November 14, 1999 Minutes

Oakland (In conjunction with NGLTF Conference)

ATTENDING

UC Berkeley
Bob Anderson, anderson@econ.berkeley.edu
Billy Curtis, lgbt_ofc@uclink4.berkeley.edu
Bella Grigoryan, difranco32@hotmail.com
John Mendoza, hipipino@hotmail.com
Jason Min, jason@uclink.berkeley.edu
Jonathan Winters, jjwintrs@uclink4.berkeley.edu

UC Davis
Alan Hwang, akhwang@ucdavis.edu
Allison Subasic, afsubasic@ucdavis.edu

UC Irvine
Pat Walsh, plwalsh@uci.edu

UC Los Angeles
Ronni Sanlo, sanlo@ucla.edu

UC Riverside
Maggie Hawkins, maggie.hawkins@ucr.edu

UC San Diego
Beverly McCreary, rainbow@ucsd.edu
John O. White, jwhite@ucsd.edu

UC San Francisco
Shane Snowden, ssnowden@genderequity.ucsf.edu

UC Santa Barbara
Debbie Barzarsky, bazarsky-d@sa.ucsb.edu

UC Santa Cruz
Deb Abbott, dabbott@cats.ucsc.edu
Todd Bowser, todd_bowser@macmail.ucsc.edu
Laura Engelken, engelken@cats.ucsc.edu
Stewart Rosenstein
Joe Sampson, jsampson@cats.ucsc.edu
Chad Sanger, cpsanger@cats.ucsc.edu

UCOP
Emily Nalven, emily.nalven@ucop.edu

A. Retirement Benefits

Bob Anderson from UCB described the differences that occur for UC employees with spouses or with domestic partners with respect to pension survivor benefits.

1. If an employee dies while working, UCOP will calculate benefits differently. A spouse would receive full benefits. A DP would only receive a return equal to what the UC employee had contributed. This inequity affects a small number of people in a very significant way.

2. At the time of retirement, a UC employee can name a designee for continuation of benefits. UC can charge for continuation of benefits. A spouse will receive benefits automatically, while a DP must be a designee (with continuation) to receive benefits.

3. If an employee dies, the Mortgage Origination Program continues for a spouse, but would not continue for a DP.

The UC Faculty Welfare Committee Report details these concerns and it is available. Bob Anderson volunteered to compose talking points that could be used by SCOM members when speaking to campus or UCOP administrators. These concerns were first identified five years ago and subsequently reiterated about a year ago.

The suggested strategy is to ask Chair of Academic Senate on each campus the status. Favorable consideration at the local campus level will create more pressure for UCOP to respond.

It was noted that after January 1, 2000 DPs could register at the State level. A State employee will be able secure DP benefits for same sex couples or opposite sex couples if at least 65 and eligible to receive Medicare. It remains to be seen if some UC employees register and request benefits. It may push UCOP to address opposite sex DP benefits. It may also be an opportunity to try to address the pension issue.

SCOM should be prepared to testify before The Regents if required in the next 6-12 months. VP Wayne Kennedy from UCOP has indicated support. However, he insists on an orderly process and treats the issue delicately due to The Regents. Kennedy is schedule to retire in Summer 2000, so communications with Atkinson and Kennedy should be re-established.

ACTION

1. Jonathan Winters volunteered to contact UCOP to ask a meeting regarding DP retirement benefits.

2. Each campus will poll the Chair of their Academic Senate and seek their support.

3. A draft letter of concern to UCOP will be written and posted on the UCLGBTA Web Site.

4. The UCLGBTA SCOM list serve will be used to communicate progress.

5. For the future, SCOM should be prepared to help initiate a postcard campaign to President Atkinson and the Regents similar to the method used to help win DP health benefits.
 
B. Housing DP Benefits

SCOM members recalled that DP Housing benefits as a topic was pulled from Regents consideration (at the time that DP Health Benefits were voted upon). Nonetheless, UC Davis and UC Santa Cruz have adopted marriage neutral housing policies. People are able to self define family, and children are given a priority. At UC Irvine, the Housing Office will entertain exceptions to policy, and this can result in access to graduate student housing for same sex couples (students). It was noted that AB 1001 effective January 1, 2000 regarding California fair employment and housing specifically exempts the UC.

ACTION

1. Chad Sanger from UCSC will send SCOM members a copy of the UCSD Housing Policy that is marriage neutral.

2. Each campus is asked to work with its local Housing Director and Chancellor to add DP to Housing Benefits or to make policies marriage neutral as a minimum.

3. Each campus is asked to continue documentation regarding recruitment and retention problems that arise as a result of the current (discriminatory) policies.

4. Campuses are also asked to inquire faculty/professional housing if it is applicable e.g. UCLA.
 
I. GENDER IDENTITY AND UC NON-DISCRIMINATION POLICY

UCSC has initiated some inquiry with their HR Office of Staff Affirmative Action regarding the addition of Gender Identity in the University's Non-Discrimination Policy. Transgender is not included in the existing UC Non-Discrimination Policy. UCB has also started some work in this area.

