Learn how to create a sound benefits policy for LGBT employees and their partners.
Even after the landmark same-sex marriage Supreme Court cases in recent years, offering benefits to LGBT employees and their partners can still be very confusing. While same-sex marriage is now legal across the country, new issues are arising regarding domestic partnerships, retroactive same-sex partner benefits, and transgendered employees. These recent developments can be troubling for employers that are trying to determine how to deal with retirement benefits, spousal benefits, and welfare benefits for employees with same-gender partners and transgendered employees. Employers facing such situations have to evaluate their benefit plan documents, HR policies, and administrative procedures in light of state and local laws and court cases in order to know how to respond. This topic will provide benefit plan sponsors and administrators with the information they need to administer their benefit plans in accordance with applicable laws and will discuss best practices for offering benefits to LGBT employees and their partners.
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Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Recent Same-Sex Relationship Legal Developments
- What Do United States v. Windsor and Obergefell v. Hodges Mean for Employers?
- What Are the Other Categories of Relationships Recognized by the States?
- What Sort of Retroactive Benefits Claims Should I Consider?
Impact on Benefit Plans
- Impact on Health and Welfare Plans
- Impact on Pension Plans
- Impact on Non-ERISA Issues
Tax Issues
- Federal Taxation of Benefits Provided to Same-Sex Partners
- State Taxation of Benefits Provided to Same-Sex Partners
- Proof to Require of Covered Employees Regarding Tax Status
Next Steps/Checklist for Employers After Supreme Court Rulings
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on August 30, 2016.
Call 1-866-352-9540 for further credit information.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Jeffrey A. Arnold
McDermott Will & Emery LLP
- Associate in the Chicago office of McDermott Will & Emery LLP
- Focuses practice on employee benefits matters
- Experienced in drafting plan documents, as well as amendments and resolutions for qualified pension, defined contribution, welfare and executive compensation plans
- Has represented clients in matters before the U.S. Department of Labor and the Internal Revenue Service (IRS) with respect to plan qualification issues identified in plan audits
- Currently an adjunct professor at the John Marshall Law School, where he teaches employee benefits legal writing
- J.D. degree and LL.M. degree in Employment Benefits, with honors, John Marshall Law School
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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