By Erin Sherbert
By Howard Cole
By Erin Sherbert
By Erin Sherbert
By Leif Haven
By Erin Sherbert
By Chris Roberts
By Kate Conger
Across the Board
We are writing in response to Tara Shioya's story on our legislation prohibiting the city from spending taxpayer money on contracts with companies that discriminate in benefits offered to employees in domestic partnerships as compared to employees in marriages ("In Sickness and In Health?" Jan. 8), just as we are currently prevented from entering into contracts with companies that discriminate based on race, gender, religion, disability, sexual orientation, gender identity, and other improper criteria. Your article was not only one-sided and biased, but it contained numerous factual inaccuracies.
The article criticizes the city by claiming that the December hearing before the Human Rights Commission and the Small Business Advisory Commission was the first time city officials met with the business community regarding this legislation and gives the appearance that the business community is opposed to this civil rights bill. This is simply not true. From the time the legislation was first proposed last May, it has been the subject of numerous meetings and public hearings. Members of the Board of Supervisors, and other city officials, met with business leaders on numerous occasions prior to the hearing and prior to the ordinance being voted on by the board. In fact, several of the meetings were held at the Chamber of Commerce.
This legislation was subject to two public committee hearings, at which the president of the Chamber of Commerce and the executive director of the Committee on Jobs spoke. That may explain why the Chamber's president publicly endorsed the implementation of this legislation at the December hearing, something your article chose to ignore. Similarly you also chose to ignore the statements of the former president of the Golden Gate Business Association who backed the legislation. Instead, you selectively quoted one small-business owner who expressed concerns. Unfortunately, your reporter only attended the last 10 minutes of the hearing and did not hear the vast majority of comments from businesses, including the president of the Chamber of Commerce.
Your article also belittles the importance of this bill by noting that typically only 1 to 2 percent of all employees take advantage of these benefits. When one considers that the majority of individuals in domestic partnerships are same-gender couples who cannot marry, and that individuals who receive benefits through their own job would typically not apply for them through their partner's employer, the percentage is not surprising. What this law will do is promote nondiscrimination and equity in the workplace, benefiting businesses by increasing morale, company loyalty, and productivity and reducing absenteeism. That is the reason that companies like IBM, Disney, Apple, and The Gap, to name a few, already ensure nondiscrimination in the provision of benefits. This law will result in savings for the city, not only because more people will receive benefits, but because city contractors will have more productive work forces.
Finally, your article gives a very one-sided view of the potential legal challenge to this ordinance. Due to the possibility of litigation we will not comment in depth on this issue. However, your article chose to quote only one attorney who represents businesses instead of law professors or the Employee Retirement Income Security Act (ERISA) experts working with the state and federal government. Further, only certain benefits even relate to ERISA. The requirement not to discriminate in the provision of the other benefits, such as family medical leave, bereavement leave, health club memberships, travel allowances for spouses, child care, and other benefits often denied domestic partners but not discussed in your article, is clearly legal under state and federal law, irrespective of ERISA.
We are proud not only of this landmark bill, which once again demonstrates how San Francisco leads the nation in ensuring equality, but also of how well the board, the mayor, the lesbian, gay, and bisexual community, and the business community worked together to do the right thing.
As the Human Rights Commission employee responsible for the day-to-day implementation of the new Domestic Partner Benefits Ordinance, I was quite surprised and very disappointed in the cover story "In Sickness and In Health?" I spoke on many occasions with Tara Shioya and provided her with enough information to make the article's one-sidedness unnecessary.
Of course there are concerns about this groundbreaking legislation. The city understands that any time legislation outlawing discrimination is created, it can have an impact on business. We also understand that we need the help of city contractors to end the discrimination faced by their employees with domestic partners. That's why we are taking extra measures to provide the assistance these businesses need.
From her description of the meeting the city had with concerned members of the public, it seems as though Shioya attended only the last few minutes. Rhea Serpan, president of the San Francisco Chamber of Commerce, spoke in support of the legislation. The Chamber, which describes itself as having 2,000 members representing a wide array of businesses, welcomed the opportunity to work with the city to facilitate a smooth and equitable implementation of the law. Mr. Serpan then went on to share with us some useful suggestions regarding the law's implementation.