Changing Policy to Address Domestic Partner benefit sin today's business world, the economy and society are changing and companies are constantly adopting new strategies in order to ADAPT to such changes. To continue to be leaders in an ever-changing, competitive industry, it is vital for the company to hire and retain educated professionals. To attract the most qualified candidates, companies are adjusting benefits packages to meet the needs of today's changing family dynamics. Most employers offer benefits, such as health and dental insurance, to their employees, including spouses and dependents. The idea of extending these benefits to employees in untraditional family arrangements, known as domestic partnerships, is a newer concept that is becoming more accepted in corporate America.
To understand why companies are adding domestic partner benefits, we must acknowledge that, although not all of our society accepts same-sex partnerships and unmarried cohabitation, our society is becoming increasingly accepting of these unconventional living arrangements.
To understand whom domestic partner benefits apply to, domestic partners must first be defined. Domestic partners are defined as two people of the same or opposite sex who share the same residence and basic living expenses, and have a close personal relationship. These partners must be 18 years of age, not married to anyone, not blood related, mentally competent, and jointly responsible for each other's common welfare (www.scripps.edu). Domestic partnerships, known as DP, generally include heterosexual and same-sex couples and such partnerships have greatly increased in number. This growing trend in living arrangements is having a considerable influence on the benefit packages that many companies are now offering employees.
The subject of same-sex marriage has been in the headlines recently. President Bush has been successful in convincing states to amend the state constitutions to not recognize same-sex marriage in an effort to "defend the sanctity of...