1.    Unless otherwise required by law, a government entity may not adopt a policy requiring or prohibiting:

a.    An employee’s use of an individual‘s preferred pronoun when addressing or mentioning the individual in work-related communications; or

b.    The designation of an employee’s preferred pronoun in work-related communications.

2.    An individual may assert a violation of this section as a claim or defense in a judicial proceeding and is entitled to recover appropriate relief, including reasonable attorney fees and court costs.