Domestic Partner Benefits
In America, nearly 50% of all marriages end in divorce (1). Many troubled couples site financial issues a major hindrance on the overall success of marriage. In fact, these problems are compounded further when children are factored into the overall mix. Not only do these squabbles and skirmishes hinder the overall relationship between domestic partners, but this stress often manifests itself in the work environment. This occurs in numerous ways such as decrease productivity, negative attitudes effecting employee moral, inappropriate customer service, and a general inability to perform the necessary job functions. Domestic partner benefits, when utilized properly, can help abate the natural effects of financial stress on company employees. These benefits can in fact pay for themselves, with a decrease in absenteeism, higher employee moral, and an increase in productivity. In essences, with domestic partner benefits, companies are being proactive in helping couples before they are married and encounter stressful situations that may hinder work performance
To clarify, what exactly are domestic partner benefits? In short, a domestic partnership is a committee relationship between couples who are not married. In many instances this partnership is between individuals of the same sex. However, heterosexual relationships can also be considered domestic partnerships (2). Why is this distinction important? Well first, domestic partnerships do not receive all the benefits that a married couple would otherwise obtain. They do have rights regarding financial, and in this case, employment benefits. In regards to domestic partnership employee benefits, an employee can obtain...
1 most effective recruiting incentive for executives and the No. 3 most effective recruiting incentive for managers and line workers. Plus, domestic partner benefits can improve a company's employee retention rate." In other words, it is more effective and less costly to retain an employee by offering them medical insurance for their domestic partners, instead of recruiting and hiring new employees. Third, and probably most important, the costs of covering
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