Cost and Value of Offering Benefits to Domestic Partnership
Introduction
According to Human Rights Campaign Work Net (2006) fringe benefits such as health and life insurance, a pension or profit-sharing has long been a way for employers to compensate their workers, and for one company to obtain a competitive edge over another. While most employers that offer benefits such as health insurance and dental care also make those benefits available to their employees ' spouses and legal dependents, the idea of extending such benefits to the domestic partner (DP) of unmarried employees, including lesbian and gay employees, is a newer concept.
In the American society today, most people think of domestic partnership when it applies to homosexual relationships. Our team has come to the conclusion that, when presenting this topic to any corporation, it is essential to include as many different definitions of domestic partnership as possible. Domestic partner benefits can include medical and dental insurance, disability and life insurance, pension benefits, family and bereavement leave, education and tuition assistance, credit union membership, relocation and travel expenses and inclusion of partners in company events. Employment policies of corporations should not be designed to change personal values, they are designed to foster and atmosphere of fairness and professional respect at work. Domestic partner benefits are equal pay for equal work, a tool for attracting and keeping the best employees and a means of improving employee productivity.
Domestic Partner Benefits 3
Prior to World War II few companies offered comprehensive benefit programs to their employees. Of the few that did offer benefits, only the employee was covered not their family. Families most often depended on fraternal orders and community assistance to meet their needs. Throughout the decade following WW II, unions fought for and negotiated benefits for employees and their families. As corporations began to design their employee benefit
According to Human Rights Campaign Work Net (2006) fringe benefits such as health and life insurance, a pension or profit-sharing has long been a way for employers to compensate their workers, and for one company to obtain a competitive edge over another. While most employers that offer benefits such as health insurance and dental care also make those benefits available to their employees ' spouses and legal dependents, the idea of extending such benefits to the domestic partner (DP) of unmarried employees, including lesbian and gay employees, is a newer concept.
In the American society today, most people think of domestic partnership when it applies to homosexual relationships. Our team has come to the conclusion that, when presenting this topic to any corporation, it is essential to include as many different definitions of domestic partnership as possible. Domestic partner benefits can include medical and dental insurance, disability and life insurance, pension benefits, family and bereavement leave, education and tuition assistance, credit union membership, relocation and travel expenses and inclusion of partners in company events. Employment policies of corporations should not be designed to change personal values, they are designed to foster and atmosphere of fairness and professional respect at work. Domestic partner benefits are equal pay for equal work, a tool for attracting and keeping the best employees and a means of improving employee productivity.
Domestic Partner Benefits 3
Prior to World War II few companies offered comprehensive benefit programs to their employees. Of the few that did offer benefits, only the employee was covered not their family. Families most often depended on fraternal orders and community assistance to meet their needs. Throughout the decade following WW II, unions fought for and negotiated benefits for employees and their families. As corporations began to design their employee benefit
References: Bowman, C. (1996). Brown signs law on partner benefits/ S.F. contractors must offer coverage. San Francisco Chronicle, pA15 Gillan, Jennifer L.; Ponte, Lucille M. (2005 Summer). From our family to yours: Rethinking the "beneficial family" and marriage-centric corporate benefit programs. Columbia Journal of Gender and Law, v14 i2. Human Rights Campaign (2006). Work Net. Retrieved April 28, 2006, from www.hrc.org Murphy, D. (2002). Going to school with Fish; happy employees can save companies more than a few fins. San Francisco Chronicle, pJ1 Tuller, D. (1996). IRS to tax health benefits for domestic partners. San Francisco Chronicle, pA1