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ID Documents | Vermont

The Transgender ID Project is a free resource for transgender people living in New England who want to update their legal name and gender marker on state and federal documents.

If you run into trouble or have questions, fill out the Transgender ID Project support form or contact GLAD Answers.

How do I obtain a legal name change in Vermont?

You begin by filing documents with your county’s Division of Superior Court to obtain an “Order Changing Name.”

For an adult name change you will need to submit the following documents:

Steps to take:

  1. Don’t sign the name change petition form until you are in front of the court clerk or the judge. Each court does things differently. Leave the signature part of the form blank, except that you should include your name, mailing address, and phone number/email.
  2. At the top of the form, put your name where it says, “In re” and your town and state where it says “of.” Leave the docket number blank if you don’t have one. Put the name of your county where it says court “Superior Court Unit.”
  3. Mail or bring documents to your local probate court. We suggest that you bring an extra copy of the paperwork you submit and ask the clerk to stamp it with the filing date for your records. 
  4. The court will send you a notice with a hearing date.
  5. Plan to attend a short hearing. The judge may ask you a few questions, like confirming that nobody is forcing you to change your name or there is no opposing party. 
  6. If the judge approves your petition, you will be issued an Order Changing Name.

Note: You can get a certified copy of your Vermont birth certificate from the Department of Health’s Vital Records Office. Submit an application form or apply online and pay $10 per copy requested. This process varies from state to state. If you were born outside of Vermont, you should contact your state’s Department of Health or Vital Records Office to ask about getting a copy of your birth certificate.

Once the Order Changing Name is issued, you can get a certified copy for a $5 fee at the courthouse. Having several copies is useful. If you have multiples, you will not need to wait for one agency to return a copy before you can apply to change another record.

Do I need to publish my name change in a newspaper?

No. Vermont does not have this requirement.

How do I change the name and gender on my Vermont driver’s license?

Before you change your name and/or gender on your Vermont driver’s license or non-driver ID, you must make these changes on your Social Security card.

You should update your license or non-driver ID within 30 days of a legal name change. You can do this by bringing the documents listed below to your local DMV office. Once you update your information, the DMV will issue you a temporary ID and mail you a new ID.

To change the gender marker on your ID, the DMV does not ask for any documentation. Just submit an application form with the updated information. Vermont now allows three gender marker options on state IDs: Male (“M”), Female (“F”), or Other (“X”).

Documents you need:

  • Application for Replacement License (VL-040) or Non-Driver ID (VL-017) listing the new name and/or corrected gender marker
  • If changing name: Original or certified copy of Order Changing Name
  • An identification document, like a driver’s license or passport
  • Social Security verification showing the new name (new SS card, W-2, or other forms)
  • Two documents showing street address (mail you get at a street address, lease, utility bill, etc.)
  • Replacement fee ($20 for License or $24 for Non-Driver ID). There may be more fees for an enhanced license.

NOTE: Beginning May 3, 2023, if you want to use a state ID to fly domestically or enter a federal building, it will need to be a REAL ID. To obtain a REAL ID, in addition to all the requirements above obtain a VT ID, you must also document your lawful presence in the U.S. For more information about obtaining a VT REAL ID, see: Real ID | Department of Motor Vehicles 

If I was born in Vermont, how do I change the name and gender on my birth certificate?

If changing only the name on your Vermont birth certificate

Mail the documents listed below to the Vermont Department of Health, Vital Records, 108 Cherry Street, PO Box 70, Burlington, VT 05402. The Vital Records Office should process the change. If you ask for a certified copy and pay the $10 fee, you will get a copy of your updated certificate.

Documents you need:

  • Cover letter saying you want to change the name on your birth certificate
  • Certified copy of Order Changing Name
  • No specific form is required, but we recommend that you submit an Application to Correct or Amend a Vermont Birth Certificate
  • If you would like certified copies of the updated birth certificate once issued, submit an application form and $10 per copy requested.

If changing the gender marker on your Vermont birth certificate

Note: In April 2022, Vermont passed a law that will simplify the process of changing the gender marker on a Vermont birth certificate and allow a non-binary “X” option. The law went into effect on July 1, 2022. Please check back here or with the Vermont Vital Records Office for more information about the new process.

Mail the documents listed below to the Vermont Department of Health, Vital Records, 108 Cherry Street, PO Box 70, Burlington, VT 05402.

Documents you need:

If the Office of Vital Records approves your application, it will process the change. If you have asked for copies and paid the $10 fee, you will get a copy of your updated certificate.

