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March 05, 2006
Helping GLBT Employees When a Life Partner Leaves
Posted at March 5, 2006 12:00 AM in Gay & Lesbian Issues .
This is a very important article and I'm glad someone is addressing this issue. I suffered through it without much help and did not know where to go or what to do as a result of my loss. I think it is common for many to think our losses are not as devestating. Intellectually, I believe some would think otherwise, however, actions speak volumes -- louder -- than words.
We talk long and often about marriage but, are we equally capable of supporting those within our community when one looses a partner? Can we approach our employers for time off? Can we talk with family and friends about our loss and find a comforting and understanding ear? Many issues need addressing, not just marriage, but loss as well. That is why this is a very important article.
By Gwen Moran
© 2006 DiversityInc.com®
February 22, 2006
Dealing with a divorce or separation can be difficult for any employee. Often, employees feel torn between sharing the details of their personal lives with a boss or colleague and keeping a stiff upper lip in the interest of maintaining a professional image.
Separations can be even more traumatic for employees with same-sex life partners. They experience the same upheaval and sadness but may not feel comfortable seeking help from employers to cope with such off-the-job problems. Employees with same-sex life partners also may not be aware of the resources many employers offer to help them cope with problems such as separation.
"Going
through something as traumatic as a life partner leaving can have an
impact on one's work," says Tasia McCullough-Johnson, manager, global
work-life initiative at Eastman Kodak (No. 1 in the Top 10 Companies for GLBT Employees).
"Any time you are going through grief or loss, or just a personal
situation that may impact your work, you should take advantage of the
resources available to you."
Kodak, McCullough says, makes
several options available to employees who are going through a breakup.
It offers confidential telephone consultations, online access to
resources and referrals covering topics such as divorce and separation,
grief counseling and stress management, as well as group seminars on
family issues and financial planning. McCullough says flexible work
schedules allow employees and their supervisors to accommodate both
business and personal circumstances that require time off. "Some
employees will navigate through these situations more easily because
they have family structures or friends," says McCullough-Johnson. "But
all employees need to have options available to help them."
At Kaiser Permanente (No. 7 in the Top 10 Companies for GLBT Employees),
counseling services are part of the mix, but peer support also is a
priority. The KP Pride staff association is a group of GLBT employees
who provide resources and support, such as a list of community
resources for employees dealing with various problems. In addition,
members provide firsthand advice from their experiences.
"Chances are that if it's happening to one of our [GLBT] employees, someone in the KP Pride staff association has already gone through it and is ready to help people chart a course for dealing with it," says Ronald Knox, vice president and chief diversity officer of Kaiser Permanente.
In cases where the couple has children, the situation may become more complex and the employee may need to access resources for single parents. For those cases, Kodak offers seminars and informational resources as well as flexible scheduling to accommodate childcare requirements. Both Kodak and Kaiser have a variety of childcare resources and referral options.
When a life-partner relationship ends, there also may be administrative duties that need to be addressed with an employer. Companies that offer domestic-partner benefits, such as Kodak and Kaiser, need to know if a relationship has ended and the employee's partner no longer is eligible for benefits coverage.
In cases of divorce or separation involving opposite-sex couples, the Consolidated Omnibus Budget Reconciliation Act (COBRA), passed in 1986, gives spouses the option of continuing insurance coverage for up to 18 months. According to David Kassnoff, a spokesperson for Eastman Kodak, although COBRA laws don't generally extend to domestic partners, the company extends domestic-partner benefits for a similar period of time in cases of domestic-partner breakups.
Inclusive companies provide the resources that employees need to address sweeping changes in their lives, making the resources equally available to individuals who are going through a divorce, legal separation or domestic-partner breakup.
"Companies
need to make the employee aware of the full array of services that are
available to them," says Knox. "The employee should choose the one that
he or she has the greatest deal of comfort with but should choose
something as a starting point. We may very well end up in a different
forum to resolve the issue, but it's important to reach out to begin
the process."