DOCSLIB.ORG

10 Tips for Working with Transgender Patients

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
10 Tips for Working with Transgender Patients Introduction to the transgender community MEDICAL PROTOCOLS The World Professional Association for Gender identity is our internal understanding of Transgender Health (WPATH) publishes our own gender. We all have a gender identity. Standards of Care for the treatment of The term “transgender” is used to describe people gender identity disorders, available at whose gender identity does not correspond to their www.wpath.org. These internationally rec- birth-assigned sex and/or the stereotypes asso- ognized protocols are flexible guidelines ciated with that sex. A transgender woman is a designed to help providers develop individ- woman who was assigned male at birth and has ualized treatment plans with their patients. 10 Tips for Working a female gender identity. A transgender man is a man who was assigned female at birth and has a Another resource is the Primary Care Proto- with Transgender male gender identity. col for Transgender Patient Care produced by Center of Excellence for Transgender Patients For many transgender individuals, the lack of con- Health at the University of California, San An information and resource publication gruity between their gender identity and their Francisco. You can view the treatment birth sex creates stress and anxiety that can lead protocols at www.transhealth.ucsf.edu/ for health care providers to severe depression, suicidal tendencies, and/or protocols. These protocols provide accu- increased risk for alcohol and drug dependency. rate, peer-reviewed medical guidance on Transitioning - the process that many transgen- transgender health care and are a resource der people undergo to bring their outward gender for providers and support staff to improve expression into alignment with their gender iden- treatment capabilities and access to care tity - is for many medically necessary treatment for transgender patients. strategy that can effectively relieve this stress and anxiety. Transgender people are Transgender Law Center changes law, policy, and attitudes so that all people medically underserved can live safely, authentically, and free Access to affordable, quality health care is central form discrimination regardless of their to avoiding negative health consequences, yet most gender identity or expression. insurance companies exclude medically necessary care and services for transgender people, includ- ing mental health therapy, hormonal therapy, and surgeries. In addition, many transgender people Transgender Law Center have had negative experiences in health care set- [email protected] tings, including providers and office staff who p 415.865.0176 f 877.847.1278 have lacked the information necessary to provide sensitive services. Discrimination in the provision www.transgenderlawcenter.org of services causes transgender people to delay or avoid necessary health care, including care that is not specifically transition-related, often to the point of putting their overall health at severe risk. © Transgender Law Center 2015 finding, asking a patient’s permission is a necessary 3. REMEMBER TO ALWAYS REFER TO TRANSGENDER first step before inviting in a colleague or trainee. PEOPLE BY THE NAME AND PRONOUN THAT CORRE- Many transgender patients wish to maintain control SPONDS WITH THEIR GENDER IDENTITY. Use “she” for over who sees them unclothed. When patients are transgender women and “he” for transgender men, observed without first asking their permission, it can TIPS even if you are not in the patient’s presence. for improving services quickly feel like an invasion of privacy and creates a for transgender people barrier to respectful, competent health care. 4. IF YOU ARE UNSURE ABOUT A PERSON’S GENDER 10 IDENTITY, OR HOW THEY WISH TO BE ADDRESSED, ASK POLITELY FOR CLARIFICATION. It can be uncomfort- 8. IT IS INAPPROPRIATE TO ASK TRANSGENDER able to be confused about someone’s gender. It can PATIENTS ABOUT THEIR GENITAL STATUS IF IT IS Transgender Law Center recognizes that also feel awkward to ask someone what their gender UNRELATED TO THEIR CARE. A person’s genital sta- tus—whether one has had surgery or not—does not many health care providers are eager to is. However, if you let the person know that you are only trying to be respectful, your question will usu- determine that person’s gender for the purposes of provide a safe, welcoming treatment envi- ally be appreciated. For instance, you can ask, “How social behavior, service provision, or legal status. ronment for members of the transgender would you like to be addressed?” or “What name community, yet may not have had the would you like to be called?” In order to facilitate 9. NEVER DISCLOSE A PERSON’S TRANSGENDER STA- a good provider-patient relationship, it is important TUS TO ANYONE WHO DOES NOT EXPLICITLY NEED opportunity to access information about not to make assumptions about the identity, beliefs, THE INFORMATION FOR CARE. Just