ACTION

The following SCOM members volunteered to craft language that might be used by UC:

• Pat Walsh, UCI
• John White, UCSD
• Chad Sanger, UCSC
• Laura Engelken, UCSC  

II. FAMILY MEDICAL LEAVE ACT (FMLA)

Federal and State laws allow for 90 days a year employment leave to take care of a sick relative. It is left up to the employer whether they wish to extend FMLA benefits to domestic partners. At UC a Systemwide policy would be required. There was some discussion of the topic at the last UC Quality of Life conference. The Systemwide Academic Personnel Policies already include family medical leave for DPs.

ACTION

1. Bob Anderson will provide Web Link to Academic Personnel Policy

2. Each campus is asked to initiate discussions with local HR office

3. UCLGBTA should include this topic when scheduling meeting with UCOP Senior Administrators including Judith Boyette/VP for HR.
 
III. UCLGBTA Conference and General Assembly at UC Davis, "Gaze into the Millennium"

• Scheduled for February 11-13, 2000
• Suggestion to include information on Resource Centers and SCOM contacts
• Suggestion to create a UCLGBTA membership brochure and membership card
• Reminder to include time for SCOM meeting and General Assembly meeting
• UCD requested that each campus submit a proposal for a workshop due December 1, 1999.  

IV. SCOM LEADERSHIP

• Motion made by J. White and seconded by R. Sanlo to elect Chad Sanger, UCSC and Allison Subasic Co-Chairs, Chad effective immediately to fill the vacant position, Allison effective after completion of UCLGBTA General Assembly in February 2000. Approved (15-0-1)
• The Spring SCOM will take place at UCSB
• Jonathan Winters volunteered to poll SCOM for the best date, perhaps May 12-13, or April 21-22, 2000
• UC Resource Center directors agreed to meet in conjunction with SCOM.  

V. RESOURCE CENTER/CAMPUS REPORTS

• UCLA: Ronni Sanlo UCLA is developing professional standards for LGBT Resource Center directors and this will be shared with national organization. Ronni has been working closely with the Development Office. LGBT Center has been collaborating with LGBT Studies. The Center has expanded its hours and increased the number of groups. There are plans to participate in the National Women in Higher Education Conference and to host a similar conference at UCLA.
• UCR: Maggie Hawkins announced her intention to attend graduate school. The Coordinator position at UCR (SAO III) is advertised with announcement of a new coordinator before the end of the calendar year. A prepared report included information on programming/activities, collaborations, safety, training and education, and staffing.
• UCB: New LGBT Coordinator - welcome to Billy Curtis
• UCSF: New LGBT Coordinator - welcome to Shane Snowden. A LGB Women's Health Summit is planned for April 6-7, 2000.
• UCSB: Resource Center opened June 14, 1999. Welcome to Debbie Barzarsky. A prepared report included description of Resource Center, its services and programs.
• UCI: Focus in on the long-term stability of the Resource Center, including advisory Board, and fundraising.
• UCSD: opened its LGBT Resource Office in November 1999, welcome to Beverly McCreary.
• UCSC: a prepared report was distributed with information regarding meeting with Chancellor, Rainbow Ceremony, Welcome Reception, Fall Retreat, Letter regarding FMLA and DPB to the Chancellor, Queer Mentoring Programs, Staff Changes.
• UCD: a prepared report was distributed with information on the Millenium Conference, Goals for 1999-2000, Pride Week, Mentoring Program, Speaker's Bureau, and Resource Center update.

VI. WEB DEVELOPMENT

The SCOM discussed ways to enhance the Web Site. The following item was discussed with consideration of making the Site friendly and encouraging for new members.

To join: more specific information about the UCLGBTA, pictures of the Steering Committee and Conferences, and to start archiving information on the Site.

ACTION ITEMS

• Post "Ensuring Full Equality in Benefits for UC Employees with Domestic Partners" on the Web.
• Post UCSC's and UCD's housing policy on the Web.
• When appropriate, post talking points for retirement benefits and possibly create a PDF post card file for a mailing to The Regents.

MARKETING SUGGESTIONS

• Use conference photos for UCLGBTA web site asking people for permission to use their likeness or by using photos where people cannot be identified
• Encapsulate the conference on the UCLGBTA web site in an effective way (market the conference)
• Understand that the conference is the best opportunity to gain both general members, as well as steering committee representatives. Provide contact information and photos if possible.
• Provide a list if current issues and projects in the conference program, with information about future meetings.
• Work to increase participation.
• Bring issues to a broader audience.
• Give UCLGBTA name recognition to attendees.
• Provide UCLGBTA membership cards available at the registration table. The card should be colorful, with informational bullets, listing the UCLGBTA's web address. This should increase a sense of ownership.
• Also, provide print media for the registration packets.
• Recognize access issues when using an internet-based marketing system. Try not to exacerbate the access barriers.
• Gives attendees information and history of the UCLGBTA while they attend the conference.
• Develop a mechanism for continuous feedback and evaluation.

Recorded by: John O. White, UCLGBTA Secretary