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Queer Archives Project

Employee Domestic Partnership Medical Benefit Forms

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College Benefit Policies
Lafayette College has implemented domestic partner benefits as part of its commitment to support its LGBTQ+ community. The introduction of same-sex domestic partner benefits has played a crucial role in enhancing the productivity and well-being of queer employees. In 1998, Lafayette College introduced domestic partner benefits, which were exclusively available to same-sex domestic partners. This policy was a departure from traditional labor market practices, as it recognized the legitimacy of same-sex partnerships and provided tangible support to individuals in such unions. Professor Susan Basow praised the policy, stating that "I believe that the policy was particularly significant for those of us who were involved in committed same-sex relationships, as it afforded us a measure of support" [Basow, 00:48:00].

Despite the policy's admirable attributes, it is incumbent upon us to acknowledge its inherent shortcomings. In particular, the absence of coverage for opposite-sex domestic partners, coupled with the stringency of the requirements for establishing a six-month committed relationship, poses significant impediments to its efficacy. The benefits are contingent upon a total of seven criteria that must be met to qualify. Among these, several are noteworthy and distinct from those stipulated for married heterosexuals. Specifically, individuals seeking to qualify must demonstrate a shared permanent residence for a duration exceeding 12 months antecedent to benefit application, evince an "exclusive mutual commitment" to one another, and exhibit mutual financial responsibility for each other's welfare and debts to third parties. Over time, Lafayette College has made several changes to its domestic partner benefits policy to better serve the queer community. In 2010, the college expanded the policy to include opposite-sex domestic partners, recognizing that individuals in committed relationships come from diverse gender identities and sexual orientations. The college has currently eliminated the six-month waiting period, which created inequities in access to benefits. The remaining criteria remain active conditions.

In 2018, Lafayette College took a significant step forward in recognizing the medical needs of its transgender community by expanding its benefits policy to cover gender confirmation surgery. This move distinguished the college as one of only a few academic institutions in the United States to offer such coverage. This further expansion of the policy is a testament to the college's ongoing commitment to supporting its LGBTQ+ community.

Lafayette College's domestic partner benefits policy has had substantial effects on its queer community. By enabling individuals in same-sex and opposite-sex relationships to access the same benefits as their married colleagues, the policy has provided tangible support and helped create a more competitive workplace for LGBTQ+ individuals at the college. It is plausible that the policy has contributed to positive outcomes such as increased productivity and reduced absenteeism, although no empirical evidence has yet been collected by Lafayette to support this assertion. Indeed, research on workplace diversity and inclusion has consistently shown that policies that support LGBTQ+ individuals can foster a more inclusive and supportive work environment, leading to increased job satisfaction, productivity, and reduced absenteeism.

The Williams Institute at UCLA School of Law found that employees who worked at companies with inclusive policies and benefits for LGBTQ+ individuals were more likely to feel committed to their jobs than those who did not have access to such policies and benefits. Moreover, providing access to the same benefits as married colleagues can help level the playing field for LGBTQ+ employees, allowing them to feel valued and supported, and leading to greater engagement and commitment to their work. While further research is needed to establish the actual impact of Lafayette College's policy on its queer community, it is likely that the policy has had a positive effect on its employees.

Furthermore, the policy communicates a powerful signal to the broader labor market about Lafayette College's commitment to inclusivity and diversity. This signal has the potential to attract and retain queer individuals who may otherwise feel unwelcome at other academic institutions, resulting in a more diverse and productive workforce. The policy has set an example for other institutions to follow, demonstrating the importance of recognizing and supporting diverse relationships in the workplace. While there is still much work to be done to create a truly equitable and inclusive labor market for all LGBTQ+ individuals, Lafayette College's domestic partner benefits policy is a crucial step forward.