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GLAD’s 2024 Connecticut Event

GLAD’s 2024 Connecticut Event

GLAD is thrilled to host our Connecticut Event again this year in Hartford!

Mid- September 2024
Hartford, CT

We hope you’ll join us for an exciting afternoon of food, friends, and inspiration.
Stay tuned for more details.

ASL interpretation is available upon request. Venue is mobility accessible.

Become an Individual Sponsor

(You can also find this information here)

To join our fabulous Host Committee or become a Sponsor and help make this event a success, contact our Assistant Director of Development, Josh Arsenault, at jarsenault@glad.org.

Become a Corporate Sponsor

(You can also find this information here)

For Corporate Sponsorship, contact Aria Pierce, Manager of Institutional Giving, at apierce@glad.org.

Check out last year’s event here.

Updated January 31 2024

Blog

Expanding GLAD Answers’ Reach Where We’re Needed Most

GLAD Answers, GLAD’s legal information line, is busy. This year so far, we have a monthly average of 169 intakes, up from 130 per month in 2022. GLAD Answers staff can answer questions and support a high number of callers with the help of 20 GLAD Answers volunteers.

Intakes per month so far this calendar year:

January

170

February

135

March

197

April

144

May

181

June

205

July

168

August

155

September

123

From January to September, callers have needed support in the following areas:

Issue areasNumber of intakes
ID Project271
Treatment In Prison193
Violence/Harassment122
Medical Care/Access86
Employment67
Housing57
Immigration/Asylum53
GLAD Answers Coordinator Kayden Hall and Public Information Manager Gabrielle Hamel

The team, GLAD Answers Coordinator Kayden Hall and Public Information Manager Gabrielle Hamel, holds a volunteer training every six months. We just held our latest training in September with six new volunteers joining fourteen dedicated others who have stayed with us from the previous year. These committed folks who donate their time respond to emails, phone calls, and online intakes, and provide resources and information to those in need.

Our next volunteer training will take place in the spring. You can sign up now!

With so many wonderful volunteers, we are working to expand our reach to ensure everyone who GLAD Answers can help is aware of this free resource, particularly low-income and Black and Brown communities, as well as regions outside greater Boston. We invite you to share information about GLAD Answers with those in your community who may have questions about their legal rights or need information about addressing anti-LGBTQ+ discrimination.

This story was originally published in the Fall 2023 GLAD Briefs Newsletter, Read more.

News

FACT Praises Comptroller’s New Policy Expanding Fertility Healthcare Coverage for State Workers

Today, Connecticut Comptroller Sean Scanlon announced the expansion of the state’s employee healthcare coverage to enable LGBTQ+ people and single people to access fertility healthcare on the same basis as heterosexual couples.

“Access to adequate healthcare should not be decided by someone’s sex, gender identity or expression, nor their sexual orientation,” said Comptroller Scanlon. “This change to our State Plan was long overdue, and my office is committed to analyzing existing policies to ensure they are inclusive of our diverse member base.”

Fertility Access Connecticut, a coalition comprised of reproductive health and LGBTQ+ rights organizations, praised the move.

“We applaud Comptroller Scanlon for making the state a fairer and more inclusive employer for LGBTQ+ people. Equality Connecticut is pleased for the members of our community who work for the state and want to start a family,” said Matt Blinstrubas, Executive Director of Equality Connecticut. “They will now be able to take that very human step without jumping through hoops – hoops that are expensive, demoralizing, physically demanding, and discriminatory.”

Without equal access to insurance coverage, LGBTQ+ people face often prohibitive costs for fertility care or must prove their infertility with less reliable, self-paid treatments.

“We’re grateful to Comptroller Scanlon for his leadership in increasing equity for LGBTQ+ state employees with this important policy change,” said Polly Crozier, Director of Family Advocacy at GLBTQ Legal Advocates & Defenders (GLAD). “Fertility care is critical healthcare for many people, but without insurance coverage the cost can keep it out of reach. This is a tremendous step forward for state employees. Now, the legislature can take the next step toward ensuring equality and fairness by requiring private insurers to cover fertility care for LGBTQ+ and single individuals and by ensuring coverage of fertility care for families insured by HUSKY Health. Connecticut has shown its deep commitment to LGBTQ+ inclusion, reproductive rights, and supporting children and families with past legislation and we hope policy makers will act to ensure more families have access to quality, timely fertility care.”

“Everyone should be able to make the reproductive healthcare decisions that are best for them,” State Representative Jillian Gilchrest (D-West Hartford) said. “I am grateful that Comptroller Sean Scanlon recognizes that and has expanded Connecticut’s fertility coverage to serve the needs of those in the LGBTQ+ community.”

“This important change is a much-needed and significant sign of progress for the LGBTQ+ community,” said State Representative Jeff Currey (D-East Hartford, Manchester). “Removing barriers to family planning and expanding infertility coverage to LGBTQ+ and single state employees creates more inclusive healthcare coverage and moves past outdated policies that discriminate on the basis of sex, gender identity, or expression.”

“We thank Comptroller Scanlon for his continued leadership and work to advance reproductive and LGBTQ+ rights and being a champion for health equity. This expansion is a significant first step to improving our state’s policies, ensuring that LGBTQ+ and single people with state health plans have access to the fertility health care they need to plan their families.” said Gretchen Raffa, vice president of public policy, advocacy, and organizing at Planned Parenthood of Southern New England, “It is critical that the state eliminates barriers to fertility care coverage in both public and private health insurance coverage so that everyone can make personal decisions about their health, life, and future, including if and when to start a family.”

The FACT Coalition supports An Act Promoting Equity in Coverage for Fertility Health Care, which was first introduced last session. The Act would expand access to fertility care in Connecticut by requiring private insurers to cover such care for LGBTQ+ people and single individuals and ensuring fertility healthcare coverage for those who receive care through HUSKY Health.

Fertility Access Connecticut (FACT) includes GLBTQ Legal Advocates & Defenders, the Reproductive Rights Justice Project (RRJP) at Yale Law School, Planned Parenthood of Southern New England, Equality Connecticut, the Center for Reproductive Rights, Illume Fertility, the National Health Law Program, RESOLVE New England and others.

Parentage | Connecticut

What is the Connecticut Parentage Act?

The Connecticut Parentage Act (CPA) (Public Act 21-15) is a new set of state laws that comprehensively updates Connecticut parentage law and aims to ensure each child has a clear path to secure their legal parentage. See: Substitute House Bill No. 6321 – Public Act No. 21-15

Specifically, the CPA ensures greater protections and equal treatment for children of LGBTQ+ parents. The law allows many LGBTQ+ parents to establish parentage through a simple form, an Acknowledgement of Parentage, ensuring LGBTQ+ parents are able to establish their legal relationship to their child immediately at birth or any time before the child turns 18. 

The CPA also extends an accessible path to parentage for children born through assisted reproduction and strengthens protections for children born through surrogacy. The bill was signed into law on May 26, 2021.

What does parentage mean?

“Parentage” means that you are a legal parent of a child for all purposes. Parentage comes with a host of rights (e.g., decision-making for medical care or education, parenting time in the event of separation from your child’s other parent) as well as responsibilities (e.g., providing health insurance, providing for basic needs, payment of child support). A secure legal parent-child relationship is core to a child’s long-term stability and well-being.

Why is it important to establish parentage quickly?

Establishing parentage soon after birth ensures that a child is secured to their parents for all purposes and increases clarity for all involved in a child’s life. For example, established parentage will allow a parent to make any early medical decisions in a child’s life, ensure that a child will receive insurance benefits or inheritance rights, and protect parents’ parental rights if they separate.

How can Connecticut families establish parentage under the CPA?

The CPA provides that Connecticut parents can establish their parentage in the following ways:

  • Giving birth (except for people acting as surrogates)
  • Adoption
  • Acknowledgment (by signing an Acknowledgment of Parentage)
  • Adjudication (an order from a court)
  • Presumption (including the marital presumption)
  • Genetic connection (except for sperm or egg donors)
  • De facto parentage
  • Intended parentage through assisted reproduction
  • Intended parentage through a surrogacy agreement

What if I am a non-biological parent? How can I establish myself as a legal parent?

