CAP Adopt 12-Weeks Paid Family Leave Policy

CAP is proud to announce that it has adopted a paid family leave policy which will provide every qualifying employee with 12-weeks of paid leave to allow them ample time to care for family members including the arrival of a new child or to deal with a serious health condition.

The benefit will be available to any employee that qualifies under the Family Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA) guidelines. In addition, CAP continues to provide full benefits for all employees working forty percent (40%) of full time and above including full health care coverage and vacation and sick leave on a pro rata basis.

“As a public health agency, CAP is committed to promoting health and equity for all its employees, and this includes family stability,” said Tyler TerMeer, CAP’s Executive Director. “Under this new policy, all staff who qualify for a leave of absence under OFLA/FMLA, will be eligible to have this leave paid as a separate benefit and will not be required to first exhaust their accrued vacation or sick time. We are hopeful that this new paid leave provision will support individuals in taking time to care for a new child (e.g. birth, adoption, or fostering) or for a serious health condition.”

CAP believes that all workers in Oregon should be able to access paid family leave as it preserves the dignity of work and family through both joyous and difficult times.

Prism Health Logo Unveiled!

CAP is thrilled to unveil the new logo for Prism Health, our LGBTQ+ primary care center opening in Spring of 2017!

Located at 2236 SE Belmont Street in Portland, Prism Health will offer a safe, affirming, and non-judgmental space where all members of the lesbian, gay, bisexual, transgender, and queer (LGBTQ+) community can obtain the compassionate and culturally effective health care they need and deserve.

In addition to comprehensive primary care, it is anticipated that the center will offer specialized services for the transgender community, HIV and sexually transmitted infection testing, mental health care, and specialty pharmacy services. With this health center, CAP is committed to removing barriers, improving access, and most importantly providing quality health care for all LGBTQ+ patients in the Portland metro region.

Patients do not have to be LGBTQ+ to receive care, but services will focus on addressing the sensitive issues of sexual minorities and their families and friends.

To sign up for more information about Prism Health visit: www.prismhealth.org

Stigma & Employment Discrimination

stig·ma
ˈstiɡ-mə/
noun
A mark of disgrace associated with a particular circumstance, quality, or person. “the stigma of mental disorder”.  Synonyms: shame, disgrace, dishonor, ignominy, opprobrium, humiliation, (bad)

For the folks in Bridges to Work, CAP’s Employment Program, dealing with employment-related stigma is a reality. It is no new fact that both trans individuals and those living with HIV/AIDS are fighting an uphill battle with every step in the journey towards employment. As The Center for HIV Law and Policy writes, “HIV-related stigma is among the most formidable obstacles for people living with HIV and their advocates… it creates very real obstacles for people with HIV in obtaining treatment, housing, education, and employment, all of which are essential to their health.” HIV-related stigma works against individuals looking to increase their confidence, engage or re-engage in the workforce, and improve wellbeing.

Bridges to work

For folks who are transgender, research proves an equally difficult struggle against stigma. A study published by the Psychology of Sexual Orientation and Gender Diversity, Vol 1(2), June 2014, 146-158, states “Stigma toward transgender individuals (i.e., transphobia) poses significant barriers to employment and other areas of functioning. Transgender individuals with a history of mental health concerns may encounter double stigma.” The National Transgender Discrimination Study, published by The National LGBTQ Task Force and the National Center for Transgender Equality reports that 90% of trans individuals have experienced harassment or discrimination on the job. Even more so, in the Positively Trans study of 2016, trans and gender nonconforming people living with HIV in the US stated employment discrimination as the second of their top 5 health concerns, only behind HIV-related discrimination.

I have the privilege of working with individuals who have seen the underbelly of our culture and continue to experience work-related discrimination based on their HIV status and/or their gender. Each week in Job Club, we support each other through the hard parts of looking for a job and encourage each other for the week ahead.

The American Psychological Association defines resilience as “the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress — such as family and relationship problems, serious health problems or workplace and financial stressors.” The individuals, who I have the honor of working with daily, are quintessentially resilient. They are endlessly inspiring and brave in the face of employment-related stigma and discrimination. Bridges to Work is invested in the act of working with individuals towards their goal of employment. The statistics are reminders that our work is not done, in fact it has just begun.

By Effie Stansbery

Effie