as you would not the needs and experiences of this margin- concerns, or sexual orientation of transgender and needlessly disclose a person’s HIV status, a person’s gender non-conforming patients. alized population. With this barrier in mind, gender identity is not an item for gossip. Having it we have created this pamphlet to work known that one is transgender can result in ridicule 5. ESTABLISH AN EFFECTIVE POLICY FOR in partnership with providers to improve and possible violence towards that individual. If ADDRESSING DISCRIMINATORY COMMENTS AND quality of care and provider-patient disclosure is relevant to care, use discretion and BEHAVIOR IN YOUR OFFICE OR ORGANIZATION. Ensure inform the patient whenever possible. outcomes. that all staff in your office or organization receive transgender cultural competency training and that 10. BECOME KNOWLEDGEABLE ABOUT TRANSGENDER 1. WELCOME TRANSGENDER PEOPLE BY GETTING there is a system for addressing inappropriate HEALTH CARE ISSUES. Get training, stay up to date on THE WORD OUT ABOUT YOUR SERVICES AND conduct. transgender issues, and find out where to access DISPLAYING TRANSGENDER-POSITIVE CUES IN YOUR resources. For free, confidential provider-to-provider OFFICE. You can use LGBT community centers, 6. REMEMBER TO KEEP THE FOCUS ON CARE RATHER information, visit www.project-health.org/transline. services, newspapers, and Internet resources to THAN INDULGING IN QUESTIONS OUT OF CURIOSITY. advertise your services. Posters, buttons, stickers, In some health care situations, information about and literature about transgender people can dem- biological sex and/or hormone levels is important for onstrate that you are transgender-friendly. You can assessing risk and/or drug interactions. But in many rewrite your intake form to include “chosen name” health care situations, gender identity is irrelevant. in addition to “legal name,” as well as a third, blank Asking questions about a person’s transgender status, option for “sex/gender” where someone can more if the motivation for the question is only your own accurately describe their gender. And single-use curiosity and is unrelated to care, is inappropriate restrooms are a welcome option for many, including and can quickly create a discriminatory environment. transgender people. 7. KEEP IN MIND THAT THE PRESENCE OF A TRANS- 2. TREAT TRANSGENDER INDIVIDUALS AS YOU GENDER PERSON IN YOUR TREATMENT ROOM IS NOT WOULD WANT TO BE TREATED. You can show respect ALWAYS AN APPROPRIATE “TRAINING OPPORTUNITY” by being relaxed and courteous, avoiding negative FOR OTHER HEALTH CARE PROVIDERS. Many trans- facial reactions, and by speaking to transgender gender people have had providers call in others to clients as you would any other patient or client. observe their bodies and the interactions between a patient and health care provider, often out of an For more information or to get help, impulse to train residents or interns. However, like in please contact Transgender Law Center other situations where a patient has a rare or unusual at www.transgenderlawcenter.org..
Load more

Recommended publications
  • 10 Tips for Working with Transgender Patients
    Introduction to the transgender community MEDICAL PROTOCOLS The World Professional Association for Gender identity is our internal understanding of Transgender Health (WPATH) publishes our own gender. We all have a gender identity. Standards of Care for the treatment of The term “transgender” is used to describe people gender identity disorders, available at whose gender identity does not correspond to their www.wpath.org. These internationally rec- birth-assigned sex and/or the stereotypes asso- ognized protocols are flexible guidelines ciated with that sex. A transgender woman is a designed to help providers develop individ- woman who was assigned male at birth and has ualized treatment plans with their patients. 10 Tips for Working a female gender identity. A transgender man is a man who was assigned female at birth and has a Another resource is the Primary Care Proto- with Transgender male gender identity. col for Transgender Patient Care produced by Center of Excellence for Transgender Patients For many transgender individuals, the lack of con- Health at the University of California, San An information and resource publication gruity between their gender identity and their Francisco. You can view the treatment birth sex creates stress and anxiety that can lead protocols at www.transhealth.ucsf.edu/ for health care providers to severe depression, suicidal tendencies, and/or protocols. These protocols provide accu- increased risk for alcohol and drug dependency. rate, peer-reviewed medical guidance on Transitioning - the process that many transgen- transgender health care and are a resource der people undergo to bring their outward gender for providers and support staff to improve expression into alignment with their gender iden- treatment capabilities and access to care tity - is for many medically necessary treatment for transgender patients.
