Well… read this bullshit from the city of Portland

City Employees,

As the City Council proclaims June Pride Month and many of our employees celebrate Pride Summer, it’s important to demonstrate those values and that commitment within our workplace. I’m pleased to share that last week, City Council adopted amendments to the City’s “Sick Leave” and “Safe Leave” administrative rules that broaden the definition of family and better reflect the many forms that families can take.

Historically, narrow family definitions in law and policy have often failed to meet the needs of all types of families. In particular, LGBTQIA2S+ people and families continue to experience discrimination in local, state and federal policy, and even within their own biological families. In the face of this non-acceptance or outright exclusion, many LGBTQIA2S+ people forge close relationships with friends and informal support networks — known as chosen families.

The City recognizes that people have a broad array of loved ones who are central to their notions of family and caregiving. The new language in the amendments to HRAR 6.04(B) and 6.10(A) honors the diverse reality of modern families and will provide increased support for employees in caring for their families of choice. And because we always want to highlight intersectionality when we can, the policy not only benefits queer families, but also black, indigenous, and other peoples of color’s families who often have a broader, richer definition of “family” than the 1950s white atomic family structure, especially those who have immigrated here from non-European countries.

So, what does this mean? Specifically, a City employee can now use paid “Sick Leave” or “Safe Leave” to care for a person who is “related by close affinity, including relationships such as unmarried partners, household members, ‘chosen family,’ and any person with whom the employee has a significant personal bond that is like a familial relationship, regardless of biological or legal relationship.” Click on the links above to read the full definition of family.

These revisions incorporate feedback from the Queer Alliance Employee Resource Group and an Oregon/Washington law compliance review. For more information about the ordinance and amendments to these rules, please visit the ordinance page at Portland.gov or reach out to your Human Resource Business Partner.

Thank you for the good work that you do,

Cathy Bless

Chief Human Resources Officer

Well… read this bullshit from the city of Portland

City Employees,

As the City Council proclaims June Pride Month and many of our employees celebrate Pride Summer, it’s important to demonstrate those values and that commitment within our workplace. I’m pleased to share that last week, City Council adopted amendments to the City’s “Sick Leave” and “Safe Leave” administrative rules that broaden the definition of family and better reflect the many forms that families can take.

Historically, narrow family definitions in law and policy have often failed to meet the needs of all types of families. In particular, LGBTQIA2S+ people and families continue to experience discrimination in local, state and federal policy, and even within their own biological families. In the face of this non-acceptance or outright exclusion, many LGBTQIA2S+ people forge close relationships with friends and informal support networks — known as chosen families.

The City recognizes that people have a broad array of loved ones who are central to their notions of family and caregiving. The new language in the amendments to HRAR 6.04(B) and 6.10(A) honors the diverse reality of modern families and will provide increased support for employees in caring for their families of choice. And because we always want to highlight intersectionality when we can, the policy not only benefits queer families, but also black, indigenous, and other peoples of color’s families who often have a broader, richer definition of “family” than the 1950s white atomic family structure, especially those who have immigrated here from non-European countries.

So, what does this mean? Specifically, a City employee can now use paid “Sick Leave” or “Safe Leave” to care for a person who is “related by close affinity, including relationships such as unmarried partners, household members, ‘chosen family,’ and any person with whom the employee has a significant personal bond that is like a familial relationship, regardless of biological or legal relationship.” Click on the links above to read the full definition of family.

These revisions incorporate feedback from the Queer Alliance Employee Resource Group and an Oregon/Washington law compliance review. For more information about the ordinance and amendments to these rules, please visit the ordinance page at Portland.gov or reach out to your Human Resource Business Partner.

Thank you for the good work that you do,

Cathy Bless

Chief Human Resources Officer