I&#39;m a trans woman. When can I deregister from the American draft registry? When I was 18, I received a scary form from the Department of Defense telling me I had to sign up for something called “Selective Service” (or face prison time and other things). Not knowing any better at the time, I filled it out as if I was male. Of course, this should be corrected. I recall that there was a box on this form reading “I am exempt because I am female.” (There are several issues with this, including the ban on women who do wish to serve, and the complete lack of recognition of and guidance for enbies, but those are separate questions.) I expect that the American government is, unfortunately, gatekeepy enough to not accept self-identification. What step of legal transition must I have completed before I can resubmit this form with the box checked to excuse myself as female?
Apparently, you cannot do this at any point, unless the law changes at some time in the future: FOR INDIVIDUALS ASSIGNED MALE AT BIRTH People who were assigned male at birth are required to register with the Selective Service within thirty days of their eighteenth birthday. This includes those who may have transitioned before or since then. The Selective Service uses Social Security and other databases to determine who they believe was assigned male at birth. As of now, it is unclear whether transgender people are eligible for military service, but you are required to register nonetheless, and this is necessary to gain access to certain government benefits. According to the Selective Service website, "In the event of a resumption of the draft, individuals born male who have changed their gender to female can file a claim for an exemption from military service if they receive an order to report for examination or induction." However, you needn't worry about being drafted, not least because nobody has been drafted since 1972. Furthermore, according to the same source: As of April 12, 2019, openly transgender individuals are generally banned from joining the U.S. military. For more information on the eligibility of transgender people for military service, visit the Modern Military Association of America (www.modernmilitary.org) or SPART*A (https://spartapride.org/). Especially see the MMAA Frequently Asked Questions on on the Transgender Military Ban (https://secureservercdn.net/45.40.155.175/21n.8d4.myftpupload.com/wp-content/uploads/2019/11/FAQ-Trans-Ban-NEW-FINAL.pdf).
Currently there is nowhere in the USA where polygamy is legal. So regardless of their sexual or gender expression or orientation, being married to MORE THAN ONE person at the same time is illegal. If, however, it turned out that someone had more than one spouse at their death, I'm sure that property distribution would be a matter for the probate court to sort out. As far as legally-married &quot;trans spouses&quot;, for lack of a better term, I don't see why that would that impact inheritance in any way?
When it comes to preventing disciplinary issues, the military much prefers simple solutions that work. This will at times result in rules which ban things that aren't really a problem, along with the things that really are, but to tailor the regulation to ban only what needs to be banned can result in rules that take two lawyers and a judge to puzzle out. Your drill sergeant hasn't got time for that. And there are magazines that the military will see as needing to be banned. Porn (even though the on-base store sells it) was prohibited when I went through boot camp. I don't know if it was from a moralistic stance, or the simple fact that someone will steal someone else's copy of Playboy, which will probably result in a fight. Shortly before I enlisted in the military, the recruiter held a meeting at which a former drill sergeant told us about what to expect in boot camp. He touched on the things that we were told to leave at home. I asked whether a paperback novel was allowed or not, and he said that there isn't enough spare time in six months of boot camp to finish a book. It may seem, from the outside, that disallowing a novel is an unreasonable abridgement of your rights, but the actual effect on you is minimal. Boot camp only runs from two to three months, and the last time I checked nobody ever died from a lack of entertainment. There are hills more worthy of dying on than this. Gaming materials are probably be contraband because they might be used for gambling. That can lead to an outright brawl, and while a good fighting spirit is quite welcome, fisticuffs in the barracks are not.
The first part of the question is trivial to answer - if all men consider the salary on offer to be insufficient, even though it's the same salary that's paid to the (female) employees, then that's the voluntary choice of those men. Bob in all likelihood cannot insist on the presence of a male employee in the meeting. Some countries might have rules for the gender of doctors; many have rules for police officers doing pat-downs. But those are much more personal interactions than meetings.
Very briefly, holding political views or having political party affiliations simply do not give a person inclusion in a protected group (Wikipedia) when it comes to federal law. Protected classes do include • Race – Civil Rights Act of 1964 • Religion – Civil Rights Act of 1964 • National origin – Civil Rights Act of 1964 • Age (40 and over) – Age Discrimination in Employment Act of 1967 • Sex – Equal Pay Act of 1963 and Civil Rights Act of 1964 • The Equal Employment Opportunity Commission interprets 'sex' to include discrimination based on sexual orientation and gender identity • Pregnancy – Pregnancy Discrimination Act • Citizenship – Immigration Reform and Control Act • Familial status – Civil Rights Act of 1968 Title VIII: Housing cannot discriminate for having children, with an exception for senior housing • Disability status – Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990 • Veteran status – Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Uniformed Services Employment and Reemployment Rights Act • Genetic information – Genetic Information Nondiscrimination Act (Many state laws also give certain protected groups special protection against harassment and discrimination.) In the US, political beliefs are one's own to choose and participate in, mostly due to the First Amendment to the United States Constitution (Wikipedia): Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble...
It is entirely legal to discriminate on arbitrary grounds. What is not legal is to discriminate on the basis of a protected category, for example race. The law say that you cannot favor or disfavor a customer because of their race. Federal law specifically prohibits discrimination on the basis of race, color, religion, or national origin, but not age or gender (disability is more complicated). Moreover, the grounds are not arbitrary. The establishment is at legal risk if a customer does not wear eye-protection, and you have no right to compel them to assume that risk: it's a perfectly normal business decision. The law states that "Customers are not allowed to use a tanning device unless the customer uses protective eyewear", and verifying that you have such eyewear is the minimal way of assuring compliance with the law.
That depends what is meant by &quot;not allow&quot;. Such a blog author could certainly include a statement that the blog was intended only for female readers. That would not be enforceable. She could include a ToS provision requiring a user to agree to such a restriction. That might be enforceable in theory, but it would be a lot of work to try to enforce, as a blog author does not normally know who her readers are. Such an author could have the blog require registration and log-in, and as part of the registration process require registrants to provide evidence that they are females. That might work to keep (at least most) males from directly reading the blog. If we suppose that the author had such a registration process, and someone brought suit under a federal or state anti-discrimination law, what would happen? Such laws usually only apply to &quot;places of public accommodation&quot;. Such laws have mostly been employed to address discrimination in hotels, restaurants, theaters, retail stores, and similar places. I am not aware of any case declaring a blog or any similar online service a &quot;public accommodation&quot;. Such a finding would be needed for a suit in such a case to be won by the plaintiff. There are also specific laws prohibiting discrimination in employment, housing, and education. But those would not apply to this sort of case. So I am inclined to doubt that any such restriction, if imposed by a blog author, would be found to violate US anti-discrimination law.
Adding m/w/d in a job posting is not explicitly required by any German law. It is however the established way to implement the requirements of the AGG (~ general equal treatment act) which in turn implements various EU directives. Protected classes under the AGG are race, ethnic origin, gender, religion or belief system, disability, age, and sexual identity. Of these, only gender manifests itself in the German language, making workarounds necessary that indicate that no gender is preferred. Within certain bounds, the German language can use gender-neutral terms, for example a job called “Lehrer/-in” or “Lehrer*in” could also be called “Lehrkraft”. If you are able to use gender-neutral language in English but are still subject to German law, adding “m/f/d” is probably not necessary but still a very sensible idea as it corresponds to German best practices. If you fail to add some explicit note that applicants of all genders are welcome, nothing bad will happen automatically. However, a person with a not-explicitly listed gender may apply for the job, get denied, and then sue with the argument that they were denied because of their gender. The employer would have the obligation to prove that their job postings are non-discriminatory.