Domestic Partners And Benefits

Domestic Partners And Benefits

Benefits and Domestic Partners
?Diversity? has been an increasingly popular buzzword in the workplace over the last several years. Traditionally, approaches to diversity primarily referred to the manner in which companies addressed legislative and regulatory issues of equal employment opportunity and affirmative action related to race and gender. In today?s business culture, diversity has become a strategy that will increase a company?s ability to remain competitive in the face of changing demographics and the rapid globalization of business. Many companies, both public and private, have recognized the need to take advantage of the variety of skills and experiences that today?s diverse workforce offers. Recognition of this diversity has brought to the forefront new issues that employers must address. Equitably managing the employee benefits portion of a compensation package is one such issue. Since employee benefits can account for 30 to 40 percent of an employee?s compensation, the manner in which these benefits are offered and administered can have a significant impact for both the employer and the employee (Isaacson 1). In particular, the issue of offering domestic partner benefits has caused considerable debate. “Domestic partnership” is defined in this paper as two adults

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