Part I of Series/ Same Sex Marriages & Domestic Relationships
Why Should I Pay Attention to the Potential Changes in the Same Sex Marriage rules? They Don’t Affect Me! Oh, but these rules may affect you in the near future!
As of January 2015, however, the U.S. Supreme Court has agreed to investigate whether or not deferring to each state is in fact, constitutional. A decision is expected by June 2015, which would be monumental as it would affect employers all over the U.S.- including your company.
Same sex couples, should they be included in the government’s definition of marriage, would then be eligible for paid time off to care for a spouse, and other such benefits that heterosexual couples currently receive. If your state doesn’t currently recognize same sex marriage, this could be a huge adjustment your company would be expected to make and comply to.
As this issue progresses through the review process, you are likely to have questions regarding your company policies and what it may require should laws change in order for you to be compliant.
If this action results in the federal government redefining marriage, how will it affect your company and how you administer spousal benefits? With possible changes in the definition of marriage on the horizon, companies should not be “wedded” to their current policies. Now is the time to start being proactive and review handbooks, benefit plans, and any other company policies that potentially may be impacted!
McCloskey Partners is committed to keeping you abreast of developments in this area, and welcomes your inquiries. Watch for updates as they pertain to policy changes like these, and get in touch with us if we can help with keeping you in compliance both now and in the future.
Be on the lookout for Part II: Domestic Relationships and what is expected of employers to be compliant.
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