    [Show full text]
  • Outline Introduction, Background, and Terminology
    SUMMARY OF CLINICAL EVIDENCE FOR GENDER REASSIGNMENT SURGERIES Outline Introduction, Background, and Terminology ................................................................................................ 2 Categories of Gender Reassignment Surgery ........................................................................................... 3 Summaries of Clinical Evidence for Gender Reassignment Surgeries ......................................................... 4 Surgeries for Female-to-Male (FTM) individuals..................................................................................... 4 Breast/Chest Surgery ........................................................................................................................ 4 Genital Surgeries ............................................................................................................................... 4 Other Surgeries ................................................................................................................................. 4 Surgeries for Male-to-Female (MTF) individuals..................................................................................... 5 Breast/Chest Surgery ........................................................................................................................ 5 Genital Surgeries ............................................................................................................................... 5 Other Surgeries ................................................................................................................................
    [Show full text]
  • Model Policy & Legal Guide
    MODEL POLICY & LEGAL GUIDE FOR PROVIDING CULTURALLY COMPETENT SERVICES TO TRANSGENDER & GENDER NONCONFORMING CLIENTS OF HOMELESS SHELTERS & HOUSING PROGRAMS Transgender Law Center Transgender Law Center works to change law, policy, and attitudes so that all people can live safely, authentically, and free from discrimination regardless of their gender identity or expression. Transgender Law Center 1629 Telegraph Ave, Suite 400 Oakland, CA 94612 p 415.865.0176 f 877.847.1278 [email protected] www.transgenderlawcenter.org Copyright © 2016 Transgender Law Center This guide may be used and reproduced without permission of Transgender Law Cen- ter so long as it is properly cited. Excerpts may be taken if (a) they are properly cited AND (b) they are used within their proper context AND (c) a note is included that the excerpt is not legal advice. 2 Transgender Law Center Purpose of this Guide The purpose of this policy is to assist staff in shelters and homeless service agencies with providing services to transgender and gender nonconforming individuals in a manner consistent with federal, state, and local laws. Homelessness, shelter access, and client safety are serious issues for the transgender and gender nonconforming communities across the country. Transgender and gender nonconforming (TGNC) people experience homelessness at much higher rates than the general public because of frequent discrimination and abuse based on their gender identity and presentation. And yet, TGNC people experiencing homelessness often face barriers to shelter services because of the same discrimination that contributed to their homelessness in the first place. In a 2011 survey of 6,500 TGNC people, almost 20% of transgender individuals reported experiencing homelessness at some point in their lives.1 A majority of those trying to access a homeless shelter reported being harassed by shelter staff or residents; almost 30% of that majority were turned away altogether.
    [Show full text]
  • Know Your Rights
    KNOW YOUR RIGHTS Filing an Employment Discrimination Complaint with the EEOC Transgender Law Center Transgender Law Center works to change law, policy, and attitudes so that all people can live safely, authentically, and free from discrimination regardless of their gender identity or expression. Transgender Law Center 1629 Telegraph Ave, Suite 400 Oakland, CA 94612 p 415.865.0176 f 877.847.1278 [email protected] www.transgenderlawcenter.org Copyright © 2016 Transgender Law Center This guide may be used and reproduced without permission of Transgender Law Cen- ter so long as it is properly cited. Excerpts may be taken if (a) they are properly cited AND (b) they are used within their proper context AND (c) a note is included that the excerpt is not legal advice. Background of Federal Employment Rights for Transgender Employees In 2012, the U.S. Equal Employment Opportunity Commission (EEOC)1 issued a landmark decision, Macy v. Holder, holding that the federal sex discrimination law, Title VII2, prohibits discrimination against transgender employees. This ruling was issued in the case of Macy v. Holder, brought to the EEOC by Transgender Law Center on behalf of our client Mia Macy. In 2015, the EEOC decided Lusardi v. McHugh, holding that some of the most common forms of harassment faced by transgender employees – telling them they can’t use the same restroom as everyone else, or intentionally calling them by the wrong name and pronoun – constitute unlawful discrimination under Title VII. Transgender Law Center was proud to represent the employees in both Macy and Lusardi. What Does This Mean for You? This means that transgender and gender non-conforming people everywhere in the United States are protected from employment discrimination by federal law and have access to legal protection through the EEOC if they experience employment discrimination because of their gender identity or expression.
