Local Union Checklist
| Do your local union by-laws include same-sex partners in the definition of 'spouse'? (This is relevant in terms of items such as benevolent funds). | ||
| Do you pass along information about gay, lesbian, bisexual and transgender (LGBT) regional caucuses, conferences, demonstrations, etc. to members of your local union? | ||
| Does your local human rights committee actively support LGBT issues? | ||
| When LGBT issues are raised in the workplace or in union meetings are they handled with maturity and respect? | ||
| Does your local union support the work of a CAW area LGBT caucus? | ||
| Do local union leadership take an active approach to combatting harassment against gays, lesbians, bisexuals and transgenders, including poisoned work environment? | ||
| Do members of your local union (leadership and activists) march in solidarity in the Pride parade in your area? | ||
| When you invite family members to participate in union events, do you make it clear that everyone is welcome, by using terms like partner or spouse (and not husband / wife)? | ||
| Has your local union leadership completed the CAW 40-hour Human Rights Course (available on a 50/50 cost-sharing agreement with the National)? | ||
| Is completion of the CAW 40-hour Human Rights Course mandatory for your leadership (i.e., is it in your by-laws)? |
The National Union requires that elected union leaders uphold the Oath of Office, maintain a zero tolerance policy on Workplace Harassment Policy, negotiate same-sex benefits, enforce your collective agreement, and fully represent all of our members.
