Dallas County weighs health-insurance vouchers for unmarried partners

Garcia.Elba

Commissioner Elba Garcia

A long-discussed proposal for Dallas County to offer health benefits to the partners of gay employees is finally taking shape.

The Dallas County Commissioners Court will be briefed on the domestic partner benefits plan Tuesday, according to an agenda posted online today.

The plan, detailed below, will provide benefits to both opposite- and same-sex domestic partners who do not have insurance provided to them through other means.

Commissioner Elba Garcia told Instant Tea that heterosexual domestic partners were added to prevent any perceived discrimination.

Garcia said the plan would offer subsidies to employees whose partners buy private insurance, and they would be refunded by the county the same amount the county pays for an employee’s insurance.

She said this was the only way to provide benefits outside of the county’s healthcare provider because the Public Employee Benefits Cooperative would not allow Dallas County to offer the benefits through the co-op.

Those who enroll will have to sign a domestic partner affidavit for Human Resources, as well as provide two forms of proof that they have lived together for six months, such as a lease agreement or joint bank accounts, Garcia said. She said partners must be at least 18 and not be married.

The projected cost is under $100,000, Garcia said.

Garcia said members of the court could suggest changes on Tuesday or it could be approved for a vote at the next meeting. Garcia, along with Commissioner John Wiley Price and County Judge Clay Jenkins, who make up the court’s Democratic majority, have said they support offering domestic partner benefits.

Gay Dallas County District Clerk Gary Fitzsimmons wrote a letter to the commissioners that will also appear on the briefing agenda for Tuesday’s meeting. The letter, below, states that “the provision of these benefits is a simple and clear issue of fairness that will make the county’s commitment to non-discrimination a reality for many of our employees.”

Fitzsimmons told Instant Tea that the plan isn’t ideal but what the best option to offer the benefits outside of the PEBC.

“Until such time that as the situation changes with the PEBC, this is an appropriate accommodation,” he said.

See the detailed plans below.

—  Anna Waugh