The Franklin County Board of Supervisors voted unanimously at a supervisors meeting to allow Angela Varner, a county employee, to use up to five days of sick leave for paid bereavement while the board reviews its bereavement policy.

Supervisors said the vote provides immediate relief to an employee whose loss was not covered under the county's current bereavement language and gives staff 30 days to review whether the policy should be revised to cover domestic partners, fiancE9s and other household members.

The matter arose after county staff circulated an email and a written statement asking the board to expand the list of relationships that qualify for bereavement leave. In an emailed statement read at the meeting, Kristen Rhode said, "I would like to say that I am very grateful that the supervisors are talking about adding domestic partner or fiancee and fiancee into the bereavement and sick leave policies. This would be great for equity and inclusion as a lot of committed relationships these days do not involve marriage." The email was entered into the public discussion by county staff.

Board members and employees discussed several issues during the meeting: whether to define eligibility by legal status (for example, common‑law marriage or a signed domestic‑partnership affidavit), whether to rely on proof such as a lease or utility bill to verify household membership, and the limits of insurer rules and federal programs such as the Family and Medical Leave Act (FMLA). One supervisor noted that some insurance plans will enroll domestic partners when the employer has an affidavit or enrollment form, while others require different documentation.

Supervisors said they did not intend immediately to increase the number of paid days available; the motion approved was an exception to allow the employee to use existing sick leave for paid bereavement while a formal policy review is completed. The motion, as read during the meeting, provided that "if within 30 days the policy is updated, the sick time could be converted to bereavement retroactively." The board voted by voice; the record shows three "aye" votes and no dissent.

Those who urged change said expanding bereavement coverage would promote fairness for employees who are not married but share households or have committed relationships, and could help with recruitment and retention. Others at the meeting pressed for clear verification procedures and a legal review before enacting any permanent change, noting differences among common‑law marriage, domestic partnership affidavits and insurer requirements.

County officers present during the discussion included Katie Flint, Auditor; Heather Bushbaum, recorder; and Chad Murray, Treasurer. Supervisors who participated in the discussion and vote used first names on the record (Richard, Audrey and Chris); the motion was seconded and carried by a unanimous voice vote.

The board instructed staff to consult with human resources and county legal counsel during the 30‑day review. Supervisors said they expect staff to return with recommended policy language and legal guidance; if the board adopts a revised bereavement policy, the approved exception for Varner's sick leave may be converted to bereavement leave retroactively.

The vote does not itself change the county's formal bereavement policy. Instead, it provides a limited, time‑boxed exception while the board considers whether to broaden the policy's list of covered relationships and to specify verification procedures for household members and domestic partners.