Policies

Effective Date Apr 1, 2017

Policy Title

Domestic partner Healthcare

Policy Owner: Human Resources

Policy Purpose

It is the policy of Florida Tech to extend employment-related insurance benefits and privileges to employees living in certified same-sex or opposite-sex domestic partnerships in accordance with the eligibility guidelines outlined herein. This policy is intended to ensure the equitable availability of insurance benefits and privileges to both married employees and those employees living in certified same-sex or opposite-sex domestic partnerships.

Policy Scope

This policy applies to full-time faculty and staff.

Policy Statement

Employees seeking benefits for a same-sex or opposite-sex domestic partner, or same-sex or opposite-sex dependent children must hold a benefit eligible appointment and meet and adhere to the criteria under IRC Section 152 (as modified by 105(b)) for the tax year.

Benefits Available

• Health, dental and vision insurances
• Flexible spending accounts (where permissible under IRS section 152)
• Employee Assistance Plan (EAP)
• COBRA equivalent health insurance coverage continuation rights

NOTE: Domestic partner benefits do not include coverage under Florida Tech’s Tuition Benefits.

Procedures/Guidelines

1. Enrolling A Domestic Partner

The employee and domestic partner must complete and sign the Florida Tech Domestic Partner Tax Dependent Verification Form and submit a copy of employee’s 1040 tax document for the previous tax year.

 Once signed and submitted, the employee will follow the established benefit enrollment procedures already in place.

The Florida Tech Domestic Partner Tax Dependent Verification Form and supporting tax document are required to be updated and submitted annually.

2. Enrollment Periods

An eligible employee may add a domestic partner to coverage during one of the three enrollment opportunities:

• Initial Hire – Employee must submit the appropriate paperwork and supporting documentation within 10 days of initial hire.
• Annual Benefit Enrollment Period – Employee must submit the appropriate paperwork and supporting documentation during the announced annual benefit enrollment period, which is generally the month of February.
• Qualifying Change in Status – Employee must submit the appropriate paperwork and supporting documentation within 30 days of the eligible qualifying change in status.

3. Dissolution of Domestic Partnership

Employees receiving benefits under a Domestic Partner arrangement must notify the Office of Human Resources within 30 days of the end of a domestic partnership by filing a Termination of Domestic Partner Affidavit.  Coverage shall cease as of the date the Domestic Partnership terminates, providing coverage has not otherwise terminated due to standard policy revisions.

Definitions

Not Applicable

Compliance Reference

Not Applicable

Enforcement

Not Applicable