The CPA has many provisions that protect non-biological parents. If you are your child’s presumed parent, or if you are the intended parent of a child born through assisted reproduction other than surrogacy, you can establish parentage by signing an Acknowledgement of Parentage.

All parents can establish parentage through a court order. A presumed parent or an intended parent of a child conceived through assisted reproduction can seek a judgment declaring the person a parent of the child or do a co-parent or second parent adoption. Some non-biological parents can establish parentage through the CPA’s de facto parent provisions, which require a court to adjudicate the person to be the child’s de facto parent.

Who is an intended parent?

An intended parent is a person who consents to assisted reproduction with the intent to be a parent of the child. The CPA addresses intended parents in the context of surrogacy separately from intended parents in the context of other forms of assisted reproduction. Ideally, a person who consents to assisted reproduction with the intent to be a parent will memorialize that intent in writing, but the law does allow other ways to prove intent to be a parent.

Who is a presumed parent?

A presumed parent is a non-birth parent that the law recognizes because of certain circumstances or relationships. A presumed parent is established as a legal parent through the execution of a valid Acknowledgement of Parentage, by an adjudication, or as otherwise provided in the CPA.

You are a presumed parent if any of the below are true:

  • You are married to the child’s birth parent when the child is born
  • You were married to the child’s birth parent, and the child is born within 300 days of the marriage being terminated by death, annulment, or divorce
  • You, jointly with another parent, resided in the same household with the child and held out the child as your child for at least two years from the time the child was born or adopted

How does the CPA help people conceiving through assisted reproduction?

The CPA provides important clarity and protections for children born through assisted reproduction. The CPA confirms that a gamete donor (e.g., sperm or egg donor) is not a parent of a child conceived through assisted reproduction. Also, the CPA affirms that a person who consents to assisted reproduction with the intent to be a parent of the resulting child is a legal parent.

What is an Acknowledgment of Parentage?

Federal law requires states to provide a simple civil process for acknowledging parentage upon the birth of a child. That simple civil process is the Acknowledgment of Parentage program.

Federal regulations require states to provide an Acknowledgment of Parentage program at hospitals and state birth record agencies. Acknowledgment of Parentage forms themselves are short affidavits in which the person signing affirms that they wish to be established as a legal parent with all of the rights and responsibilities of parentage. The person who gave birth to the child must also sign the form, and both parents have to provide some demographic information about themselves.

By signing an Acknowledgement of Parentage, a person is established as a legal parent, and the child’s birth certificate is issued or amended to reflect that legal parentage. Properly executed, an Acknowledgment of Parentage has the binding force of a court order and should be treated as valid in all states.

How do I establish my parentage through an Acknowledgment of Parentage?

You can voluntarily acknowledge the parentage of a child by signing a form from the Connecticut Department of Public Health known as an Acknowledgement of Parentage. An Acknowledgement of Parentage must be signed by the birth parent and the other parent (i.e., the person establishing parentage through the Acknowledgment of Parentage). The other parent can be the genetic parent, an intended parent of a child born through assisted reproduction other than surrogacy, or a presumed parent (i.e., the spouse of the birth parent at the time of the child’s birth, or a person who resided with the child and held out the child as the person’s child for at least the first two years of the child’s life.

Signing an Acknowledgement of Parentage form is voluntary, and it can be done at the hospital soon after birth or at a later time at a DSS office. An Acknowledgement of Parentage form must be notarized or witnessed and signed by at least one other person in addition to the parents.  To be valid, the people signing the form must be given oral and written notice explaining the legal consequences, rights, and responsibilities that arise from signing an Acknowledgement of Parentage. If either the birth parent or the non-birth parent does not want to sign this form to establish parentage for the non-birth parent, then either of them can try to have a court determine parentage.

If you have any questions about whether to sign an Acknowledgement of Parentage form, you should consult with a lawyer before signing. An Acknowledgement of Parentage is the equivalent of a court judgment of parentage, and parentage is a considerable, life-long responsibility. 

When can I not establish parentage through an Acknowledgment of Parentage?

  • A presumed parent who seeks to establish parentage in situations in which the other parent is not the child’s birth parent, e.g., the child was adopted by the other parent, must establish parentage through an adjudication and cannot establish parentage through an Acknowledgement of Parentage.
  • Parentage cannot be established through an Acknowledgment of Parentage if there is a third person who is a presumed parent, unless that person has filed a Denial of Parentage. 
  • A person who is establishing parentage based on residing with the child and holding out the child as the person’s child for the first two years of the child’s life cannot establish parentage through an Acknowledgment of Parentage until the child is two.

When can a parent sign an Acknowledgment of Parentage?

Acknowledgments of Parentage can be signed after the birth of a child, up until the child’s 18th birthday. An Acknowledgment of Parentage can also be completed before the child’s birth but will not take effect until the child is born.

For parents who are signing an acknowledgment of parentage for an older child (i.e. not in a Connecticut hospital), you should contact the Child Support Unit at your local Department of Social Services office to make an appointment to sign the acknowledgment.

How can an Acknowledgment of Parentage be rescinded?

An Acknowledgement of Parentage can be rescinded by either party for any reason within 60 days after its signing or prior to an administrative or judicial proceeding relating to the child in which the signatory is a party, whichever is earlier. A signatory may rescind an Acknowledgment of Parentage by filing a rescission—signed in the presence of either a notary or witness—with the Connecticut Department of Public Health. If the form is not rescinded within that 60-day time frame, an Acknowledgement of Parentage can be challenged only on the basis of fraud, duress, or material mistake of fact. At this stage, the Acknowledgment of Parentage can only be challenged in court.

What if I reside in Connecticut, but my child was born in another state?

You can sign an Acknowledgment of Parentage in Connecticut. If you experience barriers to executing an Acknowledgment of Parentage, please contact GLAD Answers.

If I am a parent who has signed an Acknowledgement of Parentage, do I also need to do a second-parent adoption?

No. A parent who has signed an Acknowledgement of Parentage should not need to do a co-parent adoption to establish parentage. An Acknowledgement of Parentage establishes legal parentage under state law, is the equivalent of a judgment of parentage under state law and gives you all the rights and duties of a parent. Under federal law, an Acknowledgement of Parentage is the equivalent of a judicial decree of parentage and should be recognized in all states.

Since expanded access to acknowledgments of parentage is an emerging development, some parents might feel more comfortable also completing a second parent adoption in addition to or instead of an Acknowledgment of Parentage. To understand what is best for your family, individualized legal advice is recommended.

Who is a de facto parent?

A de facto parent is a parent based on their relationship with the child. Establishing de facto parentage requires a judgment from a court. You can petition a court to establish your de facto parentage by demonstrating, with clear and convincing evidence, all of the following:

  1. You lived with the child as a regular member of the household for at least one year
  2. You consistently took care of the child
  3. You took full and permanent responsibility for the child without expectation of financial compensation
  4. You held the child out as your child
  5. You established a bonded and dependent relationship which is parental in nature
  6. You had a parental relationship with the child that was supported by another parent
  7. Continuing a relationship with the child is in the child’s best interest.

How does the CPA address surrogacy?

Connecticut law already authorized courts to recognize intended parents who have children through a gestational surrogacy arrangement as the child’s legal parents. The CPA provides much more comprehensive regulation of surrogacy, including guidance about how to establish parentage through surrogacy agreements. The CPA includes both gestational surrogacy, in which the person acting as the surrogate is not genetically connected to the child, and genetic surrogacy, in which the person acting as the surrogate is genetically connected to the child. 