    [Show full text]
  • A Practitioner's Guide to California Transgender
    A Practitioner’s Guide to California Transgender Law A Reference Guide for California Lawyers and Advocates Updated March 2010 Transgender Law Center 870 MARKET STREET, SUITE 400 SAN FRANCISCO, CA 94102 (415) 865-0176 (415) 777-5565 (FAX) WWW.TRANSGENDERLAWCENTER.ORG [email protected] ADVOCATING FOR OUR COMMUNITIES PUBLICATION OF THIS GUIDE MADE POSSIBLE BECAUSE OF GENEROUS SUPPORT FROM: THE ECHOING GREEN FOUNDATION THE HORIZONS FOUNDATION THE NATIONAL CENTER FOR LESBIAN RIGHTS THE VANLOBENSELS/REMBEROCK FOUNDATION California Transgender Law 101 Introduction This reference guide is designed to provide a broad overview of California laws affecting transgender people. If you have a question about these laws or other issues your clients are facing, please feel free to contact the Transgender Law Center. I. Identity Documents A. State of the law • California Driver’s License – a court order is required to change name using a form DL 44. Gender marker may be changed without a court order provided a doctor or psychologist completes a form DMV 329. People under the age of 18 will need parental support to apply unless person is an emancipated minor. (Attachment A – DL 329 and instructions; DL 44 is only available at DMV office or by mail) • Social Security Number – a court order is required to change name on a Social Security account. Gender marker may be changed with a letter from a surgeon stating that “sex reassignment surgery” has been completed. No guidance is given as to what type of surgery constitutes sex reassignment surgery. To make these changes, complete a Form SS-5 (Attachment B – Info from SSA website about change of name and gender; Form SS-5 and instructions) • Common Law Name Change – This method of changing a person’s name remains legally possible, however many organizations and agencies will not recognize it due to concerns about identity theft and immigration fraud.
    [Show full text]
  • Model Transgender Employment Policy Negotiating for Inclusive Workplaces Model Transgender Employment Policy
    Model Transgender Employment Policy negotiating for inclusive workplaces Model Transgender Employment Policy Contents Introduction 3 Sample Policies 3 Purpose 3 Definitions 3 Specific Policies 5 Privacy 5 Official Records 5 Names/ Pronouns 5 Transitioning on the Job 5 Sex-segregated job assignments 6 Restroom Accessibility 6 Locker Room Accessibility 6 Dress Codes 6 Discrimination/ Harassment 7 Health Insurance Benefits 7 Sample Workplace Transition Plan 8 Before the Workplace Transition Begins 8 The Day the Transition Will Be Made Known to the Work Team 9 The First Day of the Employee’s Official Workplace Transition 9 2 negotiating for inclusive workplaces Introduction This model policy and guide will clarify the law and help your company welcome and include transgender, gender non-conforming, and transitioning employees. Below is a sample policy1 that your company can use as the basis for creating your own inclusive policy to ensure transgender, gender non-conforming, and transitioning employees feel safe and welcome in your workplace. Sample Policies Purpose Our company does not discriminate in any way on the basis of sex, sexual orientation, gender identity, or gender expression. This policy is designed to create a safe and productive workplace environment for all employees. This policy sets forth guidelines to address the needs of transgender and gender non-conforming employees and clarifies how the law should be implemented in situations where questions may arise about how to protect the legal rights or safety of such employees. This policy does not anticipate every situation that might occur with respect to transgender or gender non-conforming employees, and the needs of each transgender or gender non-conforming employee must be assessed on a case-by-case basis.
    [Show full text]
  • TLC Annualreport2012-Interactive
    Welcome to Authentic Lives. We’ve made this issue into an interactive PDF, which means it’s packed full of extra content. Interactive PDFs are best viewed full-screen, and the functionality isn’t usually supported in your browser - so that means for our extra features to work, you’ll have to save this file and then open it, rather than just viewing it in your browser (such as Safari). We hope you’ll find all these goodies easy to navigate, but here’s a quick walkthrough of what you can expect. On the contents page, you’ll notice the links highlight when your cursor passes them. If you want to be taken to an article, simply click that article when it lights up. On the articles, you’ll notice some little icons in the margins. These are our extra content goodies. Stories & Articles Movies Explanations Websites To see where a button is going to take you, simply place your cursor over the button. It will light up, and a little yellow bubble will appear telling you what the extra content is. If you want to open the content, click the button. Otherwise, just move your mouse off the button and carry on reading. That’s it! We hope you enjoy the extra content, and let us know if you have any problems! Friend, IT’s AN When I came out as a transgender “ man in 1997, I think I knew about every trans activist, organization, and law on the EXCITING books. Our elders had been fighting for our recognition and equality for a long time, but there were still relatively few visible trans TIME folk or legal protections.
