Domestic Partnership Essay

The advant seasons sacked by providing benefits to internalated cooperators posterior placeweigh the cost. This report go out define home(prenominal) married personships, outline the assorted benefits operational for dependants, offer outline related to the cost of providing benefits to dependants of house servant partnerships, discuss various benefit megabucks survivals and related costs, and provide details related to the value the company stands to gain by erecting such benefits.Domestic coalition Domestic partnerships be gener solelyy thought of as a family kin between deuce members of the same sex. While same sex relationships garner most of the attention, home(prenominal) partnerships ar non always between members of the same sex. California Family scratch Section 297 defines home(prenominal) partners as two adults who have chosen to contri thoion one a nonhers drop deads in an intimate and committed relationship of mutual caring. To establish a domes tic partnership in California, a correspond must file a Declaration of Domestic Partnership with the Secretary of the State, sh ar a gross residence, not be wed or in a domestic partnership with someone else, not be related by blood, both be oer the age of 18, both argon the same sex, or opposite sex over the age of 62 and meet the eligibility criteria under the Social Security exertion. wakeless Issues Currently, 18 lands offer domestic partner benefits for same-sex partners of state employees.Several state and local governments that offer health policy and other benefits to employees unmarried domestic partners are currently facing lawsuits. Proponents of the Defense of Marriage Acts (DOMA) claim these extreme amendments prohibit governments from offering such benefits to any dependent of a relationship that does not fit the states constitutional definition of marriage. both(prenominal) gay-rights advocates and the American Civil Liberties Union dispute such amendments and are currently engaging DOMA proponents in courts across America in attempts to resolve their differences (Gentile, 2006).The costs associated with defending such legal matters can prove to be re in ally cumbersome. Types of Employer Benefits When seeking employment, benefit packages play a major role in attracting and keeping employees. Employer benefits consist of more than the basic medical exam, dental, and vision plans. A material body of additional benefits being sought after by potential employees include, but are not limited to, retirement plans, living history insurance and the family medical leave act. To qualify for domestic partner benefits, employees may be asked to foreshorten a statement or submit an affidavit asserting they live with a domestic partner and are financially interdependent (Greenwald, 2003). health Insurance For most nonelderly people in the United States, health insurance and access to health care derive from ones experience or a family mem bers employment (Ash and Badgett, 2006). In all fairness, these types of benefits should be offered to these types of families under the current guidelines of Domestic Partnership.Two levels of benefits are offered by employers, single coverage and family coverage. Single employees are at a divergence when it comes to compensation because some employers offer their employees a flexible benefit to support with costs. These benefits give include all the same privileges that legally recognized families are currently receiving. The entitlement shall consist of doctors visits, prescription drug coverage, hospitalization, and heart exams (Briggs, 1994). Dental Benefits Dental care is an essential benefit which should be available to all family members. Preventive dental care could significantly reduce loss of productiveness and catch problems before they become chronic or intense (Gustin, 2003). Dental benefits are very affordable and valuable. One available option is for this compan y to offer dental as a voluntary option. This would alter the employees and their domestic partner to take advantage of the dental plan at a group station, but the employee would be responsible for the cost (Gustin, 2003). privacy/401K Retirement Plans and 401Ks are benefits that are only available to employees however, choosing beneficiaries is a very important detail to these plans. Although domestic partners cannot be given all of the rights of spouses, plans can be structured to provide them with many of the benefits available for spouses (Davis, 2007). In addition to being named as beneficiary, a hardship withdrawal can be taken based on the need of the domestic partner, and domestic partners will have the right to rollover death benefits (Davis, 2007). Life Insurance Employee life insurance is available at a more affordable rate through employer plans. Adding family members is an optional benefit.Under this plan, domestic partners and children would be entitled to life ins urance coverage for just pennies a day. This would incur no write off for the employer and the employee would benefit from a group rate. Cost to Employees and Employers The cost of healthcare is on the rise and no end to this crisis is in sight. Most people look at all employers should offer health insurance to its employees however, with the cost of healthcare so high companies who offer these benefits are trying to find ways to invalidate costs. If all employers did offer health, dental, and life insurance, who would cover the cost?A opinion administered by the Commonwealth Fund titled The Publics Views on Healthcare Reform in the 2008 Presidential Election asked that question to 3,500 helter-skelter selected adults. 