This week, Florida State Senator Blaise Ingoglia (R) filed SB 952, or the ‘Reverse Woke Act.'
The proposed legislation would hold employers responsible for providing detransition care for employees if they offer coverage for chemical and surgical sex change treatments – including those no longer with their company or who received treatment out of state.
According to Ingoglia, this legislation is intended to protect Floridians from being, “used as political pawns to advance a leftist agenda for the Governor of California,” which was in reference to a California law recently passed that provides legal protection for families with minors who travel to California for chemical and surgical sex change procedures.
“Woke businesses need to be held accountable when offering to pay for gender-affirming surgeries in other states, such as California because they are nothing more than political decisions masquerading as healthcare and human resource decisions,” Ingoglia continued.
The bill would apply to any employee who receives health insurance coverage through their employer and covers individuals, partnerships, corporations, or associations with at least two employees.
According to the bill, if an employer provides coverage for gender dysphoria treatment, which is defined as, “Surgery, hormone replacement therapy, or any other procedure or treatment that assists persons with gender dysphoria in transitioning to their self-identified gender,” then that employer must also provide coverage if an employee seeks to detransition at a later time.
The bill also outlines that if an employee has gone through gender dysphoria treatment through their employer's insurance coverage and later determines that the treatment was not suitable for them, then they are entitled to full coverage by their employer for the total costs of reversing the treatment, and this applies regardless of the employee's current status with the employer.
Patients who initiated gender transition outside of Florida can still request treatment coverage, as long as they received the initial treatment while being insured by their employer. If the said employer refuses to comply with the request, the employee would have the right to take legal action in order to recover the costs and damages from the employer who fails to follow the law.
There remain questions about how the law would be enforced upon its passage, but Florida appears to be following in the footsteps of other states who have proposed similar legislation, such as Nebraska, South Dakota, and Oklahoma.
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