implications of offering domestic partner benefits?
hr traci
55 Posts
Our company is considering offering health benefits for "domestic partners" and we are located in Michigan & Georgia. How do you determine what constitutes a "domestic partner" (i.e. length of cohabitation, same sex or all cohabiting couples, etc.)?
What other HR policies are then affected if we recognize domestic partners as dependents on the health benefits? I am looking for feedback on the best way to implement this if we go ahead with it. Thanks for any info you can provide!
What other HR policies are then affected if we recognize domestic partners as dependents on the health benefits? I am looking for feedback on the best way to implement this if we go ahead with it. Thanks for any info you can provide!
Comments
In South Carolina, we have what is known as "common-law" marriage,which, in the eyes of the law, is the same as being legally married. There is a time limit on this (I think six years of cohab) and there are some other legalities attached to it as well.
One of our employees found out about this the hard way. She and her partner have been together for many years in a cohabitative state. They then decided to go their separate ways and he went after part of her retirement benefits. Of course, she thought since they weren't "married" he wasn't entitled to anything. WRONG. She actually has to go through divorce proceedings the same as a "legal" marriage and he may or may not be entitled to some of her assets.
Another employee was going to get married as she was expecting her "live-in's" baby. He has children by a previous "live-in" who is currently residing in New Jersey. Our employee found out if she married this guy, that the previous live in could go after part of her salary for increased child support. She decided that marriage was not necessary.
Oh, and we thought being married was complicated!