Understanding Domestic Partnership
Dissimilar from marriage, domestic partnership is not defined by federal law, but is left to states, counties, cities and employers to interpret. A business located where no domestic-partner laws exist has the liberty follow the parameters it wants. However, a married employee is hardly ever asked to show a marriage license as proof of the relationship, individuals seeking domestic-partnership benefits are generally asked to attest that they and their partners comply with the following criterion:
Have been together for a specified period of time.
Are responsible for each other's financial welfare.
Are not blood relatives.
Share a home.
Are at least 18 years of age.
Are mentally competent.
Would get legally married should the option become available.
Are registered as domestic partners if there is a local domestic-partner registry.
Are not legally married to anyone. Have legal power of attorney for each other.
Understanding the Benefits
Unless required by local law to proffer domestic-partnership benefits similar to that offered to married employees, you cannot presume getting the benefits you anticipate. Rather, comparing company's domestic-partner benefits to spousal benefits shall make you demystify about how equality-minded the employer really is.
Is This Equality?
Positively, the progressively more prevalent acceptance of domestic-partnership benefits is an important move in the direction of equality for lesbian, gay, bisexual and transgender people. But, significant differences in legal treatment still prevail. Inequities’ in taxation on domestic-partnership benefits is a leading illustration. The benefits for legal spouses, are tax-exempt, any benefits employees receive for a domestic partner are taxable considering it a content of a pay-check. However, if your employer is not offering domestic-partner benefits, educating yourself to lead the change is a good beginning.
