The Dallas County Commissioners Court voted earlier today to add sexual orientation to the county’s employment nondiscrimination policy.
However, the amendment adding “sexual orientation” to the policy does not include gender identity/expression, meaning it covers gay and lesbian employees but not transgender workers.
County Judge Clay Jenkins, who chairs the Commissioners Court, and Commissioner Elba Garcia told Instant Tea they were under the impression that sexual orientation includes gender identity/expression, which it does not. Jenkins and Garcia, both Democrats who took office in January, spearheaded the proposal to add sexual orientation to the policy.
Jenkins and Garcia said there was no debate on or opposition to the amendment adding sexual orientation to the policy, which first appeared on the court’s briefing agenda a month ago. The policy covers the county’s roughly 7,000 employees.
“Dr. Garcia and I talked about this before we were elected, and it was a campaign promise,” Jenkins said. “This is something we wanted to do as quickly as possible. We wanted to send a message by doing this as quickly as we did that it was long overdue.”
The city of Dallas’ employment nondiscrimination policy has included sexual orientation since 1995. However, a Republican majority on the Commissioners Court reportedly has prevented Dallas County from enacting similar protections. Jenkins and Garcia, along with Commissioner John Wiley Price, comprise a Democratic majority on the Commissioners Court for the first time in three decades.
Jenkins and Garcia said they also want to add domestic partner benefits for county employees, but first they must determine what the fiscal impact would be. The county is facing a $33 million budget shortfall this year.
Jenkins said he’s asked the county’s budget director to determine how much offering domestic partner benefits would cost, adding that he believes the county-owned Parkland hospital is at a “huge competitive disadvantage” without them.
“I think it’s very important that we send a message as an employer that we will be competitive with the rest of the marketplace,” he said.
Jenkins also said that while he thought it was covered by sexual orientation, he’d be willing to revisit the issue of adding gender identity/expression to the nondiscrimination policy.
“It was our intent in adding sexual orientation to broaden that to include all members of the GLBT community,” he said.
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