FOR IMMEDIATE RELEASE
December 3, 2007

Contact: Sam Holdren
samh@equalityarizona.org
(602) 650-0900 office

AZ on track to offer domestic partner benefits to state employees 

Phoenix, Ariz. – Equality Arizona announced today that the Arizona Department of Administration has taken initial steps to offer domestic partner benefits to state employees.  Under a proposed rule clarification, state employees would be able to add their same- or opposite-gender partner and their children to their health insurance benefit plan.  If implemented, the new policy would apply to all state employees, including those who work at Arizona’s three public universities.

Equality Arizona Executive Director Barbara McCullough-Jones issued the following statement today:

“Equality Arizona is proud to be working in coalition with legislators, business leaders and community members who have been fighting to obtain equal benefits as state employees for more than 20 years. 

“Throughout Arizona people work every day in state jobs that improve the lives of our residents, ensure public safety, protect the state’s interests in water & land, and many other functions.  They work to create the “One Arizona” envisioned by Governor Napolitano.

“However, some of these people work under conditions that are not equitable from one employee to the next.  Specifically, un-married lesbian, gay, bisexual, transgender and heterosexual workers are not afforded the same access to benefits as some of their colleagues.

“On June 21, 2003, Governor Napolitano issued an Executive Order prohibiting discrimination in state agencies on the basis of sexual orientation, and directed the heads of state agencies to make sure the agencies’ policies were in compliance with this order.

“The Arizona Department of Administration (ADOA) is charged with negotiating and implementing health care plans for state employees.  It is well within the state’s right and responsibility to offer healthcare benefits to domestic partners without making any statutory changes.  It is within the scope of the ADOA to write rule changes as they have done in this case.

“By offering domestic partner benefits, the State will be in line with the four major cities in Arizona who currently offer domestic partner benefits to their employees, including Phoenix, Scottsdale, Tempe and Tucson.

“Potential effects from offering Domestic Partner benefits are included in a report by the nationally recognized research team of Dr. M. V. Lee Badgett and Dr. Danielle MacCartney (Dr. Badgett and Dr. Danielle MacCartney are at The Charles R. Williams Institute on Sexual Orientation Law and Public Policy, UCLA School of Law).  Offering Domestic Partner benefits goes beyond “the right thing to do” and can be measured in terms of cost savings, employee productivity and loyalty, and employee recruitment and retention.

“Nearly 250,000 children in Arizona do not currently have health insurance.  Allowing coverage for domestic partners and their children strengthens families and helps provide Arizona’s children with the care they need to grow healthy.

“Studies have shown time and time again that the budgetary impact for offering domestic partner benefits is minimal, and often offset by other efficiencies.  Among these efficiencies are:
 

• Spending related to Medicaid and uncompensated health care for uninsured people is likely to fall.
• Current employees will be healthier, more satisfied, and less likely to leave their jobs.
• Domestic partner benefits will increase the ability of public employers to recruit talented and committed employees.  The most competitive businesses already offer similar benefits, including 53% of Fortune 500 companies.
• By allowing coverage for domestic partners some of the nearly 250,000 children currently without healthcare might be taken off the public roles.  

“We applaud Arizona for taking this necessary step in building a strong economy and healthy families.”