Before starting any medical procedures to conceive a child through a surrogacy process, you must have a written and signed agreement. This agreement is between you, any other intended parents, the person acting as the surrogate, and that person’s spouse (if applicable). This agreement will establish that you are the parent(s) of the child and that the surrogate and their spouse (if applicable) do not have parental rights or duties. If you are entering a genetic surrogacy agreement, you must also have the agreement validated by a probate court before any medical procedure takes place.

To enter into a surrogacy agreement, all of the following must be true:

  1. All intended parents and the person acting as the surrogate must be at least 21
  2. All intended parents and the person acting as the surrogate must have completed a mental health evaluation, and the person acting as the surrogate must also have completed a medical evaluation
  3. The person acting as the surrogate must have previously given birth to at least one child
  4. The person acting as the surrogate must have health insurance or some other form of medical coverage
  5. The intended parent(s) and the person acting as the surrogate must be represented by separate lawyers for the purposes of the agreement, and the attorney for the person acting as the surrogate must be paid for by the intended parent(s)

The law requires surrogacy agreements to incorporate several terms to be valid, such as allowing a person acting as a surrogate to make their own health and welfare decisions during pregnancy and requiring the intended parent(s) to pay all related healthcare costs.

What if I am not married?

The CPA explicitly provides that every child has the same rights as any other child without regard to the marital status of the parents, or the circumstances of the child’s birth. By not differentiating between parents based on their marital status, the CPA aims to treat all Connecticut families equally.

What if I am transgender or non-binary?

The CPA explicitly provides that every child has the same rights as any other child without regard to the gender of the parents or the circumstances of the child’s birth. The CPA, by not including gendered terms such as mother or father, is inclusive of all genders. By not differentiating between parents based on their gender, the CPA aims to treat all Connecticut families equally.

Can a child have more than two legal parents?

Yes. Under the CPA, a court may determine that a child has more than two legal parents if the failure to do so would be detrimental to the child. To determine detriment to the child, courts will consider factors such as the nature of the potential parent’s relationship with the child, the harm to the child if the parental relationship is not recognized, the basis for each person’s claim of parentage of the child, and other equitable factors.

What protections are there for survivors of domestic violence so that they are not pressured into establishing legal parentage?

The CPA aims to ensure that the establishment of parentage is fair, clear, efficient, and child-centered. Some legal parentage–such as the non-marital presumption and de facto parentage–can arise by consent. No one should ever be pressured to consent to parentage. The CPA contains provisions that allow parents to challenge another person’s parentage if the other person claims to be a presumed parent or a de facto parent but satisfied the requirements for parentage through duress, coercion, or threat of harm.

Where can I go if I need help resolving a parentage issue?

As with any family law issue, individualized legal advice is recommended. GLAD Answers can provide information as well as referrals to local practitioners. If you have questions about how to protect your family, contact GLAD Answers by completing the form at GLAD Answers or call 800.455.4523 (GLAD).

Criminal Justice | Gender-Affirming Facilities | Connecticut

I’ve just been convicted. How do I get assigned to the right facility?

If you identify as transgender, gender non-conforming, or intersex, a facility should “assess”, or determine, the right placement for you during your first intake with the Connecticut Department of Corrections (CTDOC). Prison staff may ask you if you are gender non-conforming or intersex. If you are transgender, gender non-conforming, or intersex, you can answer yes to that question because they will use it to give you a referral for assignment to a gender-affirming facility. 

The facility should base your initial assessment on your safety and security. If this “assessment” has been done before you get to the place you’ll be housed, then you should be transported to the right facility from the start. If you get to an intake facility and they have not received your request from the Judicial Marshals or other officials, then the Unit Administrator at your facility will notify their boss. 

The “Referral for Gender Assessment,” also called a CN 81701, is an important form you’re entitled to. It should be completed either by the staff member you disclosed your transfer request to, or the staff member who is regularly conducting a Prison Rape Elimination Act (PREA) screening. That staff member will submit your Referral and it should be submitted to the CTDOC Chief of Psychiatric Services within 72 hours.

What is the Prison Rape Elimination Act? 

The Prison Rape Elimination Act (PREA) is a federal law passed in 2003. Under PREA, rather than automatically assigning people to a facility, transgender and intersex people are assessed for potential safety threats and housed “on a case-by-case basis” according to gender identity. Correctional staff have to consider housing and program assignments at least twice a year to review any threats to safety experienced by transgender and intersex people living in prison. 

According to the law, they also have to take into account the individual’s own view of their safety. They are not allowed to separate them for housing or other program placements based solely on their LGBT+ status. 

PREA also protects “involuntary segregation”, or the removal of a person to a different housing assignment against their will. A person cannot continue to be kept in a different part of the prison against their will unless prison officials have determined that there is no other way to keep them safe. They have to make that determination within the first 24 hours if they do place them in separate housing against their will. People cannot be segregated against their will for more than thirty days, and they must be given access to all of the same work, educational, and programming opportunities as any other person.

In July 2018, the Connecticut legislature passed Senate Bill 13 § 8, a new statute in line with the Prison Rape Elimination Act, to require that transgender people in correctional facilities are housed in accordance with their gender identity. 

What happens after my intake screening?

After your Referral form is submitted, staff should house you separately from any other people until the facility has finished all other custody and medical assessments. You have a right not to be given a medical or physical health examination for the sole purpose of identifying your gender. Staff should continue to house you separately until a CTDOC committee called the Gender Non-Conforming Review Committee is consulted. Additionally, you should be given a mental health assessment within three days of your Referral submission.

If you have been receiving gender affirming care in the community, you can share that and any treatment or medications you take with the individual completing your health services screening. The medical provider doing your intake will seek a Release of Information (ROI) from you in order to obtain your medical records from outside providers. 

If you don’t want to agree to an ROI, your current treatment plan may be changed or stopped altogether. This depends on a “complete medical assessment” by a licensed physician or person called an advanced practice registered nurse (APRN). This may include things like having blood work done. If you were taking non-prescribed gender affirming hormones prior to incarceration, a referral will be made for you to meet with a licensed physician or APRN to complete an evaluation within three days. 

If you are housed separately, you still have a right to participate in any orientation, recreation, and social time with everyone else in your unit. You should also be allowed to shower separately from other people. The facility should ask you what gender officer you would prefer to do your pat-down and/or strip searches. Facilities are instructed to take into account what your preferences are and accommodate them if possible. In routine pat and strip searches, the facility will consider your request, but reserves the right to place facility safety first in an emergency event. 

Once the facility’s PREA Compliance Manager reviews your case and makes a recommendation, your programming and housing assignments may change. 

What can I do if I am segregated against my will? 

If you feel that you have been segregated against your will, you can file an appeal about your placement, detailing any parts of the segregation that you feel are unfair or are impacting your stay and safety. You should be as specific as possible about what you would like to challenge and why.

Who will know that I identify as gender non-conforming or intersex?

Staff are supposed to maintain your privacy and confidentiality to the fullest amount possible once you have shared that you are gender non-conforming or intersex. The only information shared should be things that are necessary for particular staff members to do their specific job duties. 

It is illegal for you to be discriminated against due to your gender identity. All people are afforded the same treatment and protection guaranteed under harassment policies.

I’ve been in prison for a while. What happens if I want to request a transfer to a facility that conforms with my gender identity? 

It can be more difficult to request a transfer if you’ve been in a facility for a while, but there is a procedure to do so. If a Judicial Marshall or other official has not informed an intake facility about your gender identity, then you will just move forward with an intake like everyone else. Once you are at the new facility, you can tell an official that you would like an intake for a gender-affirming facility. 

The Unit Administrator there will notify their District Administrator and then have a staff member complete a Referral. The custody staff member completing the PREA screening (or the staff member to whom you told about your request) will submit the referral form to their Unit Supervisor. That person must forward the form to the CTDOC Chief of Psychiatric Services within 72 hours. Once that is complete, the same procedure will happen as though you told an official about your request during your initial intake.

What rights does the Connecticut Senate Bill 13 § 8 protect for me? 

