Cost and Value of Providing Domestic Partner Benefits Essay

Employers worldwide atomic number 18 beginning to embrace the melodic theme of a interior(prenominal) ply employee by reorganizing their benefit packages to include reportage for municipal partners in order to stay competitive and retain true employees. Most often these benefits are an extension of the same champions offered to espouse employees. The only when difference universeness that a marriage is non a carryment. galore(postnominal) are confused by what exactly a municipal partner is and readily assume it refers to an individual that is part of a same-sex relationship. When, in fact, it butt refer to a variety of situations in which two people present to and build a life together. Just as married couples do, they norm on the wholey share bank accounts, fiscal obligations, home, meals, and a host of some separate things with one an separate. A municipal partner is defined as, a person you hold water with and have sexual relations with, but are not married to (Merriam-Webster.com, 2014).It was in 1986 that the living arrangements of a internal partner were first draw as two persons sharing a family household but are not joined in a traditional marriage, common-law marriage, or civil union. The rising fit of seeking medical attention is devising it nearly impossible these days to live without insurance coverage. Not recognizing our employees that are in unmarried opposite and same sex relationships is creating unnecessary financial hardships and stress. Changing the authorized benefit be after to include domestic partners entrust create a happier more committed employee for the business. Happy employees are more productive and aid the bottom line. It is important to note, that if something should happen to an employee or their real other that medical attention is easily and readily available anyowing the employee to give-up the ghost to work sooner. As an employer, we have a moral obligation to resolve to the leases of o ur employees. We mass start by allowing them to define in their avow terms what a family is to them.BackgroundMCJAR, Inc. has suffered cod to the loss of three of their steep ranking positions resigning. The reasoning behind their resignation was due to lack of benefits being offered to their domestic partners. As in all positionsthe human resources person, Keri Miller, has posted the plainspoken position with much success. She had found three successful waddidates to fill the positions with extravagantly qualifications, but all three had turned down the job erst they learned more or less the lack of benefits being offered to those in domestic partnerships. once finding out the shtupdidates had turned down the positions, Ms. Miller had created a opinion to give out to all employees to complete and turn in. The survey asked or so how they felt about the flowing benefit package being offered to all employees at MCJAR, Inc.The results of the survey showed that those that were in a domestic relationship were hard-pressed of the benefits. That those in domestic partnerships are currently looking for work elsewhere because they feel they are not being treated fairly. Ms. Miller is agreement of the restriction on the benefits being offered due to the budget concerns. Ms. Miller to a fault understands that the represent of the benefits whitethorn be minimal, just need to research the cost of adding domestic partnership benefits to the existing picture. Ms. Miller is also concerned to how the common leave behind perceive the company unless the concerns of benefits being offered to those in a domestic partnership are resolved. Key ProblemsPrimarily, the budget is already strained due to the comprehensive benefits package we currently offer our employees. We must(prenominal)iness carefully enumerate the cost of providing benefits to those in a domestic partnership, not only for our current employees, but potential revolutionary hires as well. If w e are to strain room, where fire we make these adjustments? Will they be from a specific department, from employees pay, or mayhap we need to scale down our benefits package to make room for supererogatory benefactors. Each option we look at has many another(prenominal) different consequences, we may lose employees or productivity due to our lack of foresight.In addition, we must consult and potentially alter our corporate policies and if possible those of Federal and conjure up as well. Federal law provide be the almost fair to circumnavigate if there is any rebuttal, but having the congruous documentation go away be the key to success. State law pull up stakes also require the same attention. Correct wording is crucial for ensuring equal authority and proper application of power of attorney. Lastly, we need to adjust the unused benefits package to tot the modified policies and procedures. This includes everything fromnew hire training, corporate office signage, and ou r own interweb support. Finally, and most complicated is the reworking our benefits package with our health service providers, and insurance companies. We need to make sure that each person is covered with the same benefits. We also need to make sure that we can lower or maintain our current deductible with the increase in the number of patients being seen, and consequent incidents being filed. This process can take be lengthy at measure and leave be battled on two fronts. First is the unhappy employees without benefits, and the other is insurance companies fighting to make themselves greater profits. SolutionsProviding domestic partner benefits leave give the company a competitive edge, modify employee morale, and create an equal business environment, with minimal superfluous cost to