|Approved on May 4, 2009||Signatures and dates
on archival copy
|30 days after approval|
|Luis E. Lewin|
Chief Human Resource Officer
Executive Vice President and Provost
|Roderick J. McDavis|
Date of Approval
|September 9, 2008|
For the purposes of this policy, the "domestic partner's immediate family" is defined as his or her parents (or current or former legal guardian or other person who stands or stood "in loco parentis"), children, or siblings, and the spouses of those parents, children, or siblings.
UHR will maintain information online, linked through http://www.ohio.edu/hr/benefits/, that indicates the fair market value under the various common circumstances, and that provides contact information for confirming the fair market value in any particular circumstance.
The domestic partner is eligible for support through the Dual Career Network.
The following benefits are available to the domestic partner and his or her children, whether they are the employee's children, or not, on the same basis as the benefits would be available to the employee's spouse or children:
The employee may take leave based on the needs of the domestic partner and the domestic partner's immediate family (as defined above), in addition to being able to take leave based on the needs of the employee's immediate family (as defined in the relevant policies, linked above) under the following categories:
Flexible spending accounts are governed by IRS rules. According to those rules, an employee cannot be reimbursed through a flexible spending account for a domestic partner's health care expenses nor for the health care expenses of any children who are not children of the employee.
To remove the domestic partner or children of domestic partners from benefits, complete the following form and return it to University Human Resources within thirty (30) days of termination of the domestic partnership:
|Dick Piccard revised this file (http://www.ohio.edu/policy/s40-013.html) on October 16, 2014.|