Senate Bill 13 states that any person who has a gender identity that differs from the person’s assigned sex at birth: 

  1. Must be addressed by correctional staff in a manner consistent with the person’s gender identity;
  2. must have access to commissary items, clothing, personal property, programming, and educational materials that are consistent with the person’s gender identity; and 
  3. must have the right to be searched by a correctional staff member of the same gender identity unless the person requests something different or there is an emergency.

How can I show my facility my gender identity, and what is “Gender Dysphoria”?

If you have a birth certificate, passport, or driver’s license that reflects your gender identity, you should provide that to correctional officers when you enter a facility or after you would like a transfer. If you don’t have those things, you can try to meet other established standards for obtaining that kind of documentation to confirm your gender identity. 

People must also have a diagnosis of “gender dysphoria,” as defined in the American Psychiatric Association’s “Diagnostic and Statistical Manual of Mental Disorders.” According to them, “gender dysphoria” refers to “psychological distress that results from an incongruence between one’s sex assigned at birth and one’s gender identity.”

 What happens after I show my documents? 

If you have given them proof of your gender identity, you must be placed in a correctional institution with people of gender consistent with your gender identity. The only way for an official from CTDOC to prevent your transfer is to prove that the placement would present “significant safety, management, or security problems.” The Commissioner is required to give serious consideration to your views with respect to your safety.

Once the CTDOC Chief of Psychiatric Services and an APRN receive your Referral, they should schedule an in-person interview with you within 10 business days. This time is used to assess the situation and determine if you meet the criteria outlined for a diagnosis of “gender dysphoria.”

If you meet the guidelines for this diagnosis, you will have an appointment with a licensed physician or APRN and another facility psychologist for an evaluation to discuss possible medical and psychological support. If you are seeking gender affirming hormone care, but you have a medical condition that prevents this care from being prescribed, you will be informed by the medical provider what that condition is. The provider will also share these findings with the CTDOC Chief of Psychiatric Services and APRN. 

What if I don’t meet the criteria for a diagnosis for “Gender Dysphoria?”

If you didn’t meet the criteria in your initial interview, a qualified mental health clinician within the CTDOC Health and Addiction Services, who was in no way involved in your initial interview stage, will conduct a second interview within five business days of your initial interview. 

If the second interviewer presents a finding of “gender dysphoria,” then you will be given a provisional diagnosis for “gender dysphoria” to be reviewed within six months. 

If you disagree with the diagnosis that was determined by the interviewers, then you have a right to file a Health Services Administrative Remedy form.

How will my transfer be initiated? 

If you are awarded an inter-facility transfer, it will be done in accordance with Directive 9.3 overseeing all admissions, transfers, and discharges. Prior to the transfer occurring, a group of people called the Gender Non-Conforming Review Committee will be notified. The Review Committee will provide consultation with the receiving facility to make sure your care plan, called a Gender Non-Conforming Management Plan, can be honored and executed at the receiving facility.

Are there any other rights I have once I have been identified as gender non-conforming or intersex?

A person with a diagnosis of “gender dysphoria” may be given an alternate commissary as part of their Gender Non-Conforming Management Plan. You can ask about this and make sure it is part of your Plan.

What is the Gender Non-Conforming Review Committee (GNCRC)?

The Review Committee is a multi-disciplinary group that provides recommendations regarding people identifying as gender non-conforming and/or who identify as being intersex. The Committee is chaired by the CTDOC Chief of Psychiatric Services. Other members include CTDOC staff, contracted healthcare staff, and other people who are deemed appropriate for membership by the Review Committee chair. 

This committee is in charge of developing your Management Plan within 14 business days of the completion of the “gender dysphoria” assessment. The Management Plan will be kept in your master file and health record, only distributed to those who need to know the information.

The Review Committee reviews all existing Management Plans twice a year.

What is the Gender Non-Conforming Supervision Group?

The Supervision Group is a group of Review Committee members who provide oversight and direction to the contracted healthcare staff members who provide direct care to people who identify as gender non-conforming or as being intersex. The Supervision Group meets quarterly to discuss care and custodial management issues. 

Each Unit Administrator or health service administrator from a contracted healthcare service is responsible for ensuring that a staff member who provides direct care or custody oversight of you or any other person who identifies as gender non-conforming will be present at each meeting.

What happens after my Management Plan is reviewed by the Review Committee?

After your Management Plan is provided by the Review Committee, a final review will be completed within 14 business days of the Review Committee’s recommendation. Once the Commissioner makes the final determination and approves your Referral and Management Plan, the Commissioner will send the approved Management Plan to the Review Committee, the facility-specific Unit Administrator, and the District Administrator. From there, those individuals will develop an implementation plan for your care. The Unit Administrator or designee will have you sign onto your Management Plan. 

If the Commissioner and/or designee reviews the Review Committee’s recommendations and denies any part of them, the Commissioner will direct the CTDOC Chief of Psychiatric Services and/or the Review Committee to recommend an alternative management plan within ten business days.

Once the alternative plan is established, the Review Committee will complete their typical review process outlined above until a new plan is approved. You will be given a copy of the Management Plan, and other copies will be kept in your health record and master file. 

Health Care | Transition-Related Care | Connecticut

Can healthcare plans discriminate against LGBTQ+ people?

In general, under federal and Connecticut state law, nearly all health plans cannot discriminate on the basis of sex, and, because the Supreme Court ruling in Bostock v. Clayton Co. concluded that all gender identity and sexual orientation discrimination is a form of sex discrimination, nearly all health plans cannot discriminate against LGBTQ+ people.

What health care plan protections are provided by Connecticut?

Connecticut Insurance Department Bulletin

In 2013, the Connecticut Insurance Department issued a bulletin directing all health insurers that are regulated by the Department to pay for treatment related to a patient’s gender transition. 

Connecticut Medicaid (HUSKY Health)

The State of Connecticut Department of Social Services (DSS) was one of the first Medicaid programs in the United States to add comprehensive coverage of treatment and services for gender transition to its Medicaid program.   

In 2015, Connecticut Medicaid amended its regulations to eliminate all references to gender-affirming care as an “experimental” or “unproven treatment.”  In 2017, coverage was added to HUSKY B, Connecticut’s Children’s Health Insurance Program.  The addition of this coverage was in recognition of the clear clinical evidence that such services were not experimental and should be covered as part of the Medical Assistance programs.  

Over the past several years, DSS has developed coverage guidelines for gender-affirming surgery and related gender-affirming services that are based on the best clinical knowledge available. All decisions are based on the medical necessity of a particular service and a person-centered assessment of the treatment needs of the specific Medicaid member.

Connecticut Commission on Human Rights and Opportunities (CHRO) Ruling

In 2020, the Connecticut Commission on Human Rights and Opportunities issued a landmark ruling prohibiting all employers and insurers from denying coverage for transgender people’s healthcare needs relating to gender transition. 

The ruling states:

Insurance policies that categorically refuse to consider certain procedures for certain people on the basis of their race, sex, or sexual orientation are facially discriminatory. So too are such exclusions for transgender people on the basis of gender identity, a condition unique to them. Consequently, when the State or a municipality contracts for health insurance plans that contain categorical exclusions for treatments related to gender dysphoria – and especially when the same treatments are covered for treatment of other conditions – it commits a discriminatory practice, as does the insurer. 

Are there any health care plans that are not protected under Connecticut law?

Yes. Medicare and employer health plans that are self-funded (also known as self-insured) are governed by federal law.

What health care plan protections are provided by the federal government?

Medicare

In 2013, Medicare removed the ban on coverage for the treatment of gender dysphoria because it was “experimental” and began to cover medically necessary treatment for gender dysphoria.

Section 1557 of the Affordable Care Act (ACA)

Section 1557 makes it unlawful for any health care provider that receives funding from the Federal government to refuse to treat an individual – or to otherwise discriminate against the individual – based on sex (as well as race, color, national origin, age, or disability). Section 1557 imposes similar requirements on health insurance issuers that receive federal financial assistance. Healthcare providers and insurers are barred, among other things, from excluding or adversely treating an individual on any of these prohibited bases. The Section 1557 final rule applies to recipients of financial assistance from the Department of Health and Human Services (HHS), the Health Insurance Marketplaces, and health programs administered by HHS.

