Sponsors of the bill include Congresswomen Nita Lowey (D-MA), Elizabeth Furse (D-OR) and Eleanor Holmes Norton (D-DC) Bob Filner (D-CA) and nine other members of the U.S. House of Representatives.

Frank was joined at the press conference by Lowey and Furse, along with representatives from a number of organizations supporting the legislation, including federal employee labor unions; gay, lesbian and bisexual rights groups; religious and educational institutions; and private sector firms.

Under Representative Frank's proposal, the domestic partner of a federal employee would be eligible for benefits in the same manner and to the same extent as the spouse of a federal employee. The term "domestic partner" is defined to mean "an adult person living with, but not married to, another adult person in a committed, intimate relationship."

This eligibility would extend to retirement benefits, health insurance, life insurance and compensation for work injuries. To be eligible, same or opposite sex couples would file an affidavit certifying, among other facts, that they are living together in a committed, intimate relationship, that they are responsible for each other's welfare and financial obligations and that they are not related in a way that would prohibit legal marriage in the state in which they reside. The proposed bill sets forth the process of eligibility for domestic partnership benefits and for the cutoff of such benefits if a partnership is dissolved.

The following was a statement given by Helen Gonzales, Public Policy Director of the National Gay and Lesbian Task Force (NGLTF) at yesterday's press conference:

"NGLTF applauds Representative Barney Frank and the other 14 lead co-sponsors of this legislation which could just as easily be entitled 'The Workplace Equality Act.'

"The proposal introduced today gives recognition to the diversity of families in our country. According to a 1991 U.S. Census Bureau report, fewer than 30% of American families fit the traditional definition of family -- that is, two heterosexual parents living with children under 18. Yet, it is this definition of family which is the key factor in determining the type and amount of benefits a federal worker and his or her family receives.

"A married heterosexual federal employee with a spouse and child can be eligible for a host of benefits, including health insurance, life insurance, and participation in a federal employees' retirement program. Yet, another federal worker with a partner and a child who does exactly the same job would not qualify for the same benefits. That's the same as advertising a job in a newspaper saying "salespeople wanted: salary for married heterosexuals, $12 an hour, salary for unmarried heterosexuals and gays, lesbians, bisexual and transgendered persons, $7.20 per hour. We would all recognize that as unfair, illegal and discriminatory.

"The U.S. Chamber of Commerce has estimated that up to 40% of a worker's remuneration comes in the form of "fringe" benefits. Clearly, some federal employees are getting paid more than others when fringe benefit payments are included.

"It is time," said NGLTF, " to stop this discrimination in how we treat similarly situated federal employees." The proposal by Representative Frank would, for the first time, provide equity in pay, including benefits received, for all eligible federal employees. NGLTF lauded Representative Frank's introduction of this legislation, which represents another step forward in the fight for equality for all.

* Who's Eligible

* A Same or Opposite Sex Couple

* That is made up of a federal government employee and his/her domestic partner. This does not apply to members of the armed forces.

* Living together, in a committed, intimate relationship

* Responsible for each other's welfare and financial obligations

* How to Apply: submission of affidavit of eligibility for benefits with OPM, certifying that the employee and domestic partner meet necessary criteria, as provided in the Act

* Benefits Available to Domestic Partners of Government Employees

* Participation in Civil Service Retirement program, if applicable, similar to spouses of government employees

* Participation in Federal Employees' Retirement program, if applicable, similar to spouses

* Life insurance, similar to spouses

* Health insurance, similar to spouses

* Compensation for work injuries, similar to spouses

* Dissolution of Domestic Partnership

* Because of death of government employee: domestic partner deemed a spouse for purposes of receiving benefits

* Break-up of the Relationship

* Termination of benefits received under the Act

* Except for continuation of health benefits for 60 days, where domestic partner pays for benefits as under COBRA

* Upon dissolution, whether by death or break-up, employee or domestic partner must file statement of dissolution of the domestic partnership within 30 days of termination