DOMESTIC PARTNER BENEFITS / UNIONS / MARRIAGES

Since 1993, Common Ground has helped literally hundreds of organizations – from Ford Motor Company to 20-person law firms – implement these benefits for their same-sex and opposite-sex, unmarried couples.

Since 2004, the landscape for workplace benefits that are tied to state or federal definitions of a “legal relationship” has been much more complicated to negotiate. It doesn’t promise to become any simpler before it gets more convoluted, although it’s possible that before 2015, there may be some standardized way of dealing with the tax and legal implications of workplace-provided benefits based on relationship status.

Until that happens, every organization must understand the implications of current law and code for the way that they provide benefits, pay for them and tax them. If you are an organization that operates in more than one state, you have more to take into consideration.

Common Ground’s popular consulting seminar, “The Ins and Outs of Domestic Partner Benefits in a world of Partnerships, Civil Unions and Inconsistent Marriage Law” has a title long enough to suggest how complex the current DP landscape is, but this two-to-three hour seminar covers the full range of information and answers all questions.

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We are neither lawyers nor tax accountants, but this seminar can also be useful for an organization’s lawyers or accountants when they wish to get up to speed on what their own research will entail.

Like all Common Ground programs, this seminar is built to suit your circumstances, issues and concerns. It can be delivered live or by webinar.

Sample content includes:

  • If the organization has a policy of non-discrimination that includes sexual orientation, how does it stand behind that statement?
  • How much will domestic partner benefits cost?
  • How do you determine who counts as a domestic partner? Does the term imply same/gender only, or are opposite gender partners included?
  • Will our insurers allow us to offer these benefits?
  • What will be the impact of this decision both internally and externally?
  • What are the laws and tax codes governing these benefits?
  • How do we communicate this decision to our employees?
  • How do we best educate about these benefits and the need for them?

Please feel free to contact us if you’d like to discuss the program in more detail.