Section 1557 generally does not apply to self-funded group health plans under ERISA or short-term limited duration plans because the entities offering the plans are typically not principally engaged in the business of providing health care, nor do they receive federal financial assistance.

In May 2021, the Biden Administration announced that the Health and Human Services Office for Civil Rights (OCR) would interpret and enforce Section 1557 of the ACA and Title IX’s nondiscrimination requirements based on sex to include sexual orientation and gender identity. The update was made in light of the June 2020 U.S. Supreme Court’s decision in Bostock v. Clayton County and subsequent court decisions.

In enforcing Section 1557, OCR will comply with the Religious Freedom Restoration Act, 42 U.S.C. § 2000bb et seq., and all other legal requirements and applicable court orders that have been issued in litigation involving the Section 1557 regulations.

Title VII

For employers with 15 or more employees, Title VII bans discrimination on the basis of race, color, religion, sex, and national origin in hiring, firing, compensation, and other terms, conditions or privileges of employment. Employment terms and conditions include employer-sponsored healthcare benefits. Historically, not all authorities have agreed that Title VII protects LGBTQ+ workers against discrimination.

However, the Supreme Court decision in Bostock v. Clayton Co. changes this because that ruling made it clear that sexual orientation and gender identity discrimination are forms of sex discrimination. Although the decision is about wrongful employment termination, it has implications for employer-sponsored health plans and other benefits. For example, employers may want to adjust group health plan coverage of gender dysphoria and related services, including gender-affirmation surgeries, and review and compare benefits for same-sex and opposite-sex spouses.

What steps can I take to get coverage for treatment of gender dysphoria?

  1. First, check to see if your health plan provides coverage for the type of treatment that you want by getting a copy of the plan’s “Summary of Benefits and Coverage.”
  2. Most insurance plans, both public and private, have detailed requirements that must be met in order to obtain coverage. This is particularly true if you are trying to obtain coverage for transition-related surgery. So, contact your health plan and request a copy of the requirements for the treatment you are seeking. 
  3. Work with your therapists and doctors to make sure that you satisfy all the health plan’s requirements. Documentation from your therapists and doctors is the most critical factor in determining whether your treatment request will be approved. 
  4. Check what treatment requires pre-approval. In most cases, any surgery will require pre-approval, and the plan may only pay if you use a surgeon that takes their plan. 
  5. If your treatment request is denied, find out the reasons for the denial, and, if you still think that you qualify for the treatment, follow the plan’s appeal process. Usually, there will first be an internal appeals process, and, if you are not successful there, you can sometimes appeal to an outside agency. Make sure that you adhere to the deadlines— failure to meet a deadline can automatically end your ability to appeal. 
  6. Keep GLAD informed if you are denied treatment. GLAD may be able to offer suggestions that can help you win your appeal. You can contact GLAD Answers by filling out the form at GLAD Answers or by phone at 800-455-GLAD (4523). 
  7. Although more health plans now cover treatment for gender dysphoria, the process for obtaining treatment, particularly for transition-related surgery, can be time-consuming and frustrating. A great deal of documentation is required and finding a surgeon that does the type of surgery, and who is also acceptable to the health plan, can be difficult. 
  8. Don’t be afraid to be persistent and to refile if you are denied. 

How do I find a surgeon who will take my health insurance?

More and more surgeons who perform gender-affirming surgeries take health insurance. You should research surgeons carefully to find one who is a good fit for you. You can look at the list of in-network providers provided by your plan to see if they are included or if it includes any surgeons in your area, and if not, you can contact the surgeon’s office to determine if they accept your insurance. Most health insurance plans require that you use a medical provider in your network, but if your network does not include a surgeon who performs the services you need, you may be able to go out of network if you seek prior authorization from your plan.

What should I do if I am being discriminated against in health care?

If you are being discriminated against by a healthcare facility or provider or if you have a health plan that is regulated by the Connecticut Insurance Department, you can file a discrimination complaint with the Connecticut Commission on Human Rights and Opportunities. See the “Discrimination” Issue Area for detailed information about how to do this.

If you have a health care plan that is governed by Section 1557 of the ACA, you can file a complaint with the federal Department of Health and Human Services Office of Civil Rights. For more information, see: How to File a Civil Rights Complaint

If you have a self-funded health care plan through an employer with at least 15 employees, you can file a discrimination complaint with the federal Equal Employment Opportunity Commission (EEOC). For more information, see the “Discrimination” Issue Area.

Jóvenes | Derechos y protecciones | Connecticut (Español)

Preguntas y respuestas sobre los derechos de los jóvenes en Connecticut

¿Cuáles son mis derechos como estudiante LGBTQ+?

Todos los estudiantes de escuelas públicas de Connecticut tienen derecho a lo siguiente:

  • Estar seguros en la escuela sin sufrir acoso escolar.
  • Acceder a información sobre personas LGBTQ+, incluido el sitio web educativo.
  • Vestirse y presentarse de manera coherente con su identidad de género.
  • Hablar y expresarse libremente. Esto significa que usted tiene derecho a expresar ideas que pueden ofender a otras personas y a estar en desacuerdo con los demás, siempre y cuando exprese esas ideas de forma respetuosa.

Los estudiantes de todas las escuelas públicas y de muchas escuelas privadas de Connecticut tienen derecho a lo siguiente:

  • Estar protegidos de la discriminación o el hostigamiento por su orientación sexual, identidad o expresión de género, o situación en relación con el VIH.
  • Formar una alianza de personas gais o heterosexuales que sea tratada de la misma manera que los demás grupos extracurriculares. Esto significa que debe tener la misma financiación, acceso a instalaciones y la capacidad de elegir el nombre del grupo.

Fuera de la escuela, tiene derecho a lo siguiente:

  • Estar protegido de la discriminación por su orientación sexual real o percibida, situación frente al VIH o identidad de género en el empleo, la vivienda y las prestaciones públicas (como restaurantes o tiendas).
  • Dar su consentimiento para que le realicen pruebas de VIH sin el permiso de sus padres. Para obtener información más específica, consulte el Área de problemas de “VIH o sida”.
  • Denunciar ante la policía que una persona de la escuela o ajena a ella le ha causado daños, lo ha amenazado o ha vandalizado su propiedad.

¿Connecticut tiene una ley para proteger a los estudiantes de escuelas públicas del acoso escolar?

Sí. La ley mejoró en gran medida en 2011 con la aprobación de la Ley Pública 11-232, Una ley sobre el fortalecimiento de las leyes de acoso escolar (artículo 10-222d de las Leyes Generales de Connecticut). Según la ley, el acoso escolar consiste en comunicados escritos, orales o electrónicos reiterados, o actos físicos o gestos por parte de uno o más estudiantes hacia otro estudiante con las siguientes características:

  • le causa daños físicos o emocionales al estudiante víctima de acoso escolar o daña su propiedad;
  • le causa un temor razonable de sufrir daños al estudiante víctima de acoso escolar;
  • crea un entorno escolar hostil para el estudiante víctima de acoso escolar;
  • infringe los derechos del estudiante víctima de acoso escolar o altera en gran medida el proceso educativo o el funcionamiento ordenado de la escuela.

La ley también reconoce que los estudiantes LGBTQ+, o que se perciben como LGBTQ+, o que se asocian con estudiantes LGBTQ+ suelen ser objeto de acoso escolar (artículo 10-222d de las Leyes Generales de las Leyes Generales de Connecticut).