If the office denies your application, you can appeal to the probate court (see below). Contact Legal Services Vermont for advice.

Appealing a denial of gender marker change on Vermont birth certificate

If the Vital Records Office denied your application to change the gender marker on your birth certificate, you can appeal to the Vermont probate court and ask the judge to reconsider that decision. File the documents below with your county’s Probate Division of Superior Court. 

Documents you need:

If the probate court agrees that you qualify to have your gender marker changed, it will issue an order that your sexual reassignment has been completed. The Office of Vital Records should then process the updated birth certificate.

Where can I get help changing my name and gender on various ID documents?

The Transgender ID Project is a joint project of GLAD, Massachusetts Transgender Political Coalition (MTPC), and law firms Ropes & Gray LLP and Goodwin. It matches a resident from any of the six New England states with a pro bono (free) attorney at one of these law firms. However, because of the popularity of the program, it may be several weeks before you are contacted by an attorney from one of these firms. For more information and to apply for the Project, go to: Transgender ID Project – GLAD.

However, in most cases, by using the information and forms provided here, you can update these documents fairly easily on your own without the assistance of an attorney.

Health Care | Transition-Related Care | Vermont

Can health care plans discriminate against LGBTQ+ people?

In general, under federal and Vermont 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 Vermont?

Vermont Department of Financial Regulation Division of Insurance
In 2019, the Department of Financial Regulation issued a bulletin requiring that health plans regulated by the Department must cover medically necessary treatment for gender dysphoria and related health conditions.

The bulletin states that health plans “shall not exclude coverage for medically necessary treatment including gender affirmation surgery for gender dysphoria and related health conditions. In addition, insurers may not deny coverage of gender affirmation surgery as not medically necessary on the basis of age without other clinical factors or circumstances supporting the decision.”

Vermont Medicaid
In 2019, The Legislative Committee on Administrative Rules voted to approve a new rule for Vermont Medicaid that requires coverage for medically necessary surgery for the treatment of gender dysphoria. For more information, visit the Agency of Human Services Health Care Administrative Rules Gender Affirmation Surgery for the Treatment of Gender Dysphoria.

Are there any health care plans that are not protected under Vermont 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 different-sex spouses.

Can religious employers discriminate against LGBTQ+ people?

On July 8, 2020, in Our Lady of Guadalupe School v. Morrissey-Berru, the United States Supreme Court reaffirmed its stance on the application of a ministerial exception to employment discrimination cases as established in earlier rulings. In doing so, the Court simultaneously raised an unanswered issue under Title VII: does the ministerial exception for religious employers allow those organizations to discriminate against employees or candidates based on their LGBTQ+ status?

It’s unclear at this point how the Court’s ruling in Our Lady of Guadalupe School v. Morrissey-Berru may impact the LGBTQ+ employees of religious employers, but religious organizations and employers should recognize that the ministerial exception does not apply to every position within their organizations. Rather, it is limited to those employees who truly perform religious duties. For example, the position of a school janitor who is only present in the building outside of school hours and is not responsible for transmitting the faith would likely not be considered ministerial in nature.

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 sex reassignment 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 healthcare?

If you are being discriminated against by a healthcare facility or provider, you can file a discrimination complaint with the Vermont Human Rights Commission. Visit the Discrimination Issue Area for detailed information about how to do this.

If you have a health care plan that is regulated by the Department of Financial Regulation, you can file a complaint with that department: Insurance Complaints | Department of Financial Regulation. 

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, visit 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, visit the Discrimination Issue Area.

Parentage | Vermont

What is the Vermont Parentage Act?

The Vermont Parentage Act, or VPA, is a new set of state laws that expand the ways someone can legally establish that they are the parent of a child (also known as parentage). 

On July 1, 2018, the new Vermont Parentage Act (VPA) went into effect. Through the VPA, the Vermont Legislature rewrote Vermont’s laws on parentage to be modern and reflective of the great diversity of families in Vermont. What this means for children and families in Vermont is that there is greater clarity on who can establish parentage and how to establish parentage. Securing a child’s relationship to their parent(s) is one of the most important components of stability and security for a child.

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 was the VPA passed now?

For years, Vermont courts have called upon the legislature to modernize the state’s parentage laws as they were forced to decide cases without clear statutory guidance. In response, the legislature established a Parentage Study Commission during the 2016-2017 legislative session. The Parentage Study Commission was comprised of a broad array of stakeholders. The Commission studied the existing parentage laws and case law, and it made recommendations about necessary changes. Their work culminated in a report issued in October 2017 which included the proposed legislation that would become the VPA.