    [Show full text]
  • Understanding Issues Facing Transgender Americans
    UNDERSTANDING ISSUES FACING TRANSGENDER AMERICANS National Center for TRANSGENDER EQUALITY Authors Partner This report was authored by: Contact Information 2 Movement Advancement Project Movement Advancement Project (MAP) The Movement Advancement Project (MAP) is an 2215 Market Street independent think tank that provides rigorous Denver, CO 80205 research, insight and analysis that help speed equality [email protected] for LGBT people. MAP works collaboratively with www.lgbtmap.org LGBT organizations, advocates and funders, providing information, analysis and resources that help coordinate GLAAD and strengthen their efforts for maximum impact. MAP 5455 Wilshire Blvd, #1500 also conducts policy research to inform the public and Los Angeles, CA 90036 policymakers about the legal and policy needs of LGBT 323-933-2240 people and their families. www.glaad.org National Center for Transgender Equality National Center for Transgender Equality The National Center for Transgender Equality (NCTE) is 1325 Massachusetts Ave. NW, Suite 700 the nation’s leading social justice advocacy organization Washington, DC 20005 winning life saving change for transgender people. 202-903-0112 NCTE was founded in 2003 by transgender activists www.transequality.org who recognized the urgent need for policy change to advance transgender equality. Transgender Law Center: 1629 Telegraph Avenue, Suite 400 Transgender Law Center Oakland, CA 94612 Founded in 2002, Transgender Law Center (TLC) is now 415-865-0176 the largest transgender-led organization in the United www.transgenderlawcenter.org States dedicated to advancing transgender rights. TLC changes law, policy and attitudes so that all people can live safely, authentically, and free from discrimination regardless of their gender identity or expression.
    [Show full text]
  • The State of Transgender California Report
    T H E S T A T E O F TRANSGENDER CALIFORNIA REPORT RESULTS FRom the 2008 CAlifORNIA TRANSGENDER ECONOMIC HEALTH SURVEY P R E PA R E D BY THE TRANSGENDER LAW CENTER The State of Transgender California: Results from the 2008 California Transgender Economic Health Survey The Transgender Law Center is grateful for the many researchers, writers, editors, and reviewers who worked on The State of Transgender California: Results from the 2008 CA Transgender Economic Health Survey. Jennifer Davis led the original survey design with input from Somjen Frazer, Lee Badgett, and Mara Keisling. Countless organizations and community members helped disseminate and collect the survey, including Ella, Bienestar, FTM International, LOTUS, TASC, and many others. Tanya Barretto at LFA Group, Eleanor Hartzell and Dr. Eli Bartle cleaned the data, which were analyzed by Eleanor Hartzell and Somjen Frazer at The Task Force (with assistance from Chloe Mirzayi and Stephen Wiseman). Eleanor led the writing effort with editing support from Karen Taylor, Leslie Minot and Dr. Bartle. Dr. Bartle also obtained human subjects approval and acted as a consultant for the project. Thanks, as well, to Christopher Daley, Cecilia Chung, and San Francisco’s Transgender Economic Empowerment Initiative for their inspiration and support. The survey and report were made possible by program support from the Women’s Foundation of CA; Tides Foundation’s State Equality Fund, a philanthropic partnership that includes the Evelyn and Walter Haas, Jr. Fund, the Gill Foundation, and anonymous donors; the Walter & Elise Haas Fund; and the Williams Institute. TLC is also grateful to those who have supported our economic empowerment and health work over the years, including the Horizons Foundation, Open Society Institute, Evelyn and Walter Haas, Jr.