Según la ley, cada consejo escolar debe desarrollar un “Plan de clima escolar seguro” que:

  • prohíba el acoso escolar en las instalaciones escolares, en actividades relacionadas con la escuela o patrocinadas por ella, en la parada de un autobús escolar o en este último, o a través de medios electrónicos (es decir, ciberacoso);
  • prohíba la discriminación y las represalias contra una persona que denuncie un acto de acoso escolar o colabore en la investigación de dicho acto;
  • les permita a los estudiantes denunciar de forma anónima actos de acoso escolar;
  • les permita a los padres presentar informes escritos de presunto acoso escolar;
  • les exija a los empleados de la escuela que presencien casos de acoso escolar o reciban informes de acoso escolar que los denuncien;
  • les exija a las escuelas que investiguen todos los informes de acoso escolar y tengan una estrategia de prevención e intervención;
  • exija que los padres del acosador y los padres de la víctima sean informados sobre el acoso y sobre las medidas que la escuela ha decidido implementar a modo de respuesta;
  • le exija a la escuela que informe a la policía sobre todo acto de acoso escolar que pueda constituir una conducta delictiva;
  • les exija a las escuelas que mantengan una lista a disposición del público de la cantidad de incidentes de acoso escolar verificados y que la transmitan anualmente al Departamento de Educación del estado de Connecticut;

les exija a todos los empleados de escuelas que realicen capacitaciones anuales para identificar y prevenir el acoso escolar y el suicidio juvenil, y responder a ellos.

¿Las escuelas pueden regular políticas contra el acoso escolar fuera de las instalaciones escolares?

Sí. En el caso Mahanoy Area School Dist. V. B. L., además de concluir que los estudiantes tienen amplitud de derechos de habla y expresión fuera de la escuela, la Corte Suprema de los Estados Unidos estableció que “Las circunstancias que pueden implicar los intereses regulatorios de una escuela [fuera de la escuela] incluyen casos graves de acoso escolar u hostigamiento hacia personas particulares y amenazas dirigidas a docentes u otros estudiantes…”.

¿Connecticut tiene lineamientos que las escuelas deban seguir para proteger a los estudiantes transgénero?

Sí, Connecticut ha creado lineamientos para los distritos escolares sobre los derechos, las responsabilidades y las prácticas educativas recomendadas para estudiantes transgénero y de género no binario.

Los lineamientos incluyen lo siguiente:

  • Las escuelas deben respetar el nombre y los pronombres de un estudiante transgénero.
  • Las escuelas deben respetar la privacidad de los estudiantes transgénero en cuanto a la información médica, los nombres anteriores, etcétera.
  • El nombre y el género en los registros de un estudiante debe ajustarse a su identidad de género.
  • Los estudiantes transgénero deben poder usar el baño, los casilleros y el vestuario correspondientes a su identidad de género.
  • Los estudiantes transgénero deben poder participar en cualquier actividad con segregación sexual (incluidas las deportivas), de forma que se ajuste a su identidad de género.

Para obtener más información sobre estos lineamientos, consulte “Lineamientos sobre las protecciones de los derechos civiles y los apoyos para estudiantes transgénero”.Lineamientos sobre las protecciones de los derechos civiles y los apoyos para estudiantes transgénero

¿La ley contra la discriminación de Connecticut protege también a los estudiantes de escuelas públicas?

Sí, el artículo 10-15c de las Leyes Generales de Connecticut prohíbe la discriminación contra estudiantes de escuelas públicas en las actividades, los programas y los programas de estudio por su orientación sexual, identidad o expresión de género, así como por su raza, color de piel, sexo, religión y nacionalidad. Para obtener más información sobre la ley contra la discriminación de Connecticut y cómo presentar una queja por discriminación, consulte el Área de problemas de “discriminación”.

¿Existen leyes federales que protejan a los estudiantes?

Sí, el título IX prohíbe la discriminación contra los estudiantes por motivos de sexo en toda escuela o universidad que reciba fondos federales. A la luz del fallo de la Corte Suprema en el caso Bostock v. Clayton County, que determinó que la discriminación por orientación sexual e identidad de género son formas de discriminación sexual, el Departamento de Educación federal, que implementa el título IX, ha establecido que interpretará toda discriminación por orientación sexual e identidad de género como discriminación sexual.

Para presentar una queja ante la Oficina de Derechos Civiles del Departamento de Educación, consulte Cómo presentar una queja por discriminación ante la Oficina de Derechos Civiles.

Puede presentar quejas ante el coordinador del título IX de su escuela y a la siguiente dirección:

Office of Civil Rights
The U.S. Department of Education
John W. McCormack Post Office & Courthouse, Room 222
Post Office Square
Boston, MA 02109

Además, algunos tipos de discriminación y hostigamiento pueden infringir los derechos constitucionales de los estudiantes.

¿Qué puedo hacer si estoy siendo discriminado o acosado en la escuela?

Hay muchas formas de abordar el problema. Una consiste en pedir apoyo a un amigo, docente o terapeuta y hablar con las personas que lo están molestando. Sin embargo, si no se siente seguro haciendo esto, ya no sería una opción.

Consulte las políticas de su escuela e informe a la persona a la cual se debe notificar; por lo general, se trata del vicedirector o el coordinador del título IX. Debe registrar todo incidente de hostigamiento o discriminación por escrito con la fecha y la hora como mínimo. Una vez que se haya reunido con los funcionarios correspondientes, escriba notas para sus registros sobre lo que les dijo y en qué fecha, y pregunte cuándo se pondrán en contacto con usted para darle una respuesta. Si no lo ayudan o no realizan un seguimiento con usted, podría escribirle al director y al superintendente y pedirle que ponga fin a la discriminación.

Si esto falla, también puede iniciar una acción legal contra el pueblo comunicándose con la Comisión de Oportunidades y Derechos Humanos de Connecticut o la Oficina de Derechos Civiles del Departamento de Educación federal. Esta es un área complicada de la ley y, además, es compleja en términos emocionales. Comuníquese con GLAD Answers completando el formulario en GLAD Answers por correo electrónico o por teléfono, al 800-455-4523 (GLAD), para hablar sobre las opciones.

¿Los estudiantes tienen el derecho de formar alianzas de personas gais o heterosexuales en sus escuelas?

Sí, tanto los estudiantes de la escuela secundaria como los estudiantes de la escuela intermedia. Una ley federal llamada “Ley de Acceso Igualitario” exige que todas las escuelas secundarias con fondos federales brinden acceso igualitario a los clubes extracurriculares. Si una escuela tiene como mínimo un club extracurricular liderado por estudiantes, debe permitir la organización de clubes adicionales y debe brindarles igualdad de acceso a espacios de reunión, instalaciones y fondos sin discriminarlos por el fin del club, ya sea religioso, filosófico, político o de otro tipo (artículo 4071 del título 20 del Código de los Estados Unidos [United States Code, USC]).

¿Connecticut tiene una ley que prohíbe la terapia de conversión?

Sí, en 2017, Connecticut aprobó la Ley Pública 17-5, una ley sobre la protección de los jóvenes frente a la terapia de conversión.

Las organizaciones médicas, de salud mental y de bienestar infantil estatales y nacionales se oponen a la práctica de la terapia de conversión, una práctica que busca cambiar la orientación sexual o la identidad de género de una persona. Una amplia bibliografía profesional demuestra que la práctica es ineficaz para cambiar la orientación sexual o identidad de género y es dañina para los jóvenes. Los jóvenes que se han sometido a la terapia de conversión tienen un mayor riesgo de sufrir depresión, tener ideas suicidas, intentar suicidarse y consumir drogas ilegales. Según las disposiciones de la ley, todo profesional de la salud mental con licencia que practique la terapia de conversión quedará sujeto a medidas disciplinarias por parte del Departamento de Salud Pública, que pueden incluir la pérdida de la licencia profesional.

Derechos de las personas transgénero | Atención médica | Connecticut (Español)

Preguntas y respuestas sobre la atención médica de las personas transgénero en Connecticut

¿Los planes de salud pueden discriminar a las personas LGBTQ+?

