Federal GLOBE welcomes two new board members.
Eileen Fesco has been with EPA for ten years, currently with the Office of
Pollution Prevention. A Bethesda, MD resident, she is co-chair of EPA
GLOBE and a member of GLIC (Gay and Lesbian Interest Consortium of
Montgomery County). Eileen holds a B.S. in Sociology and an MS in Political
Science.
Diane Herz has rejoined the board after a year hiatus. She is co-founder of
Labor GLOBE and currently serves as vice president. Diane studied economics
and women's studies at University of Maryland. She is also a member of TAG,
the Triangle Artist Group of D.C.
A New Look and New Content
We're renovating GLOBE's newsletter, now called Globalview. You'll notice
some changes in this edition with more changes ahead. We're aiming for a
cleaner, more personal newsletter, and hope to add photographs soon.
As for content, Globalview's mission will extend to serve as the newsletter
for all agency GLOBEs who do not produce their own newsletters. We'll
print your stories and your upcoming events schedules. If you already
produce a newsletter, please send them to us so we can share your successes
as well. The deadline for submissions for our December edition, which will
cover the highlights of our San Diego Conference is November 20. To submit
articles and calendars, call Jeffrey Brooke, on 202-927-6493, or e-mail
JSBrooke@aol.com.
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Agency GLOBE Activities
EPA GLOBE volunteers at Food and Friends the third Tuesday of every
month, 5:30-7:30 at 58 L St. SE (behind Tracks). All are welcomed. Call Eileen
Fesco for more information on 202-260-7798.
Department of Interior GLOBE's next meeting will be Wednesday, November 5 at 12:15, Room 5149 of the
Department of Interior, 1849 C St. NW.
The group is planning a Christmas party and looking forward to welcoming John
Berry as an openly gay Assistant Secretary for Policy and Budget. Call
Elizabeth Owen for more information on 202-452-5166.
Religious Freedom in the Federal Workplace Does Not Justify Homophobia
President Clinton announced Guidelines on Freedom of Religious Expression in the Federal Workplace on August 14, 1997. The Guidelines purport to clarify three things:
- that Federal employees may engage in personal religious expression to the greatest extent
- consistent with workplace efficiency and the requirements of law;
- that Federal employers may not discriminate in employment on the basis of religion; and
- that an agency must reasonably accommodate employees' religious practices.
The Board of Federal GLOBE is concerned that certain employees will attempt to use the Guidelines to vent "anti-Gay" sentiments under the guise of religious expression. The Guidelines do not provide the basis for such expression and we cannot allow them to be used in that manner. This article offers some guidance about the intent of the Guidelines and what course of action you should take if you experience discrimination or harassment on the basis of sexual orientation.
First, we urge you to contact your EEO or Personnel Offices and obtain a copy of the Guidelines and any agency guidance. Read and familiarize yourselves with the Guidelines and the examples provided. Educate yourselves about the Guidelines and comply with them, as well as any agency specific rules, to the letter.
Second, remember that the separation of church and state — the cardinal rule of our political system — does not literally mean cornplete separation. The Guidelines, to a great extent, merely commit to writing what has generally been allowed in the Federal workplace with respect to religious observance.
Third, note that the Guidelines:
- principally address religious exercise and expression by Federal
employees acting in their personal capacity and not as officials of
the Government;
- are not meant to be comprehensive;
- do not address religious expression or exercise by uniformed military
personnel;
- are new and will go through a period of application and further clarification;
- and are subject to modification according to agency practice.
The Guidelines do not nullify agency policies prohibiting discrimination
based on sexual orientation and have no effect on an agency's
responsibility to maintain a workplace free of discrimination based
on religion or sexual orientation (under Title VII of the Civil Rights Act
of 1964 and the Civil Service Reform Act of 1978, respectively).
One impetus for the Guidelines is the feeling by some Federal
employees of religious faith that they did not have the same
rights and privileges of expression accorded to others. We must
remember that all employees are entitled to the same dignity
and respect that we as GLBT employees strive for; we must
accord others that which we struggle to attain in the workplace.
With the foregoing in mind, the Guidelines generally PERMIT
Federal employees to:
- engage in private religious expression in personal work areas
(not in public view), e.g.,display religious art and keep religious
writings at the employee's desk (may be read during breaks);
- discuss religious views with other employees, including
proselytizing (but see restriction
below);
- wear religious garb or display religious messages on items of
clothing to the extent other such messages are allowed;
- wear visible religious tokens, medallions, or buttons;
- invite coworkers to religious services or observances (but see
restriction below) or post bulletins on public boards announcing
such services or observances; and
- gather on their own time for prayer or religious study in unused
rooms.
The Guidelines generally PROHIBIT Federal employees from:
- proselytizing when a fellow employee asks that it stop or otherwise
demonstrates that such religious expression is unwelcome;
- using religious expression to verbally attack other employees or a
specific employee;
- coercing other employees to participate or refrain from participating in
religious services or observances;or
- subjecting other employees to religious harassment in the form of
religiously discriminatory intimidation or pervasive or severe ridicule or
insult based on religion.
While we should welcome all freedom of thought and expression, if you find
the level of discourse personally unacceptable, i.e., should you be the object
of unwanted, unwelcome, harassing or discriminatory religious expressions,
either verbal or nonverbal, take the following steps:
1. Politely, clearly, and explicitly verbally request that the employee/s stop the
unwanted religious speech or activity as required by section A(3) of the
Guidelines—state 'Under the Guidelines on Freedom of Religious Expression in
the Federal Workplace, I am requesting that you stop/cease [describe activity]."
Refrain from engaging the individual in an angry exchange of words or an
escalating exchange of email.
