Domestic Partner Benefits
DIGITAL Grants Domestic Partner Benefits to their Same/Opposite Sex Employees
On July 1, DIGITAL joined the ranks of other leading-edge companies by
extending benefits eligibility to domestic partners of unmarried DIGITAL
employees. Qualifying domestic partners will be eligible for health care and
most other benefit programs.
DIGITAL values diversity and flexibility in the workplace. As a
customer-focused business, it's vital that we provide benefits that attract and retain
a talented and engaged workforce. This means respecting a variety of
employee needs and doing our best to respond through new benefits
and policies.
Check out some of the people who signed up for Domestic Partner Benefits at our Affidavit Party!
Who is considered a "domestic partner"?
Qualifying domestic partners who live with unmarried DIGITAL employees
will become eligible to participate under many benefit programs-similar
to the spouses of married employees. For this purpose, a "domestic partner"
is defined as a person of the same sex or opposite sex who is not
related to you, lives with you, and with whom you are financially
interdependant. Certain additional criteria apply as well (including a
requirement that you've lived together for at least 6 months) and a
signed affidavit will be required for enrolling in medical, dental, or life insurance
benefits. Please note that this affidavit requirement and the other
DIGITAL criteria for domestic partner benefits closely follow general
industry guidelines and insurance carrier provisions or requirements.
What benefits will be available?
Starting July 1, you'll be able to cover your domestic partner
and the eligible dependent children of your domestic partner under
several benefit programs.
- Medical: Coverage will be available under most medical plan options
(as long as you elect family coverage), although coverage under
certain HMO or HMO Elect options will not be available due to state
insurance laws or individual HMO restrictions (or may not be available
using more restrictive eligibility criteria). The Opt-Out choice is also available.
- Dental: Coverage will be available under the Dental Assistance
Plan, as long as you elect family coverage.
- Life Insurance: Coverage will be available under the Group Universal Life (GUL) and
Personal Accident Insurance (PAI) Plans in most states.
- HCRA and DCRA: As in the past, Internal Revenue Service (IRS) rules allow you to submit eligible expenses incurred by a domestic partner under these accounts, but only if the person receiving care qualifies as your IRS tax dependant.
- SAVE and the Cash Account Pension Plan (CAPP): As in the past, you can name your domestic partner as the beneficiary for your account by completing a beneficiary designation form for each plan.
- Retiree Health Care: Retiree medical and dental coverage will be available (as long as you're eligible).
Please note that enrolling your domestic partner in medical or dental benefits may have tax consequences. These are described in full in the Domestic Partner Benefits Enrollment Guide, available from Benefits Express.
In addition to these benefits programs, qualifying domestic partners can access the DIGITAL WorkLife Connections program (including the Employee Assistance Program) and you may use the Adoption Benefit Program (if you're eligible) to help cover the costs of adopting your domestic partner's children. See Your Benefits Book for more details.
What policies and programs will be available?
Also starting July 1, many DIGITAL policies and programs will be extended to include domestic partners. Look for changes in:
- Policies like leaves of absence, death in family, and conflict of interest.
- The student loan program
You'll receive special announcements about policy changes through VTX, LIVE WIRE and the HR homepage.
What do I need to enroll?
To find out more about covering your domestic partner (and your domestic partner's dependent children) under your benefits:
- Call Benefits Express and ask for the Domestic Partner Benefits Enrollment Guide. This guide contains important details about enrolling and tax implications and lists the medical plan options that either don't currently allow this type of coverage or impose more restrictive criteria for eligibility. It also lists states where life insurance coverage is not available, and includes the affidavit and tax forms both you and your domestic partner will need to compete. After you call to request it, this Guide will be sent to you at your home.
- Once you receive your copy of the Guide, simply follow the enrollment instructions provided. You may enroll your domestic partner (and any eligible dependant children) anytime after July 1 - as long as you meet the eligibility criteria and enroll within 31 days of signing the affidavit.
Pages Developed by GS Web DesignLast Updated 11-11-98