Do firms actively revise their benefits to be more inclusive? I feel firms can be more inclusive and offer additional benefits like domestic partner benefits, family formation benefits (such as adoption, surrogacy, IVF, etc.), HIV/AIDS care coverage, and transgender-inclusive health care..I see a repeat of same vanilla coverage without much thought ,would like to hear from the group..

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No on all of those. The closest one we have is the HIV/AIDS coverage, but it is not a special benefit…just normal care under the major medical.

I had a couple people ask about Domestic Partnership coverage this year. We currently do not allow this type of dependent relationship to be covered by our plans. When I asked both employees why they were interested, both advised they wanted the perks of being married but wanted to avoid the tax issues. Right then and there, I wrote off the idea of adding it. I’m not about to open a can of tax worms (many of our benefits are Pre-Tax) for a small group to dodge taxes. Our plans are complex enough now to administer.

Same sex spouses are allowed. We do classify them as DPS. They are Spouses, so long as the marriage is legally recognized.

Thanks for the details..very helpful,the issue sounds complex from a legal and tax perspective..hope things change for the better with less hassle,in the future for folks with genuine intent

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