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 Vermonters establish parentage under the VPA?

The VPA provides that Vermonters can establish their parentage in the following ways:

  • Giving birth (excluding surrogates)
  • Adoption
  • Acknowledgment
  • Adjudication
  • Presumption
  • De facto parentage
  • Genetic parentage (excluding donors)
  • Assisted reproduction
  • Gestational carrier agreement

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 or is an intended parent under a gestational carrier agreement. 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 Voluntary Acknowledgement of Parentage (VAP), by an adjudication, or as otherwise provided in the VPA.

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 that was terminated by death, annulment, or divorce;
  • You married the child’s birth parent after the child was born, asserted parentage, and are named as a parent on the birth certificate;
  • You resided with the child in the same household, and you and another parent held the child out as your child for two years after birth or adoption and assumed personal, financial, or custodial responsibilities for the child.

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 a significant amount of time;
  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 that 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.

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 Acknowledgment 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 a Vermont Voluntary Acknowledgment of Parentage (VAP)?

You can voluntarily acknowledge the parentage of a child by signing a form from the Vermont Department of Health known as a “Voluntary Acknowledgement of Parentage” or VAP. A VAP must be signed by the birth parent and the other parent. 

If you are the non-birth parent, you can sign a VAP if you are a genetic parent, an intended parent of a child born by assisted reproduction or by a gestational carrier agreement, or a presumed parent of the child. 

Signing a VAP form is voluntary, and it can be done at the hospital soon after birth or at another time. A VAP form must be witnessed and signed by at least one other person. If one person does not want to sign this form, then the other parent can try to adjudicate parentage through the courts.

When can I not establish parentage through a VAP?

  • 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 establishes 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 a VAP?

A VAP 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.

How can a VAP be rescinded?

A party who signed the VAP may rescind an acknowledgment of parentage or denial of parentage by:

  1. Filing a rescission with the Department of Health within 60 days after the effective date of the acknowledgment or denial. The signing of the rescission shall be witnessed and signed by at least one other person.
  2. Commencing a court proceeding within 60 days after the effective date of the acknowledgment or denial.
  3. Challenging the acknowledgment or denial within the earlier of 60 days after the effective date of the acknowledgment or denial or within 60 days after the date of the first court hearing in a proceeding in which the signatory is a party to adjudicate an issue relating to the child.

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

The VPA 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 or gestational surrogacy, you can establish parentage by signing a VAP.

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 VPA’s de facto parent provisions, which require a court to adjudicate the person to be the child’s de facto parent.

How does the VPA help people who conceive through assisted reproduction?

The VPA provides important clarity and protections for children born through assisted reproduction. The VPA confirms that a gamete donor (e.g., sperm or egg donor) is not a parent of a child conceived through assisted reproduction. Also, the VPA 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 the difference between joint, second-parent (also known as co-parent), and single-parent adoptions?

A joint adoption is when both partners adopt a child together at the same time. A second-parent adoption is when one partner adopts the other partner’s child. Single-parent adoption is when a single individual adopts a child. All three of these are legal in Vermont.

What is the advantage of doing a second-parent adoption or joint adoption?

Both joint adoptions and second-parent adoptions ensure your child has two legal parents, Both married and unmarried couples can do a joint or second-parent adoption. Adoption allows a non-legal parent to become a legal parent, entitled to make decisions for the child without special authorization. It also permits the adoptive parent to automatically assume custody of the child if their partner dies. Likewise, if the adoptive parent dies, the child will have the right to inherit from that parent even absent a will, and may be able to collect Social Security survivor benefits.

Finally, if the couple separates, adoption ensures that both parents have the right to custody and visitation, and that any disputes will be decided based on what is in the best interests of the child rather than on who is the legal parent.

Do we need to do a second-parent adoption if we are married?

When a child is born into a marriage, Vermont law and the law of all states presume that both spouses are the parents of the child and both names are listed on the child’s birth certificate. However, this is only a presumption and can be challenged in court, so in the past GLAD recommended that married couples do a second-parent adoption to ensure the parentage of the non-biological parent because adoption is a court judgment creating a parent-child relationship and must be respected by other states.

Now Vermont couples have a second way to protect the parentage of the non-biological partner by signing a Voluntary Acknowledgment of Parentage.

If I am a parent who has signed a VAP, do I also need to do a second-parent adoption?