70% of people surveyed thought the cost should be shared every bit between the employer, employees, and the government. 80% of the people surveyed also thought that if an employer did not offer health insurance they should contribute to the cost of coverage (Lube ll, 2008). Tax faithfulness The Tax Equity for Domestic Partner and Health Plan Beneficiaries Act of 2007 was introduced March 29, 2007.The act states employers offering healthcare insurance have to provide healthcare coverage to domestic partners, same-sex or opposite sex. This law has been added to break short federal tax inequalities same-sex couples currently face when receiving healthcare benefits offered by their employers (Postal, 2007). The immature law significantly affected employers in the Northeast and Western states because 42% of larger companies in the Northeast, and 38% of companies in the West have same-sex domestic partner healthcare coverage. Only 14% of large companies in the middle west and 10% of companies in the south have this type of coverage (Cohen, 2004). ternary Coverage Because the cost of healthcare has increased 15% since 2003, some states in the U. S. have prohibited employees from claiming their spouses/domestic partners as dependents thus, prohi biting dual coverage in the workforce. Banning dual coverage for these employees saves the state tax payers several billion dollars per year while the employees and their families have suitable health insurance coverage. Employees hope on dual health insurance coverage to cover out of pocket costs resulting from procedures which are not fully covered by their primary carrier.Dual coverage insurance can save families hundreds, if not thousands of dollars per year, but can potentially cost the employer hundreds or thousands more (Employer-Sponsored, 2004). one-year Cost According to a research study coiffureed by The total heat J. Kaiser Family Foundation and Health Research and Education Trust in 2006, secret employers nationwide spend an average of $4,242 for single coverage and $11,480 for family coverage on employer sponsored health insurance coverage annually (Employer Health, 2006).Whether the employee is a single hetero-sexual or homo-sexual the rate for single coverage r emains the same. The same for family coverage, the married hetero-sexual couple and the same-sex or opposite-sex domestic partners family coverage cost also remains the same. Employees are paying an average of $1,860 for single coverage and $4,848 for family coverage annually. These costs are causing employers to raise workers insurance premiums or reduce coverage. Some companies perform internal audits to eliminate ineligible dependents, older children, and ex-spouses/ex-domestic partners.If an employer finds dependents on an employees insurance that should not have been covered, the employee is required to pay back medical bills and insurance premiums through payroll deductions (Employer-Sponsored, 2004). Using information from these internal audits employers may notice a slight domestic partner enrollment increase 0. 1%-0. 3% for gay and lesbian partners and 1. 3%-1. 8% for heterosexual partners. The increase in enrollment does not significantly affect the annual cost to the empl oyer for employer-sponsored benefits provided to domestic partners and their families (Ash and Badgett, 2006).Benefits to the Company Healthcare continues to be a concern to both employees and employers. Employers are developing and offering programs and incentives to attract various types of workers, including those in domestic partner relationships, to attract more qualified candidates. Making benefits available to an employees domestic partner, a company is likely to hire and retain an employee whose work takings is optimal. Employees in a domestic partner relationship appreciate their employer considering their limited need which results in a higher production rate. Davis 2007). Increased productivity An employee who is healthy and has a healthy family is less likely to call in sick and take unnecessary time off to care for his or her family. In a study conducted by Ipsos-Reid (2004), two main contributors to employee absenteeism are depression and stress. Health benefits mad e available to an employee and his or her domestic partner can help reduce these factors. Mark Cauthen, benefit manager for the city of Colorado Springs, believes if ones dependents feel better, the employee is more productive and cerebrate at work (Wojcik, 2007).Preventative Measures Many companies have recognized the grandness of helping employees manage their work and personal lives. Some of the more common preventive measure benefits currently being offered to employees, their domestic partners, and other flying family members residing in the home are wellness, flu shots, and fitness programs. pass these various programs help the employee feel the employer cares for the health of his or her family resulting in increased productivity (Meghji 2007). Lower attrition ratesAn employer must also be touch on with the effect of employee retention. Currently 50% of Fortune 500 companies are providing benefits to employees convoluted in same sex domestic partnerships and heterosexua l partnerships. Conclusion Offering benefits to domestic partners makes good business sense. While providing benefits to domestic partners may slimly increase employer cost, the benefits will prove profitable. As the research has indicated, enrollment will increase slightly which will not pose a financial hardship to any corporation.