    [Show full text]
  • MEET US WHERE WE ARE Report of Key Findings from a 2018 Needs Assessment of Transgender and Gender Nonconforming People Living with HIV in New Orleans, Louisiana
    MEET US WHERE WE ARE Report of key findings from a 2018 needs assessment of transgender and gender nonconforming people living with HIV in New Orleans, Louisiana. March 31, 2019 C1 Chung, Cecilia; Kass, Sophia; Lesesne, Catherine; Boyce, Lorin; Carver, Lisa. (2019). Meet Us Where We Are: Report of key findings from a 2018 needs assessment of transgender and gender nonconforming people living with HIV in New Orleans, Louisiana. Transgender Law Center, Oakland, California. This report was produced by ICF under contract with the Transgender Law Center. TABLE OF CONTENTS About ......................................................................1 Introduction and Background ................................... 3 Respondent Demographics ....................................... 5 Key Findings ........................................................... 8 Discrimination and Legal Rights ........................... 8 Health Care ........................................................ 11 Interpersonal Violence and Family Rejection ........13 TGNC Voices of New Orleans ..............................16 Recommendations ..................................................18 Additional Reports ..................................................19 Acknowledgments ..................................................21 ABOUT TRANSGENDER LAW CENTER Founded in 2002, Transgender Law Center has grown into the largest trans-specific, trans-led organization in the United States, changing law, policy, and attitudes so that all people can live safely, authentically,
    [Show full text]
  • Case3:14-Cv-02726-JST Document49 Filed08/07/15 Page1 of 30
    Case3:14-cv-02726-JST Document49 Filed08/07/15 Page1 of 30 1 KAMALA D. HARRIS Attorney General of California 2 JAY C. RUSSELL Supervising Deputy Attorney General 3 MARTINE N. D'AGOSTINO Deputy Attorney General 4 State Bar No. 256777 455 Golden Gate Avenue, Suite 11000 5 San Francisco, CA 94102-7004 Telephone: (415) 703-5233 6 Fax: (415) 703-5843 E-mail: [email protected] 7 Attorneys for Defendants S. Pajong, D. Bright, J. Lewis, J. Dunlap, and 8 J. Beard, Ph.D. 9 IN THE UNITED STATES DISTRICT COURT 10 FOR THE NORTHERN DISTRICT OF CALIFORNIA 11 SAN FRANCISCO DIVISION 12 13 14 SHILOH HEAVENLY QUINE, C 14-02726 JST 15 Plaintiffs, JOINT NOTICE OF SETTLEMENT AGREEMENT 16 v. 17 Judge: The Honorable Jon S. Tigar BEARD, et al., Trial Date: January 4, 2016 18 Action Filed: June 12, 2014 Defendants. 19 20 21 22 23 24 25 26 27 28 1 Not. of Settlement Agreement (C 14-02726 JST) Case3:14-cv-02726-JST Document49 Filed08/07/15 Page2 of 30 1 The parties, by and through their counsel of record, have agreed to settle the instant matter. 2 The parties will execute the attached Settlement Agreement and Release within the next seven 3 calendar days. 4 DATED: August 7, 2015 5 6 /s/ Herman J. Hoying /s/ Martine N. D’Agostino _________________________ _________________________ 7 1 HERMAN J. HOYING MARTINE N. D’AGOSTINO 8 Attorney for Plaintiff Deputy Attorney General Shiloh Quine (aka Rodney James Quine) Attorney for Defendants 9 S. Pajong, D. Bright, J.
    [Show full text]
  • Life Planning Documents for Transgender Communities
    Life Planning Documents for Transgender Communities Transgender Law Center Transgender Law Center (TLC) is the largest national trans-led organization advocating for a world in which all people are free to define themselves and their futures. Grounded in legal expertise and committed to racial justice, TLC employs a variety of community-driven strategies to keep transgender and gender nonconforming people alive, thriving, and fighting for liberation. Transgender Law Center P.O. Box 70976 Oakland, CA 94612 p 510.587.9696 f 510.587.9699 [email protected] www.transgenderlawcenter.org Copyright © 2020 Transgender Law Center This guide may be used and reproduced without permission of Transgender Law Center so long as it is properly cited. Excerpts may be taken if (a) they are properly cited AND (b) they are used within their proper context AND (c) a note is included that the excerpt is not legal advice. Cover photo credit to The Gender Spectrum Collection. INTRODUCTION The staff of Transgender Law Center knows that this can be a scary time for our community, with many people worrying about their health and what might happen if they become ill. To help people to prepare in case they are impacted by COVID-19, or any other medical issues, we have prepared this document explaining basic information about steps you can take to ensure that your identity will be respected, your loved ones will be able to see you1, and your wishes are carried out even if you are unable to communicate them yourself. We hope that this information is helpful to you and your loved ones during this uncertain time.
    [Show full text]