Date: Tue, 18 Feb 1997 18:41:55 -0500 From: Jim Key Subject: United Airlines Gay & Lesbian Emp Group Celebrates Victory UNITED AT UNITED P.O. Box 88-1416 Los Angeles CA 90009-1416 (310) 285-8821 Contact: David Tomb, Founder N E W S -- For Immediate Release ------------------------------------------- UNITED AIRLINES' GAY & LESBIAN EMPLOYEES CELEBRATE VICTORY ON FIRST ANNIVERSARY SAN FRANCISCO, February 13, 1997 -- Members of UNITED AT UNITED, The Independent Gay & Lesbian Employee Association At United Airlines (NYSE:UAL) have dual reasons for celebration: their First Anniversary complemented by the announcement that United Airlines has agreed to abide by a San Francisco ordinance requiring companies to provide Domestic Partner benefits to its unmarried employees. "What a week for celebration," exclaimed David Tomb, Founder of UNITED AT UNITED. "Total equality, including equality of benefits, has been the goal of lesbian and gay employees for a very long time now. At long last it seems like United Airlines is beginning to understand the equality issue," he added. "Three cheers for San Francisco." Last year the City of San Francisco passed legislation requiring all companies doing business with the City on a contractual basis to provide the same benefits for unmarried employees as it provides for married employees. Additionally, the ordinance is inclusive of same-sex and opposite-sex couples who register with the City's Domestic Partner Registry. "United Airlines has made great steps toward equality in the workplace," stated Tomb, "by including 'sexual orientation' and 'marital status' in its written non-discrimination policy. By its inclusion of 'all' unmarried employees, this ordinance paves the way for United Airlines to transition from word to deed. The ordinance and United Airlines' non-discrimination policy are truly complementary with the same objective." Monday the San Francisco Board Of Supervisors voted unanimously to accept amended language to United Airlines' contract which creates, essentially, a two year lease plus an option for an additional twenty-three years, should the airline come into full compliance with the ordinance. "Our two greatest concerns," noted Tomb, "are that United Airlines chose to delay implementation of the policy for the allowed period of two years, and that they were forced into compliance. We will continue to try and persuade United that if they would only take this type of supportive action voluntarily, then the return on their investment from both the internal and external customer would be astounding," he added. "We are optimistic that United will choose to do what is right by creating a completely equitable and fair workplace, and, again extend our hand to assist them in any way possible, as we have offered before," Tomb concluded. Ironically, this victory comes the same week as employees celebrate the one year anniversary of UNITED AT UNITED. Members across the country are readying plans for the start-up of local chapters in each of United Airlines' hub cities. "With all the enthusiasm generated by this recent event," explained Tomb, "it is natural that our first chapter, outside of our Los Angeles headquarters, be in San Francisco, and then be followed immediately by our largest membership base, Chicago. The interest and support has been phenomenal, not only from employees but also from members of United Airlines' Mileage Plus(R) Program who want to support our efforts," he added. "That is what makes this a truly unique organization; our members and supporters are employees and customers alike." UNITED AT UNITED's San Francisco "Orientation and Celebration" is scheduled for mid-March, and will be followed by an additional city every month. Contact UNITED AT UNITED for exact dates, locations, and additional information at (310)285-8821. - 30 -