Date: Mon, 10 Feb 1997 09:22:20 -0500 From: Jim Key Subject: United Airlines' Unions Join Gay & Lesbian Employees _____________________________ News From: UNITED AT UNITED P.O. Box 88-1416 Los Angeles, CA 90009-1416 PH: (310) 285-8821 _____________________________ CONTACT: David Tomb, Founder (310) 644-1551 UNITED AIRLINES' UNIONS JOIN GAY/LESBIAN EMPLOYEES CALL FOR DOMESTIC PARTNER POLICY SAN FRANCISCO, Feb. 7, 1997 -- UNITED AT UNITED, The Independent Gay and Lesbian Employee Association At United Airlines (NYSE:UAL) and two of the airline's unions have joined forces to urge United to comply with San Francisco's new Domestic Partner Ordinance. This ordinance, the first of its kind, requires all companies doing business with San Francisco on a contractual basis to offer the same benefits to its employees in a domestic partner relationship as it does for married employees. Liz Loeffler, LEC President, Council 11, of the Association of Flight Attendants, AFL-CIO, said this issue is not new to either the Flight Attendants or United Airlines. "The AFA for a number of years has had language in its constitution and bylaws strongly opposing discrimination on the basis of sexual orientation," said Loeffler. "In fact, in prior negotiations we have made attempts to include a Domestic Partner Policy, but to no avail. Finally, United [Airlines] just might be understanding what an important issue of equality this truly is." Jerry Nelson, Assistant General Chairman of the International Association of Machinists, AFL-CIO, District 141, echoed those sentiments. "In the 1989-1990 negotiations we submitted a complete non-discrimination clause, proposing that United Airlines not discriminate against our members in any way. We support this Domestic Partner Ordinance as a real step on the part of San Francisco to prohibit discrimination of any type, including sexual orientation. Now it's up to United to do its part." Patrick Palozolo, Communications Chairman for the Airline Pilots Association (APLA) District 34 advised that, "While APLA has not yet decided to support or oppose this [domestic partner] ordinance, we continue to oppose any form of discrimination, including discrimination based on ...sexual orientation." UNITED AT UNITED founder David Tomb is clearly pleased by these statements. "Solidarity in opposition to discrimination is one of our highest priorities," Tomb explained. "Unfortunately, mis-information is being 'created' to try and pit union against union and employee against employee on this [domestic partner] issue. Fortunately, " he added, "these (union) leaders and their members understand that if any individual is to be treated fairly, with dignity and respect, then all must be treated fairly and equally. That is exactly what San Francisco's Domestic Partner Policy achieves: complete equality." UNITED AT UNITED was formally organized a year ago this month by a group of concerned employees whose express desire was to assist the company with gay/lesbian related issues. "While we are not a collective bargaining unit," explained Tomb, "our purpose has been to collectively express those issues of importance on behalf of our lesbian and gay membership to United Airlines and the unions operating therein." "Each of us has a great deal at stake in United Airlines," Tomb added. "In order for our company to be successful it must compete successfully both from an internal, benefits standpoint, as well as externally from a marketing, public image position. With nearly five hundred companies in the U.S. offering domestic partner benefits, United has some catching up to do. What an incredible opportunity," he continued. "I don't think a marketing department could dream up a better scheme to show both the employees and the flying public that United Airlines truly cares about its employees and the social issues affecting them. We have great hope that United Airlines will listen to its employees and do what is truly fair, just, and right." - 30 -