Doing it respectfully would include having some awareness of how others feel about it. And I contest that the situation would always get you fired- it very well could, I don't think it definitely would.
Maybe things are different in Australia, but there is no way that would fly here in the US.
So you say, but it would be a private decision no? There is no law prohibiting saying it.
There is definitely no law on this because at my workplace, government run no less, you can't go a whole hour without one person being referred to by the 'n-word', though it may be fine because it is used only by other African-Americans. But this goes to show that we don't limit the actual words allowed, but we do have means for dealing with people saying things others aren't OK with and it isn't automatically harassment.
If your specific work place has such a culture that using the 'n-word' even once would get you fired then you have the responsibility to recognize that that type of culture has filled your work place and to act accordingly, this is all covered under the 'doing it respectfully' part of DJK's argument.
I find it very unlikely someone would use she/her/herself to refer to someone who identifies as male simply because of effeminacy despite their asking otherwise without any other kind of issues related.
I'm not asking you whether you find it likely. It's a hypothetical. I'm asking whether you think that, by itself, constitutes workplace harassment.
By itself this should never constitute harassment. However things are never by themselves, there is some kind of intent behind actions. If the person is doing this for the purpose of harassing, offending, mocking or any such thing then it is wrong. If they think it is only in jest, or in the case of nonbinary pronouns a constant slip of the tongue because you aren't used to the new word, then there should be other avenues for dealing with this that 'can' escalate to a harassment case but shouldn't start there. The point is that the proposed bill would make it harassment regardless of intent and intent is one of the most important issues in this kind of event.
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If your specific work place has such a culture that using the 'n-word' even once would get you fired then you have the responsibility to recognize that that type of culture has filled your work place and to act accordingly, this is all covered under the 'doing it respectfully' part of DJK's argument.