En general, de conformidad con la ley federal y del estado de Connecticut, casi todos los planes de salud tienen prohibido discriminar por motivos de sexo y, dado que el fallo de la Corte Suprema en el caso Bostock v. Clayton Co. concluyó que toda discriminación por identidad de género u orientación sexual es una forma de discriminación por sexo, casi todos los planes de salud tienen prohibido discriminar a las personas LGBTQ+.

¿Qué protecciones para planes de salud establece Connecticut?

Boletín del Departamento de Seguros de Connecticut

En 2013, el Departamento de Seguros de Connecticut emitió un boletín en el que se les ordenó a todas las aseguradoras médicas reguladas por el Departamento que pagaran los tratamientos relacionados con la transición de género de un paciente.

Medicaid de Connecticut (HUSKY Health)

El Departamento de Servicios Sociales (Department of Social Services, DSS) del estado de Connecticut fue uno de los primeros de los Estados Unidos en incorporar la cobertura integral del tratamiento y los servicios para la transición de género en su programa de Medicaid.

En 2015, Medicaid de Connecticut modificó sus reglamentos para eliminar todas las referencias a la reasignación de género como un tratamiento “experimental” o “no comprobado”.  En 2017, la cobertura se incorporó en HUSKY B, el Programa de Seguros Médicos para Niños de Connecticut.  La incorporación de esta cobertura significó el reconocimiento de la evidencia clínica clara de que dichos servicios no eran experimentales y debían cubrirse como parte de los Programas de Asistencia Médica. 

En los últimos años, el DSS desarrolló lineamientos para la cobertura de la cirugía de reasignación de género y los servicios de transición de género relacionados que se basan en los mejores conocimientos clínicos disponibles.   Todas las decisiones se basan en la necesidad médica de un servicio particular y en la evaluación centrada en la persona de las necesidades de tratamiento del miembro específico de Medicaid.

Resolución de la Comisión de Oportunidades y Derechos Humanos de Connecticut

En 2020, la Comisión de Oportunidades y Derechos Humanos (Commission on Human Rights and Opportunities, CHRO) de Connecticut emitió una resolución de referencia que prohibía a todos los empleadores y los aseguradores denegar la cobertura de las necesidades de atención médica relacionadas con la transición de género de las personas transgénero. 

La resolución establece lo siguiente:Las pólizas de seguro que se nieguen categóricamente a considerar determinados procedimientos para ciertas personas por su raza, sexo u orientación sexual son lisa y llanamente discriminatorias. También lo son aquellas exclusiones para personas transgénero que se basan en su identidad de género, una condición exclusiva de ellas. En consecuencia, cuando el estado o un municipio contrata planes de salud que contienen exclusiones categóricas para tratamientos relacionados con la disforia de género y, en especial, cuando esos tratamientos se cubren para el tratamiento de otros cuadros clínicos, está llevando a cabo una práctica discriminatoria, al igual que la aseguradora.

¿Existen planes de salud que no estén protegidos por la ley de Connecticut?

Sí. Medicare y los planes de salud de empleadores autofinanciados (también conocidos como “autoasegurados”) están regulados por la ley federal.

¿Qué protecciones para planes de salud establece el gobierno federal?

Medicare

En 2013, Medicare eliminó la prohibición de la cobertura del tratamiento de la disforia de género por ser “experimental” y comenzó a cubrir el tratamiento necesario desde el punto de vista médico para la disforia de género.

Artículo 1557 de la Ley de Atención Médica Asequible

El artículo 1557 de la Ley de Atención Médica Asequible (Affordable Care Act, ACA) establece que es ilegal que un profesional de atención médica que recibe fondos del gobierno federal se niegue a tratar a una persona, o discrimine de otra manera a una persona, por su sexo (así como por su raza, color de piel, nacionalidad, edad o discapacidad). El artículo 1557 impone requisitos similares para las aseguradoras de salud que reciben asistencia financiera federal. Los profesionales de atención médica y las aseguradoras tienen prohibido, entre otras cosas, excluir o tratar de forma adversa a una persona por cualquiera de estos motivos prohibidos. La disposición final del artículo 1557 se aplica a los beneficiarios de asistencia financiera del Departamento de Salud y Servicios Sociales (Department of Health and Human Services, HHS), los Mercados de Seguros Médicos y los programas de salud que administra el HHS.

Por lo general, el artículo 1557 no se aplica a planes de salud grupales autofinanciados de conformidad con la Ley de Seguridad de los Ingresos de los Jubilados (Employee Retirement Income Security Act, ERISA) o planes de duración limitada o a corto plazo porque las entidades que ofrecen los planes no suelen estar principalmente comprometidas con el negocio de brindar atención médica ni reciben asistencia financiera federal.

En mayo de 2021, la gestión de Biden anunció que la Oficina de Derechos Civiles (Office for Civil Rights, OCR) del HHS interpretaría que el artículo 1557 de la ACA y los requisitos de no discriminación del título IX basados en el sexo incluyen la orientación sexual y la identidad de género, y que haría respetar esto último. La actualización se implementó en el contexto de la decisión que tomó la Corte Suprema de los Estados Unidos en el caso Bostock v. Clayton County en junio de 2020 y las decisiones posteriores de la corte.

Al implementar el artículo 1557, la OCR respetará la Ley de Restablecimiento de la Libertad Religiosa (Religious Freedom Restoration Act), sección 2000bb y subsiguientes del título 42 del Código de los Estados Unidos (United States Code, USC), y todos los demás requisitos legales y órdenes del tribunal que se emitieron en litigios que involucraban las disposiciones del artículo 1557.

Título VII

El título VII les prohíbe a los empleadores que tienen 15 empleados o más discriminar por motivos de raza, color de piel, religión, sexo y nacionalidad en la contratación, el despido, el pago y otros términos, condiciones o privilegios del empleo. Los términos y las condiciones del empleo incluyen los beneficios de salud solventados por el empleador. Históricamente, no todas las autoridades han estado de acuerdo en que el título VII protege a los trabajadores LGBTQ+ de la discriminación.

Sin embargo, la decisión de la Corte Suprema en el caso Bostock v. Clayton Co. cambia esta situación porque la resolución dejó en claro que la discriminación por orientación sexual e identidad de género es una forma de discriminación por sexo. Aunque la decisión se relaciona con el despido indebido, tiene consecuencias en los planes de salud solventados por el empleador y otros beneficios. Por ejemplo, los empleadores podrían querer ajustar la cobertura de los planes de salud grupales para la disforia de género y los servicios relacionados, incluidas las cirugías de afirmación de género, y revisar y comparar los beneficios para cónyuges del mismo sexo y del sexo opuesto.

¿Los empleadores religiosos pueden discriminar a las personas LGBTQ+?

El 8 de julio de 2020, en el caso Our Lady of Guadalupe School v. Morrissey-Berru, la Corte Suprema de los Estados Unidos reafirmó su posición en la implementación de la excepción ministerial en casos de discriminación en el empleo que se estableció en resoluciones anteriores. Esto implicó que, de forma simultánea, la Corte planteara una problemática sin resolver en virtud del título VII: ¿la excepción ministerial para empleadores religiosos les permite a esas organizaciones discriminar a los empleados o candidatos a puestos laborales por su condición de LGBTQ+?

En este punto, no queda claro de qué manera la resolución de la Corte en el caso Our Lady of Guadalupe School v. Morrissey-Berru puede afectar a los empleados LGBTQ+ de empleadores religiosos, pero las organizaciones y los empleadores religiosos deberían reconocer que la excepción ministerial no se aplica a todos los puestos de sus organizaciones. Por el contrario, se limita solo a aquellos empleados que llevan a cabo obligaciones realmente religiosas. Por ejemplo, el puesto de un conserje escolar que solo está presente en el edificio fuera del horario escolar y no es responsable de transmitir la fe no se consideraría de naturaleza ministerial.

¿Qué pasos puedo seguir para obtener la cobertura del tratamiento de disforia de género?

1. Primero, verifique si su plan de salud cubre el tipo de tratamiento que desea; para ello, consiga una copia del “Resumen de beneficios y cobertura” del plan.

