[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-243042-105":53,"doc-detail-243042-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","transgender-employee-workplace-transition-plan-tool-organization-adaptation-guidance","Transgender Employee Workplace Transition Plan Tool - Organization Adaptation Guidance","","Workplace Transition Plan template for managing processes when an employee transitions from their sex assigned at birth to a gender aligned with their gender identity. Guides Phase 1 actions before transition begins, including onboarding the employee’s first point of contact, directing the employee to HR for orientation on company transgender policies, and coordinating meetings with supervisors where needed. 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The transitioning employee will meet with their selected first point of contact to make them aware of the employee’s upcoming transition .  \n2. Refer the transitioning employee to the ABC Company HR department, if the point of contact is not in HR to receive orientation on the Company’s transgender policies and availability of transition-related health care benefits .  \n3. If the transitioning employee’s supervisor is not the first point of contact, find out if the transitioning employee wants a meeting to be scheduled with the supervisor to ensure the supervisor knows of the employee’s planned transition .  \n4. Make management beyond the transitioning employee’s supervisor aware of the planned transition so that leaders can express their support when the employee’s transition is made known to the employee’s work team .  \n5. The transitioning employee and their initial point person will meet to discuss all of the individuals who must be included in the workplace transition plan, which should include the employee, the employee’s immediate supervisor, someone from HR and, if the Company has an LGBT employee resource group, a representative from that group .  \n6. All members of the transition team will familiarize themselves with the Company’s policies and any other relevant resources providing educational information about transgender issues . Note: Since it’s unlikely that all transition team members will need to be brought on board at once, there should be a timeframe indicating when each member needs to become involved in the employee’s transition process, and","cbCain63slhVZp8T","https://ap.wps.com/l/cbCain63slhVZp8T","pdf",43345,"English","# Phase 1: Before the workplace transition begins\n## Point of contact orientation and HR referral\n## Supervisor and management coordination\n## Transition team scope and policy familiarization","[{\"question\":\"What actions should be taken before the workplace transition begins?\",\"answer\":\"The transitioning employee meets with their selected first point of contact, and the employee is referred to the HR department for orientation on transgender policies and related health care benefits.\"},{\"question\":\"Who should be included in the workplace transition plan?\",\"answer\":\"The plan should include the employee, the employee’s immediate supervisor, someone from HR, and—if available—a representative from the company’s LGBT employee resource group.\"},{\"question\":\"How should the transition team prepare for the process?\",\"answer\":\"All transition team members should familiarize themselves with the company’s policies and other relevant educational resources on transgender issues, with a timeframe for when each member must become involved.\"}]","Transgender Employee Workplace Transition Plan Tool - Organization Adaptation Guidance | PDF"]