2. Write down details of the incident (indicating date, time, and circumstances)
and your verbal request—be brief (limit it to no more than one page in length);
send one copy to the offending employee (if possible) and keep the other for
your records.
3. If the unwanated religious speech or activity repeats, again request that the
employee cease, write down details of the incident, and notify both your and the
employee's supervisor/s and specifically request that the offending employee be
required to cease the unwanted religious speech or activity. Further incidents
should be reported to your agency's EEO or Personnel Office.
We must periodically review and monitor agency enforcement of the Guidelines
to ensure that agency advisory documents reflect the intent of the Guidelines.
The more reasonable our response, the more likely agencies will pursue
enforcement of the Guidelines in a fair and consistent manner.
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OPM GLOBE
Receives Director's Citation, Returns Favor at White House Function
In presenting James King, Director of the U.S. Office of Personnel
Management with a Certificate of Appreciation, OPM GLOBE President
Ron Patterson said that "by ignoring the voices of bigotry and hatred and
substituting understanding, he was the first Presidential appointee to
formally cast a GLOBE chapter as an integral part of an agency's family."
On August 25, 1997, James B. King, Director of the U.S. Office of
Personnel Management presented OPM GLOBE with the "Director's
Citation for Partnership and Public Service Cooperation." OPM GLOBE
was one of seven OPM employee associations receiving this recognition.
Later that same day, OPM GLOBE was able to return the favor by
presenting the Director with a Certificate of Appreciation at Mr. King's
White House farewell event.
A handsome plaque was presented to OPM GLOBE's president "in recognition
of and making the U.S. Office of Personnel Management the model agency."
In his remarks, Mr. King quoted from the citation as follows: "Your candid
advice, wise counsel and professional assistance have had a profound and
positive effect on improving the way this agency serves its customers. Your
efforts have demonstrated that, working together, we can make a difference
in making a better OPM and a better America."
In receiving the plaque, OPM GLOBE president Ron Patterson expressed
the appreciation on behalf of the group for Mr. King's "committment to
equal rights and merit principles," noting that the Director was the first
Presidential appointee to formally establish an employee association for
gay and lesbian employees. Mr. Patterson stated that this step "took
great courage, especially during a time when it was not the popular thing
to do."
At the White House event, Mr. Patterson was one of a small number of
speakers and presenters expressing their appreciation for Mr. King's
accomplishments during his tenure as Director of OPM. In what was a
truly remarkable and precedent-setting event, Patterson was introduced
to the gathering of Mr. King's family, friends, and political allies as the
president of OPM's Gay, Lesbian and Bisexual employee association.
In his remarks, Mr. Patterson noted that "Jim has never taken the easy
road to mediocrity when he could choose the more difficult path to
excellence." He told the assembled group that Mr. King's recognition
of the gay employee association and including them as partners to
help where appropriate in managing the affairs of OPM "took great
courage during a time when homphobia was rampant. "Jim knew,"
Mr. Patterson related, "as many are beginning to realize, that an
organization is diminished when any of its most valuable resources
are neglected. More importantly, he knew, as we hope many will
eventually appreciate, that a policy of inclusion is right and proper.
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Federal GLOBE
From the meeting of October 14, 1997
HRC's Nancy Biermeyer provided a legislative update. ENDA
(the Employment NonDiscrimination Act) will see its first Senate hearings
this month. There will likely be antiwitnesses on all panels. There are
currently 35 cosponsors in the Senate, up from 32 last year. In the
House, there are 153 cosponsor, up from last year's 139. ENDA has
strong business and religious support, and on the House side has a
Republican lead.
The AIDS Appropriation is currently in conference committee. There
have been efforts to use the appropriation to completely outlaw
needle exchanges.
Jay Dickey (R) trying to add rider to DC appropriation bill to prevent
unmarried couples from adopting children. The bill was not offered
on House side. We hope it won't be added in the Senate side or
added in conference. HRC is watching this carefully.
Nancy noted that there are various gay and lesbian political
appointments in process.
Finally, Barney Frank is planning to propose domestic partner
benefits for Federal employees. Federal GLOBE is coordinating
with Frank's office to support this. Keep in mind that this will
be a long, possibly very long, process.
IRS GLOBE President Gene Sexton noted that the Treasury
Department has issued procedures for redress for those alleging
discrimination based on sexual orientation. Treasury also has added
an EEO requirement into supervisors' and executives' appraisals
that includes sexual orientation.
Federal GLOBE board member Kitti Durham discussed
GLOBE's second annual conference, to be held in San Diego, on
November 13 (Thursday). Topics to be addressed at the day-long
conference include:
- Model redress procedures
- GLOBE's new workshops
- Sexual orientation in the workplace
- Legislative issues
Federal GLOBE President-Elect Rob Sadler kicked off a
discussion of how the relationship between Federal GLOBE and
the agency GLOBEs might be restructured to better serve both.
Having an official liaison from each agency was a popular idea. Rob
noted that Federal GLOBE's 501 © 3 (non-profit tax) status creates
significant legal issues regarding the extent to which agency
GLOBEs can direct the activities of Federal GLOBE. Their role
must remain advice and information flow. We hope to make final
decisions about relationship issues at the San Diego conference.
OPM GLOBE President Ron Patterson discussed and handed
out copies of a Gay and Lesbian Resources Guide developed by the
International Employee Assistance Committee to help EAP (Employee
Assistance Program) counselors assist employees needing help. Ron
will compile a list of all federal EAPs, and we'll voluteer to distribute them.
Finally, Rob Sadler noted that an employee at Commerce GLOBE
is publishing a guidebook of information for gay and lesbian federal
employees. This will be available to all agencies through Federal GLOBE.