No. A parent who has signed a VAP should not need to do a co-parent adoption to establish parentage. A VAP 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 a VAP. To understand what is best for your family, individualized legal advice is recommended.

How does the VPA address surrogacy?

The VPA has comprehensive provisions about how to establish parentage through a gestational carrier agreement. All parties to a gestational carrier agreement must have independent counsel throughout the process.  This is a brief overview of the law for informational purposes.

Before starting any medical procedures to conceive a child through a carrier process, you must have a written and signed agreement. This agreement is between you, any other intended parents, the person acting as a carrier, and the spouses of any of those parties (if applicable). This agreement will establish that you are the parent(s) of the child and that the carrier and their spouse, if applicable, do not have parental rights or duties. To enter into a gestational carrier agreement, the following must be true:

  1. All intended parents and the carrier must be at least 21;
  2. All intended parents and the carrier must have completed a medical evaluation and mental health consultation; and
  3. The intended parent(s) and the carrier must be represented by separate lawyers for the purposes of the agreement, and the carrier’s attorney must be paid for by the parent(s).

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

What does Vermont law say about traditional or genetic surrogacy? 

The VPA only allows traditional or genetic surrogacy if the surrogate is a family member. Someone who is not a family member cannot act in this role. Even with a family member, the law’s requirements for a valid agreement, and all of the other protections of the statute outlined above, apply.

What if I am not married?

The VPA 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 VPA aims to treat all Vermont families equally.

What if I am transgender or non-binary?

The VPA 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 VPA, 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 VPA aims to treat all Vermont families equally.

Can a child have more than two legal parents?

Yes. Under the VPA, 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 age of the child, 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 VPA 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 VPA 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 satisfies 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 calling 800.455.4523 (GLAD).

Jóvenes | Derechos y protecciones | Vermont (Español)

Preguntas y respuestas sobre los derechos de los jóvenes en Vermont

¿Cuáles son mis derechos como estudiante LGBTQ+?

Todos los estudiantes de escuelas públicas de Vermont 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 Vermont 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.

¿Existen leyes estatales que me protegen del hostigamiento, las burlas y el acoso escolar en la escuela?

Sí. La política del estado de Vermont consiste en que todas las instituciones educativas de Vermont brinden “entornos de aprendizaje seguros, ordenados, civiles y positivos. El hostigamiento, las burlas y el acoso escolar no tendrán lugar y no serán tolerados en las escuelas de Vermont” (artículo 570 del título 16 de los Estatutos Anotados de Vermont [Vermont Annotated Statutes, VSA]).

El acoso escolar se define como un acto (incluidos los electrónicos) por parte de un estudiante o un grupo de estudiantes y en contra de otro, que tiene las siguientes características:

  1. se repite a lo largo del tiempo;
  2. tiene por objeto ridiculizar, humillar o intimidar;
  3. se produce durante la jornada escolar en las instalaciones de la escuela, en un autobús o en una actividad patrocinada por la escuela, o antes o después de la jornada escolar en un autobús escolar o en una actividad patrocinada por la escuela; U ocurre en otro momento y se puede demostrar que interfiere de forma clara y sustancial con el derecho de un estudiante a acceder a los programas educativos (artículo 11[a][32] del título 16 de los VSA).

El hostigamiento se define como una conducta verbal, escrita, visual o física (incluidas las que se llevan a cabo por medios electrónicos) motivada por una característica real o percibida de un estudiante o de un integrante de la familia de un estudiante, como el sexo, la orientación sexual, la identidad de género o una discapacidad, que tiene por objeto lo siguiente:

  1. socavar de forma objetiva y sustancial, así como menoscabar el desempeño educativo o el acceso a los recursos escolares, o interferir con estos;
  2. crear un entorno objetivamente intimidatorio, hostil u ofensivo (artículo 11[a][26][A] del título 16 de los VSA).

La burla se define como todo acto contra un estudiante que está comprometido con una organización afiliada con una institución educativa, se está iniciando o afiliando allí, o mantiene un cargo o es miembro en ella, que tiene por objeto (o se espera razonablemente que persiga el fin de) humillar, intimidar o degradar al estudiante o poner en riesgo su salud física o mental (artículo 11[a][30][A] del título 16 de los VSA).

¿Qué deben hacer las escuelas para prevenir el acoso escolar, el hostigamiento y las burlas?