2. La mayoría de los planes de seguro, tanto públicos como privados, tienen requisitos detallados que se deben satisfacer para obtener la cobertura. Esto es así, en particular, si está intentando obtener cobertura para una cirugía relacionada con la transición. Por eso, comuníquese con su plan de salud y solicite una copia de los requisitos del tratamiento que desea.

3. Trabaje con sus terapeutas y médicos para asegurarse de que reúne todos los requisitos del plan de salud. Para determinar si su solicitud de tratamiento será aprobada, el factor más importante es la documentación proporcionada por sus terapeutas y médicos.

4. Verifique qué tratamientos requieren aprobación previa. En la mayoría de los casos, cualquier cirugía requiere aprobación previa y es posible que el plan solo pague si recurre a un cirujano que acepta el plan.

5. Si su solicitud de tratamiento es denegada, averigüe los motivos de la denegación y, si cree que de todos modos califica para el tratamiento, siga el proceso de apelación del plan. Por lo general, primero se llevará a cabo un proceso de apelación interno y, si no obtiene un resultado satisfactorio en esta instancia, en ocasiones, podrá apelar ante una agencia externa. Asegúrese de respetar los plazos, ya que, si no lo hace, podría perder la posibilidad de apelar.

6. Informe a GLAD si le deniegan un tratamiento. GLAD podría hacerle sugerencias que lo ayuden a ganar la apelación. Puede comunicarse con GLAD Answers completando el formulario en GLAD Answers o por teléfono llamando al 800-455-GLAD (4523).

7. Aunque ahora más planes de salud cubren el tratamiento de la disforia de género, el proceso para obtener el tratamiento, en particular, para obtener la cirugía relacionada con la transición, puede llevar tiempo y causarle frustraciones. Se necesita mucha documentación y puede ser difícil encontrar un cirujano que realice este tipo de cirugía y que sea aceptable para el plan de salud.

8. No tenga miedo de ser persistente y de volver a presentar una solicitud si recibe una respuesta negativa.

¿Cómo encuentro un cirujano que acepte mi seguro de salud?

Cada vez más cirujanos que realizan cirugías de reasignación de sexo aceptan seguros médicos. Busque cirujanos de forma minuciosa para encontrar el adecuado para usted. Puede consultar la lista de profesionales de la red de su plan para saber si forman parte de ella o si la lista incluye cirujanos en su área. Otra opción consiste en comunicarse con el consultorio del cirujano para preguntar si aceptan su seguro. La mayoría de los planes de seguro médico exigen que recurra a un profesional médico de su red; sin embargo, si su red no incluye un cirujano que preste los servicios que usted necesita, es posible que pueda recurrir a alguien fuera de la red si solicita la autorización previa del plan.

¿Qué debería hacer si el sector sanitario me discrimina?

Si un centro de salud o un profesional de atención médica lo discrimina, o si usted tiene un plan de salud regulado por el Departamento de Seguros de Connecticut, puede presentar una queja por discriminación ante la Comisión de Oportunidades y Derechos Humanos de Connecticut. Consulte el Área de problemas de “discriminación” para obtener información detallada sobre cómo hacerlo.

Si tiene un plan de salud regulado por el artículo 1557 de la ACA, puede presentar una queja ante la Oficina de Derechos Civiles del Departamento federal de Salud y Servicios Sociales. Para obtener más información, consulte Cómo presentar una queja de derechos civiles. Si tiene un plan de salud autofinanciado a través de su empleador que tiene como mínimo 15 empleados, puede presentar una queja por discriminación ante la Comisión federal de Igualdad en las Oportunidades de Empleo (Equal Employment Opportunity Commission, EEOC). Para obtener más información, consulte el Área de problemas de “discriminación”.

Justicia penal | Hostigamiento policial | Connecticut (Español)

Preguntas y respuestas sobre el hostigamiento policial en Connecticut

Con frecuencia, la policía me pide que “me retire” de áreas públicas. ¿Es legal?

No necesariamente. Si el área es pública y no hay carteles en los que se indique que hay horarios específicos, por lo general, tiene derecho a permanecer allí siempre y cuando no realice actividades ilegales. Los lugares públicos son de todos y, además, suelen ser lugares de acogida al público sujetos a la ley contra la discriminación de Connecticut. Incluso si un oficial de policía quiere impedir un delito, o tiene sospechas de algún tipo de intención ilegal, no tiene derecho general a pedirles a las personas que se desplacen de un lugar a otro, a menos que se esté llevando a cabo una conducta ilegal.

¿Cuáles son las reglas generales sobre la interacción con la policía?

La presencia de personas que parecen ser LGBTQ+, ya sea porque exhiben símbolos como banderas con los colores del arcoíris, un triángulo rosa o por otra razón, no debe desencadenar ningún escrutinio especial por parte de un oficial de policía.

Claro que la policía puede acercarse a una persona y hacerle preguntas, pero el hecho de que una persona haya sido condenada por un delito anterior, se niegue a responder o responda de una manera que no satisface al oficial no podrá justificar su arresto sin más.

Si un oficial tiene “sospechas razonables y articulables” de que se ha cometido un delito o de que está por cometerse, podrá arrestar brevemente a la persona o detenerla con fines de investigación. Sin embargo, una detención solo se puede realizar si existen “fundamentos probables” de que se ha cometido un delito.

¿Qué puedo hacer si creo que la policía me trató de forma inapropiada?

Se pueden presentar quejas ante cualquier departamento de policía particular por asuntos relativos a sus oficiales, y las quejas respecto a la policía estatal de Connecticut se pueden presentar ante el Departamento de Seguridad Pública, Atención: Legal Affairs Unit, 1111 Country Club Rd., Middletown, CT 06457.
El número general es (860) 685-8000.

En algunos casos, puede decidir iniciar una demanda por lesiones, detención inadecuada u otro motivo. Estos asuntos son muy especializados y GLAD puede derivarlo a un abogado.

GLAD’s 2023 Connecticut Event

About the Event

Sunday, April 30 2023

1:00 – 3:00 pm

The Lyceum
227 Lawrence St, Hartford, CT 06106

GLAD is thrilled to be hosting our Connecticut Event again this year in Hartford!

This year, GLAD will be honoring Reverend Aaron L. Miller, Pastor of the Metropolitan Community Church of Hartford and a chaplain at the Yale Gender Clinic at this year’s Connecticut Regional Event!

Reverend Aaron L. Miller 

Aaron is a passionate and compassionate spiritual leader, social justice activist and advocate who is deeply committed to progressing LGBTQ+ rights as a matter of faith. Aaron has provided education around Trans awareness and inclusion in a variety of venues and has been a critical partner in GLAD’s Transgender ID project in Connecticut – a no-cost service for transgender people seeking to update their legal name and/or gender on state and federal documents.

Close up photo of Jennifer Levi wearing a blue button down collared shirt. Cropped at the shoulders

GLAD’s Connecticut Event Special Guest Speaker 

Our special guest speaker, GLAD’s distinguished Senior Director of Transgender and Queer Rights, Jennifer Levi, will provide updates on the critical work we’re doing to defend and promote LGBTQ+ justice and equity, and how you can help make a difference!

We hope you’ll join us for an exciting afternoon of food, friends and inspiration.

Register button

We are keeping our supporters’ health and safety at the forefront of our events planning and have made all the necessary precautions to ensure a safe and fun event for all.

RSVP and proof of vaccination is required to attend the event.

Check back for more information, or please contact Josh Arsenault at jarsenault@glad.org.


To join our fabulous Host Committee or become a Sponsor and help make this event a success, contact our Assistant Director of Development, Josh Arsenault, at jarsenault@glad.org.

Host Committee

Co-Chairs:
Anne Stanback & Charlotte Kinlock

Members:
Matthew Blinstrubas
Milap Patel
Tiana Gianopulos
Dan Livingston
Reverend Aaron L. Miller

As of  April 27th, 2023

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