::BENEFITS

Domestic Partners

Benefits for Domestic Partners and Their Dependents

Same sex domestic partners of Faculty, Administrators, and Staff who complete an “Affidavit of Domestic Partnership” may participate in the University's various benefit plans/policies, as described below.

An "Affidavit of Domestic Partnership" which contains notarized signatures of the employee and same-sex domestic partner is required to participate in any of the University's benefit plans.

Domestic Partners are individuals who are of the same gender, who share a regular and permanent residence, have a committed personal relationship, can demonstrate financial interdependence, and who are not legally married or in another domestic partnership.

Health Benefits
Eligible full-time faculty and staff may add a same-sex domestic partner and his/her dependent children to the University's medical (Medical Mutual PPOs and Kaiser HMO) dental and vision plans. Part-time staff may add a same-sex domestic partner and his/her eligible children to the Kaiser HMO plan.

IRS rules require that the fair market value of all benefits (health and educational) extended to non-dependent domestic partners (and, if applicable, to their children) be included in the taxable income of the CSU faculty/staff member. Taxes will be withheld.

Also, please note that the IRS does not permit reimbursement of medical or dependent care expenses through a Flexible Spending Account (FSA) for non-dependent domestic partners or their children.

Educational Benefits
Same-sex domestic partners and their dependents are eligible for educational benefits under the Student Fee Authorization Program, according to established University policy.

Family and Medical Leave Act (FMLA)
Faculty, Administrators and Staff who are eligible for FMLA leave may apply for FMLA (and Extended Leave beyond FMLA) for situations involving their same-sex domestic partners and the dependents of their domestic partners.

Sick Leave
Faculty, Administrators and Staff who are eligible for sick leave may apply to use sick leave (and unpaid leave upon exhaustion of sick leave) for situations involving their same-sex domestic partners and the dependents of their domestic partners.

Employee Assistance Plan
The IMPACT Employee Assistance Plan (EAP) and the Horizon Care EAP are available to eligible Faculty, Administrators and Staff and members of their household, including domestic partners and the dependents of their domestic partners.

The “ Affidavit of Domestic Partnership” is available from the Department of Human Resources Development & Labor Relations.

Interested faculty and staff are strongly encouraged to consult with their personal tax and legal advisors before completing an “Affidavit of Domestic Partnership” or enrolling in benefits.


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Dental Directory Disability Domestic Partners Healthcare Tools EAP Life Insurance Medical Care Part Time Benefits FSA Retirement Plans Time Off Tuition Vision Care Workers' Comp Mailing Address 2121 Euclid Avenue AC 113 Cleveland, OH 44115-2214 Campus Location Parker Hannifin Administration Center 2300 Euclid Avenue Suite 113 Phone: 216.687.3636 Fax: 216.687.9334 hr@csuohio.edu		::BENEFITS Domestic Partners Benefits for Domestic Partners and Their Dependents Same sex domestic partners of Faculty, Administrators, and Staff who complete an “Affidavit of Domestic Partnership” may participate in the University's various benefit plans/policies, as described below. An "Affidavit of Domestic Partnership" which contains notarized signatures of the employee and same-sex domestic partner is required to participate in any of the University's benefit plans. Domestic Partners are individuals who are of the same gender, who share a regular and permanent residence, have a committed personal relationship, can demonstrate financial interdependence, and who are not legally married or in another domestic partnership. Health Benefits Eligible full-time faculty and staff may add a same-sex domestic partner and his/her dependent children to the University's medical (Medical Mutual PPOs and Kaiser HMO) dental and vision plans. Part-time staff may add a same-sex domestic partner and his/her eligible children to the Kaiser HMO plan. IRS rules require that the fair market value of all benefits (health and educational) extended to non-dependent domestic partners (and, if applicable, to their children) be included in the taxable income of the CSU faculty/staff member. Taxes will be withheld. Also, please note that the IRS does not permit reimbursement of medical or dependent care expenses through a Flexible Spending Account (FSA) for non-dependent domestic partners or their children. Educational Benefits Same-sex domestic partners and their dependents are eligible for educational benefits under the Student Fee Authorization Program, according to established University policy. Family and Medical Leave Act (FMLA) Faculty, Administrators and Staff who are eligible for FMLA leave may apply for FMLA (and Extended Leave beyond FMLA) for situations involving their same-sex domestic partners and the dependents of their domestic partners. Sick Leave Faculty, Administrators and Staff who are eligible for sick leave may apply to use sick leave (and unpaid leave upon exhaustion of sick leave) for situations involving their same-sex domestic partners and the dependents of their domestic partners. Employee Assistance Plan The IMPACT Employee Assistance Plan (EAP) and the Horizon Care EAP are available to eligible Faculty, Administrators and Staff and members of their household, including domestic partners and the dependents of their domestic partners. The “ Affidavit of Domestic Partnership” is available from the Department of Human Resources Development & Labor Relations. Interested faculty and staff are strongly encouraged to consult with their personal tax and legal advisors before completing an “Affidavit of Domestic Partnership” or enrolling in benefits.
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