Todas las escuelas públicas, independientes y aprobadas deben desarrollar, adoptar y poner a disposición de todos los estudiantes, el personal y los padres, políticas de prevención del acoso escolar, el hostigamiento y las burlas tan estrictas como las políticas modelo desarrolladas por el Departamento de Educación de Vermont y garantizar su cumplimiento (artículo 570[b] del título 16 de los VSA). Las políticas modelo se pueden consultar en Política modelo sobre la prevención del hostigamiento, las burlas y el acoso escolar de los estudiantes | Agencia de Educación.

Todas estas políticas deben incluir lo siguiente:

  1. La notificación anual a los estudiantes, el personal y los padres de las políticas y los procedimientos.
  2. Un procedimiento que les indique a los estudiantes, el personal y los padres que denuncien las infracciones y presenten quejas.
  3. Un procedimiento para investigar las denuncias de infracciones y las quejas.
  4. Una descripción de las circunstancias en las cuales la infracción podría denunciarse ante una agencia del orden público.
  5. Las consecuencias y las medidas correctivas apropiadas para quienes infrinjan la política.
  6. Una descripción de la capacitación que los docentes y otros miembros del personal recibirán para prevenir y reconocer las infracciones, y responder a ellas.
  7. La designación de dos o más personas en cada escuela para que reciba quejas (artículo 570a [hostigamiento], 570b [burlas] y 570c [acoso escolar] del título 16 de los VSA).

El hostigamiento y las burlas también están explícitamente prohibidos en las escuelas postsecundarias de Vermont, que deben establecer políticas y procedimientos de cumplimiento para abordar las quejas de hostigamiento (artículo 178 del título 16 de los VSA).

¿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…”.

¿Vermont tiene lineamientos específicos que las escuelas deben seguir para proteger a los estudiantes transgénero?

Sí. La Agencia de Educación de Vermont ha establecido prácticas recomendadas para las escuelas sobre los estudiantes transgénero y de género no binario. Estas prácticas tienen por objeto ayudar a los administradores de la escuela y el distrito a adoptar medidas para crear una cultura en la cual los estudiantes transgénero y de género no binario se sientan seguros, apoyados y totalmente incluidos, y para cumplir con la obligación de cada escuela de brindar oportunidades educativas igualitarias a todos los estudiantes. Estas prácticas están diseñadas para ayudar a las escuelas a garantizar un entorno de aprendizaje seguro y libre de discriminación y hostigamiento, y promover la integración educativa y social de los estudiantes transgénero y de género no binario.

Las prácticas recomendadas 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 las prácticas recomendadas, consulte Mantenimiento de las prácticas recomendadas para las escuelas en relación con los estudiantes transgénero y de género no binario

Sí. La Agencia de Educación de Vermont ha establecido prácticas recomendadas para las escuelas sobre los estudiantes transgénero y de género no binario. Estas prácticas tienen por objeto ayudar a los administradores de la escuela y el distrito a adoptar medidas para crear una cultura en la cual los estudiantes transgénero y de género no binario se sientan seguros, apoyados y totalmente incluidos, y para cumplir con la obligación de cada escuela de brindar oportunidades educativas igualitarias a todos los estudiantes. Estas prácticas están diseñadas para ayudar a las escuelas a garantizar un entorno de aprendizaje seguro y libre de discriminación y hostigamiento, y promover la integración educativa y social de los estudiantes transgénero y de género no binario.

Las prácticas recomendadas 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 las prácticas recomendadas, consulte Mantenimiento de las prácticas recomendadas para las escuelas en relación con los estudiantes transgénero y de género no binario.

¿La ley contra la discriminación de Vermont protege también a los estudiantes?

Sí, las escuelas (públicas, independientes y postsecundarias) se consideran lugares de prestaciones públicas (artículo 4501 del título 9 de los VSA) y, por lo tanto, no pueden discriminar por orientación sexual o identidad de género en sus prestaciones, ventajas, instalaciones o privilegios (artículo 4502 del título 9 de los VSA). Como consecuencia, si lo discriminan, puede presentar una queja ante la Comisión de Derechos Humanos o ante un tribunal superior.

Para obtener más información sobre la ley contra la discriminación de Vermont 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]).

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

Sí, en 2015, Vermont aprobó el artículo 8352 del título 18 de los VSA, Tratamiento ambulatorio para la salud mental de los menores.

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 prestador de salud mental con licencia que practique la terapia de conversión quedará sujeto a medidas disciplinarias por parte de la agencia de licenciamiento apropiada.

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

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

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

En general, de conformidad con la ley federal y del estado de Vermont, 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 Vermont?

