination policy as a factor in determining liability, assessing damages, and mandating certain affirmative remedies.
http://www.nyc.gov/html/cchr/html/law/gender-identity-legalguidance.shtml#3.1
