Gay Partner denied sick leave by AT&T

RICHARDSON — Bryan Dickenson and Bill Sugg have been together for 30 years.
For the last 12 of those years, Dickenson has worked as a communications technician for Dallas-based AT&T.

After Sugg suffered a debilitating stroke in September, Dickinson requested time off under the federal Family Medical Leave Act to care for his partner.

But AT&T is refusing to grant Dickenson the 12 weeks of leave that would be afforded to a heterosexual spouse under the act.

As a result, Dickenson is using vacation time so he can spend one afternoon a week at Sugg’s bedside at a rehabilitation facility in Richardson. But Dickenson fears that when his vacation runs out, he’ll end up being fired for requesting additional time off to care for Sugg. Dickenson’s attorney, Rob Wiley of Dallas, said he initially thought AT&T’s refusal to grant his client leave under FMLA was just a mistake on the part of the company. Wiley said he expected AT&T to quickly rectify the situation after he sent the company a friendly letter.

After all, AT&T maintains the highest score of 100 percent on the Human Rights Campaign’s Corporate Equality Index, which ranks companies according to their treatment of LGBT employees. And just this week, HRC listed AT&T as one of its “Best Places to Work.”

But AT&T has stood its ground, confirming in a statement to Dallas Voice this week that the company isn’t granting Dickenson leave under FMLA because neither federal nor state law recognizes Sugg as his domestic partner...

AT&T TO RESOLVE SICK LEAVE SITUATION WITH REGARD TO GAY COUPLE

Some quick action from AT&T.

Towleroad has learned that the Diversity & Inclusion group at AT&T and Human Resources are working to resolve the case of Bryan Dickenson I posted about earlier.

In addition, AT&T released the following statement:
"AT&T regrets that there has been confusion over the administration of family leave with respect to registered domestic partners. AT&T has taken steps to ensure that FMLA is extended to employees with registered domestic partners for the purpose of caring for the partner, regardless of the state in which the employee resides. AT&T has a long history of inclusiveness and we embrace and celebrate diversity of race, ethnicity, and sexual orientation in our workforce."

We look forward to hearing that the couple's case has been completely resolved.

he just didn't understand that AT&T were giving/offering him the exact same benefits just not under the name FMLA.

When he returned to work after 13 days at the hospital, Dickenson explained that his domestic partner was ill and he needed more time off. His supervisor managed to get him an additional 30 days of unpaid leave.