División de Seguros del Departamento de Regulación Financiera de Vermont

En 2019, el Departamento de Regulación Financiera emitió un boletín que les exige a los planes de salud regulados por el Departamento que cubran los tratamientos necesarios desde el punto de vista médico para la disforia de género y los cuadros clínicos relacionados.

El boletín establece que los planes de salud “no deben excluir la cobertura de tratamientos necesarios desde el punto de vista médico, incluida la cirugía de afirmación de género para la disforia de género y los cuadros clínicos relacionados. Además, las aseguradoras no pueden denegar la cobertura de la cirugía de afirmación de género como no necesaria desde el punto de vista médico por edad sin otros factores clínicos o circunstancias que fundamenten la decisión”.

Medicaid de Vermont

En 2019, el Comité Legislativo sobre Normas Administrativas votó la aprobación de una norma nueva para Medicaid de Vermont que exige la cobertura de la cirugía necesaria desde el punto de vista médico para el tratamiento de la disforia de género. Para obtener más información, consulte Norma administrativa de atención médica 4.238 de la Agencia de Servicios Sociales: cirugía de afirmación de género para el tratamiento de la disforia de género.

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

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 está siendo discriminado por un centro o un prestador de atención médica, puede presentar una queja por discriminación ante la Comisión de Derechos Humanos de Vermont. Consulte el Área de problemas de “discriminación” para obtener información detallada sobre cómo hacerlo.

Si tiene un plan de salud regulado por el Departamento de Regulación Financiera, puede presentar una queja ante ese departamento: Quejas de seguros | Departamento de Regulación Financiera.

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 | Vermont (Español)

Preguntas y respuestas sobre el hostigamiento policial en Vermont

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.

Por supuesto que la policía puede acercarse a una persona y hacerle preguntas, pero incluso si una persona fue condenada por un delito anterior, se niega a responder o responde de una manera que no satisface al oficial, esto por sí solo no constituye un motivo para que sea arrestada. Un oficial de policía, por lo general, solo puede detener a una persona brevemente con fines de investigación si tiene “sospechas razonables” de que se ha cometido un delito o de que está por cometerse. Además, en algunos casos, los oficiales de policía sin sospechas razonables de actividades delictivas pueden entrometerse en la privacidad de una persona para cumplir funciones de “cuidado de la comunidad”, como ayudar a las personas que necesitan asistencia. Esta intromisión debe ser objetivamente razonable y basarse en hechos específicos y articulables. Una detención solo se puede realizar si existen “fundamentos probables” de que se ha cometido un delito. Cuando un encuentro con la policía se vuelva tan invasivo que califique como una detención con fines de investigación, según se describe arriba, el encuentro se podrá considerar un arresto de escala completa y deberá justificarse con causas probables.

¿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. Muchos departamentos tienen sus propias Divisiones de Asuntos Internos que reciben e investigan quejas de civiles contra oficiales de la policía.

Para obtener información sobre cómo presentar quejas ante la policía del estado de Vermont, visite Asuntos Internos | Policía estatal de Vermont. Puede presentar una queja en línea o por correo electrónico ante cualquier comandante de una estación de la policía estatal de Vermont.

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.

Protecting Access to Healthcare and Healthcare Providers

On May 10, 2023, Vermont Governor Phil Scott signed SB 37, along with HB 89, protecting access to essential healthcare for transgender people. The new laws come as at least 18 states have moved to ban established healthcare for transgender adolescents or adults. Together HB 89 and SB 37 create the most comprehensive protections to date for both providers and seekers of transgender healthcare, as well as reproductive care.

Update April 4, 2023: S.37 was heard in the Committee for Health Care. Director of Family Advocacy Polly Crozier shared testimony supporting this legislation at the hearing.

In light of recent attacks on bodily autonomy, reproductive rights, and access to essential healthcare for transgender people, lawmakers in Vermont seek to protect the rights and safety of people who would experience barriers to receiving the medical care they need.

Senate Bill 37, An act relating to access to legally protected health care activity and regulation of health care providers, would ensure in Vermont that:

  • people and their providers, not the government, are the ones making decisions about healthcare and well-being
  • there remains robust access to reproductive and transgender health care in Vermont, including economically and geographically
  • patients, their families, and their providers are protected as much as possible from unfounded efforts to criminalize vital evidence-based health care so that they can continue to thrive in their lives and livelihoods

Youth Organizations | Vermont

  • Out in the Open builds rural LGBTQ+ community, visibility, knowledge, & power.
  • Outright Vermont LGBTQ youth center and statewide advocacy organization.
  • PFLAG Dorset is dedicated to supporting, educating, and advocating for LGBTQ+ people and their families.
  • Pride Center of Vermont is the region’s most comprehensive community center dedicated to advancing community and the health and safety of Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ+) Vermonters.
  • Queer Connect is dedicated to increasing our visibility in the community and to building resources for LGBTQIA people and their families living in and around Bennington, Vermont.

