Amongst the many largest employers, a majority of them have began to give benefits to same-sex partners, as well as spouses, of employees that work within their company. This move began to slowly grow when the first Fortune 500 company took this action and did this in the year 1990. The term, domestic Partnership, means that a couple of the same-sex or opposite sex, who are not married, who live together who are looking to receive economic and noneconomic benefits that are comparable to those who are granted their married counterparts. There are many states, such as Washington, California, D.C., Oregon, and Nevada, whose domestic partnership status is offered and grants some, or sometimes all, the responsibilities and rights of their marriage counterparts. Other states such as Illinois, Hawaii, New Jersey, and Colorado refer to domestic partnership as a civil unions, therefore, they offer these couples statewide spousal rights.
There are many other places, where these benefits for domestic partnerships are offered by businesses, and smaller governmental entities, but they are a bit more limited. These benefits include sick and bereavement leave, death benefits, accident and life insurance, dental, health, and vision insurance, use of recreational facilities, parental leave, and housing rights and intuition reduction. Whenever a state, business, college, or organization offers these domestic partnerships with benefits, there are many questions and areas that they must cover before giving them these benefits. There are several issues that need to be covered and they are very important. They will need to find out who exactly qualifies as a domestic partner, must the couple be together for a certain amount of years, must they be required to share expenses, how exactly will the employer identify them as a domestic partner, do they need to be financially responsible for each other, do they need to live together, and they will need to find out how the domestic partners would terminate their domestic partnership.
The next important thing to do when it comes to domestic partnerships, is to figure out exactly what benefits that are offered or available to you in the state that you live within. Whether it is due to medical insurance or having your partner listed as the one to receive the life insurance after you pass, or if they are covered by the insurance that you have with the business or company that you are working for. Some places only offer sick and bereavement leave for the domestic partners, however, in other places the benefits are comprehensive but can be incredibly costly and expensive. You will, however, be required to pay the taxes for these benefits. This is required since the IRS does not consider benefits that are given or rewarded to an unmarried couple as any type of taxable compensation.
When a same-sex couple is looking for their domestic partner to receive benefits, it is important to do research and find out exactly what is offered to domestic partnerships for benefits, from whichever state it is that you reside within. Once this is learned, then you and your domestic partner can try and receive the benefits that you feel that you and they deserve.