Return-Path: Message-Id: <9206222017.AA18768@vanyel.watson.ibm.com> To: domestic@tattoo.asd.sgi.com Subject: here it is, the FINAL version of the letter Date: Mon, 22 Jun 92 16:17:51 -0500 From: Evil Queen Xanxia 26 JUN 1992 To: Anita Matscherz, Manager of Benefits, IBM Corporation Cc: Regional Benefits Administrators From: IBM Employees for Equal Benefits Re: Domestic & Dependent Partner (DP) Benefits Dear Ms. Matscherz, This package contains several documents that detail what other employers in and out of the high-tech industries are doing to make their benefits packages more equally applicable in today's world. Domestic or dependent partner benefits are one of the strongest ways for a company to show its employees and the world that it cares, and that it is keeping up with "modern times." Domestic partner benefits cover the "spousal equivalent" (as Lotus Development Corporation calls them) while dependent partner benefits are for the children and other dependents of that union. Both are needed, especially with medical costs being so high. It is worth noting that only 27% of families now fall into the traditional model of "the nuclear family"[1] - one father married to one mother with 2.3 kids and a dog. Many families are unmarried-living-together, single parent, or unable to marry due to laws which discriminate against gay or lesbian marriage. Some people claim that such benefits would only be abused by "couples" who get together solely to take advantage of them, or by short-lived unions of 6 months or so. These same people also claim that gay people are unable to form long-term bonds, yet there are at least as many if not more non-traditional marriages that are over 10 years old as there are traditional ones. Lotus, Levi Strauss, and several other companies have found these benefits are not abused by the people who use them[2]. We are writing this in the hope that IBM will realize the reality of a changing world, and that it will add domestic and dependent partner benefits to its benefit list. Yes, it will add slightly to the cost of IBM's employee benefit plan, but it will also garner a manyfold return on that investment: by making IBM's benefit plan more equally applicable, IBM will be able to attract and retain a larger number of qualified individuals. Now that IBM is trying to be a leaner, meaner organization, it needs the best possible employees to further that goal. These benefits will make IBM more appealing as an employer. --- [1] See page 2 of the Lotus report. [2] See the Lotus report for details. page 2 IBM will also be demonstrating to the world an improved image, showing that IBM is able to be flexible. By demonstrating that IBM is paying attention to the real needs of its employees, we also show that IBM is better able to manage in the new corporate and business environments that we face today. This will not only enable IBM to find better candidates for employment, but also boost the morale of those already here. One other thing to note is that IBM now has an EO statement that says it will not discriminate against its gay/bi/lesbian employees. It seems to me that not offering benefits to a spouse or dependent just because the state discriminates in marriage is, in effect, a form of discrimination and thus violates IBM's own published policies. This also appears to me to violate IBM's long standing tradition of respect for the individual. Some details that you should be aware of: Lotus will send an information package containing a full description of their policies, guidelines, affidavits, and even press releases. The request must come from the company's personnel department, on letterhead stationery, and be directed to: Diane Duval Lotus Development Corp. 161 First St. Cambridge, MA 02142 (I've included some of this information in the enclosed packet.) The following company provides coverage for Ben & Jerry's and would probably send you more information if requested. Consumer's United Insurance Co. 2100 M St., NW Washington, D.C. 20037 (202) 872-5200 Also, a 10 SEP 91 article in the Boston Globe quoted spokespeople from Hewlett-Packard and DEC who said they are considering extending coverage to "nontraditional families," in light of Lotus' policy change and requests from employees. I urge you to pay close attention to the report on the Lotus Development Corporation's new benefits plan, as well as the other articles and reports that are contained in this package. Page 3 However, all funding and perception issues aside, there remains one unassailable reason for IBM to give us DP benefits, bereavement leave, sick-spouse leave, and all of the other benefits that traditionally married couples get - it is the right thing to do. Giving full and equal DP benefits shows respect for the family, no matter who its members are. It grants dignity and equality to all people, not just a chosen few. It expresses a concern for the welfare of all IBM employees and their loved ones. It also addresses the issue of equal pay for equal work: two people work side-by-side, but one person's salary has to buy a separate health plan for his/her partner, thus reducing her/his real compensation. (It gets worse when the partner of the employee is the "legal" parent of their children.) It is, in sum, fair and equitable, and fixes a major gap in IBM's otherwise excellent benefits plan. Thank you for your attention to this important matter, Lee V. Damon, IBM TJ Watson Research Paul D. Carey, IBM Austin Clayton T. Colwell, IBM Austin Otto V. Kitchens, IBM Austin Scott C. Kennedy, IBM TJ Watson Research G. P. Erwin-Grotsky, IBM Austin Jake Coughlin, IBM R.T.P. Jay Cagle, IBM Cary Dennis J. Drown, IBM R.T.P. Betty A. Prioux, IBM Austin John Rutledge, IBM R.T.P. Nike Lewis, IBM Austin Mark Grumet, IBM Boca Raton Chris Sundaresan, IBM TJ Watson Research Steven M. Hanes, IBM Austin Steven Elliot, IBM/ISSC Palo Alto