Youth | Schools | Vermont

Schools (public, independent and postsecondary) are considered places of public accommodation (9 V.S.A. § 4501), and therefore they may not discriminate on the basis of sexual orientation or gender identity in their accommodations, advantages, facilities or privileges (9 V.S.A. § 4502). As a result, if you are discriminated against you may be able to pursue a complaint at the Human Rights Commission or in Superior Court.

The questions and answers that follow list other rights and protections for students.

What are my rights as an LGBTQ+ student?

All Vermont public school students have the right:

  • To be safe in school without being bullied,
  • To access information about LGBTQ+ subjects including educational websites,
  • To dress and present yourself in a manner consistent with your gender identity,
  • To free speech and expression. This means you have the right to express ideas that may offend other people and you have the right to disagree with others, as long as you express those ideas in a respectful way.

All Vermont public and many private school students have the right:

  • To be protected from discrimination or harassment based on sexual orientation, gender identity or expression, or HIV status,
  • To form a Gay/Straight Alliance (GSA) that gets treated the same as every other non-curricular group. This means equal funding, access to facilities, and the ability to choose your group’s name.

Outside of school you have the right:

  • To be protected from discrimination based on your actual or perceived sexual orientation, HIV status, or gender identity in employment, housing, and public accommodations (like restaurants or stores).
  • To give your own consent to get tested for HIV without your parents’ permission. For more specific information, see the “HIV/AIDS” Issue Area.
  • To report to the police anyone in or out of school who physically harms you, threatens you, or vandalizes your property.

Visit the U.S. Department of Education’s Resources for LGBTQI+ Students page for more information on what you can do if you experience discrimination

Are there any state laws that protect me from harassment, hazing, and bullying at school?

Yes. It is the policy of the state of Vermont that all Vermont educational institutions provide “safe, orderly, civil and positive learning environments.  Harassment, hazing and bullying have no place and will not be tolerated in Vermont schools” (16 V.S.A § 570).

Bullying is defined as an act (including an electronic one) directed against a student by another student or group of students that:

  1. is repeated over time;
  2. is intended to ridicule, humiliate or intimidate; and
  3. occurs during the school day on school property, on a bus or at a school-sponsored activity or before or after the school day on a school bus or at a school-sponsored activity; OR occurs at any other time and can be shown to pose a clear and substantial interference with a student’s right to access educational programs (16 V.S.A. § 11(a)(32)).

Harassment is defined as verbal, written, visual, or physical conduct (including by electronic means) motivated by a student’s or student’s family member’s actual or perceived characteristic such as sex, sexual orientation, gender identity or disability that is intended to:

  1. objectively and substantially undermining and detracting from or interfering with educational performance or access to school resources; or
  2. creating an objectively intimidating, hostile or offensive environment (16 V.S.A. § 11(a)(26)(A)).

Hazing is defined as any act against a student who is pledging, being initiated into, affiliating with, holding office in, or maintaining membership in any organization that is affiliated with an educational institution and that is intended to have the effect of (or be reasonably expected to have the effect of) humiliating, intimidating or demeaning the student or endangering the physical or mental health of the student (16 V.S.A. § 11(a)(30)(A)).

What are schools required to do to prevent bullying, harassment, and hazing?

All public and approved independent schools must develop, adopt, ensure the enforcement of, and make available to all students, staff, and parents, bullying, harassment and hazing prevention policies that shall be at least as stringent as the model policies developed by the Vermont Department of Education (16 V.S.A. § 570(b)). The model policies can be found at: http://education.vermont.gov/documents/healthy-safe-schools-hhb-model-policy.

All of these policies must include:

  1. Annually notifying the students, staff and parents about the policies and procedures;
  2. A procedure that directs students, staff and parents to report violations and file complaints;
  3. A procedure for investigating reports of violations and complaints;
  4. A description of the circumstances under which the violation may be reported to a law enforcement agency;
  5. Consequences and appropriate remedial action for those who violate the policy;
  6. A description of the training that teachers and other staff will receive in preventing, recognizing and responding to violations; and
  7. Designation of two or more people at each school to receive complaints (16 V.S.A. §§ 570a (harassment), 570b (hazing), 570c (bullying)).

Harassment and hazing are also explicitly prohibited at Vermont postsecondary schools, which are required to establish policies and enforcement procedures to address harassment complaints (16 V.S.A. § 178).

Does Vermont have specific guidance for schools to follow to protect transgender students?

Yes. The Vermont Agency of Education has established best practices for schools regarding transgender and gender nonconforming students.[1] These practices are intended to help school and district administrators take steps to create a culture in which transgender and gender nonconforming students feel safe, supported, and fully included and to meet each school’s obligation to provide equal educational opportunities for all students. These practices are intended to help schools ensure a safe learning environment free of discrimination and harassment and to promote the educational and social integration of transgender and gender nonconforming students.

[1] See http://education.vermont.gov/sites/aoe/files/documents/edu-best-practices-transgender-and-gnc.pdf.

Are there federal laws that protect me?

Possibly. Federal law prohibits sex discrimination in public schools that receive federal funding. Depending on the situation, harassment of LGBT students may be actionable as sex discrimination (See, e.g., Ray v. Antioch Unified School District, 107 F. Supp. 2d 1165 (N.D. Cal. 2000) (stating that attacks based on a student’s perceived sexuality constitute sex discrimination)). Harassment of transgender students in particular is actionable. Several federal courts have held that the federal anti-discrimination law, Title IX, prohibits discrimination based on gender identity (See, e.g., Whitaker v. Kenosha Unified School District No. 1 Bd. of Educ., 2017 U.S. App. LEXIS 9362 (7th Cir. 2017); cf. Bd. of Educ. v. U.S. Dep’t of Educ., 2016 U.S. Dist. LEXIS 131474 (S.D. Ohio 2016)).

Complaints can be made to your school Title IX coordinator, as well as to:

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

Additionally, some kinds of discrimination and harassment may violate a student’s constitutional rights.

What can I do if I’m being discriminated against at school?

There are many ways to approach the issue.  One is to ask for support from a friend, teacher or counselor. When harassed, if you feel safe, you may wish to speak to the perpetrators.

In addition, read your school policies and notify whoever is supposed to be notified—usually a vice principal or Title IX coordinator.  You should document any incidents of harassment or discrimination in writing.  Once you meet with the right officials, make a note of what you told them and on what date and ask when they will be getting back to you with a response.  If they don’t help you or don’t follow through, you may wish to write to the principal and superintendent and ask for them to end the discrimination.  Keep copies of all documentation for future reference.

At the same time, or after contacting the administration as set out above, you may want to contact the Safe Schools Program of the Vermont Department of Education.  This program is responsible for implementing initiatives related to the equal educational opportunities and anti-harassment provisions discussed above.  You can reach them at:

Vermont Agency of Education
219 Main Street, Suite 402
Barre, VT 05641
(802) 479-1030
aoe.edinfo@vermont.gov

Alternatively, since schools are considered public accommodations in Vermont, you may want to file a complaint with the Vermont Human Rights Commission (see discussion of Public Accommodations above) or other legal action.  Contact GLAD Answers for assistance and attorney referrals.

Do students have the right to form Gay Straight Alliances (GSA) in their schools?

Yes, as to high school students; probably, as to middle school students. A federal law known as the “Equal Access Act” requires that all federally funded secondary schools provide equal access to extra-curricular clubs. So long as a school has at least one student-led extra-curricular club, it must allow additional clubs to organize, and must provide them with equal access to meeting spaces, facilities, and funding without discriminating based on a club’s purpose, be that purpose religious, philosophical, political, or otherwise (20 U.S.C. § 4071). GLAD brought and won a case for students at West High in Manchester, New Hampshire on this very basis.

If your school is preventing you from forming a GSA, contact GLAD Answers.

Youth | GSAs/LGBTQ+ clubs | Vermont

Do students have the right to form Gay Straight Alliances (GSA)/LGBTQ+ club in their schools even if the principal or community opposes it?

Yes, as to high school students; probably, as to middle school students. A federal law known as the “Equal Access Act” requires that all federally funded secondary schools provide equal access to extra-curricular clubs. So long as a school has at least one student-led extra-curricular club, it must allow additional clubs to organize, and must provide them with equal access to meeting spaces, facilities, and funding without discriminating based on a club’s purpose, be that purpose religious, philosophical, political, or otherwise (20 U.S.C. § 4071). GLAD brought and won a case for students at West High in Manchester, New Hampshire on this very basis.

If your school is preventing you from forming a GSA or LGBTQ+ club, contact GLAD Answers.

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