the companys already strained budget. According to the Fickewirth Benefits Advisors (2012), website the majority of the nations largest companies provide benefits to the domestic partners of thei r employees. This trend is increasing in order to retain and attract gifted employees. A domestic partner benefit plan can outcome to employees satisfaction and, therefore, produce a greater willingness to stay and pep up the company to others. This can be of great advantage because it can improve employee productivity. Employees will also feel that they have a safety moolah for their families thereby allowing them to better focus on work. Employers have raised the arguments about high cost, but despite such perception the overall cost of adding these benefits is quite low.In the end, implementing the new domestic partner plan will friend this corporation to thrive. Solutions are listed as follows Implementing a new domestic partner benefits plan for all employees Current employees are looking elsewhere since they have no access to domestic benefits. The way to rectify this business is to implement domestic partner benefits plan. Before implementing this plan, Human Resource film director Keri Miller needs to have a private meeting with all motorbuss involved in this matter along with a financial advisor. With everyone present, these topics can be thoroughly debateed and changed as require, such as federal, state, and corporate policies or the application of a reasonable savings plan. Some existing benefits can be cut, but in the end the financial advisor will try to use the proper solutions to make sure the company is not affected in a negative bearing that can meet the morale of employees, the companys profit or production.An expert on the health benefits package needs to be also present in order to obtain the right guidance on how to rework the benefits plan with all health service providers and insurance companies. Executing things in this manner will ensure that the business can safely implement the new plan and be sure that it can afford to extend benefits to domestic partners. Once all issues are addressed and the plan is given approval, a me eting should be held to inform all employees. The companywide meeting will be arranged to discuss this issue with employees who have domestic partners and are provoke in the plan. The Human Resources Director should direct the meeting along with other assistant managers that can assist employees after the meeting has ended. During this meeting, the new plan can be addressed and encouraging words used to find out employees that the company cares about them and their needs. It demonstrates that the company values equality among their employees.After the discussion, the manager can have a space of time for questions and answers. This encourages good communion between employees and managers. The assistant managers can have a few tables institute up at the back of the room so that when the meeting has reason out employees that have more in depth questions or issues they can discuss them privately. Employees can obtain further guidance in the subject if needed and also have the oppor tunity to update and complete paperwork needed for registration in the new domestic partner benefits plan. As employees are exiting managers can hand out new surveys regarding the new benefits and turn them in the pursuance day. This survey will ensure that the company has proper feedback from employees that state how at rest they are with the changes being make to the benefits package. Modifications can then be made accordingly if needed, to ensure that employees are fully satisfied in this matter and all other areas as well. Having good communication and treating everyone well will make certain that there is a positive work environment in the business and thus improving it greatly.Send letters to reason employees informing them of new planFollowing the implementation of the new domestic partner benefits plan, past employees who resigned due to this subject should also be advised and properly contacted. Letters can be sent to former employees notifying themof the impudently o ffered domestic partner benefits and extend an invitation for them to return to the company. Promote the recently implemented Domestic Partners Benefits Plan Publicize to all outside sources that a domestic partner benefit plan has been implemented. This includes updating the companys website and other sources that promote employment for MCJAR Inc. The quick and timely release of this exciting randomness regarding the renovation of our company offered benefits may inspire many potential new hires to apply for employment opportunities and decrease the amount of current vacancies. As a result from all these changes, the companys productivity and success will increase as a whole. RecommendationsAs a condition of employment, most employers require their employees to register for company provided benefits. It is recommended that MCJAR, Inc. develop a list of crop criteria that would define an eligible domestic partnership. Common criteria used by many employers today are that the coupl e must live and maintain a home together for a minimum of six months and can provide proof. Next, financial interdependency must also be proved. They both must be at least 18 years of age and not legally married to anyone. MCJAR, Inc. has the leisure of choosing their own criteria and should do so as soon as possible. Offering domestic partner benefits will process MCJAR, Inc. reflect diversity as a company. It will also help recruit and retain employees, and boost employee satisfaction with very little additional cost.ReferencesAdvisors, F. B. (2014). Fickewirth Benefits Advisors. Retrieved from Fickewirth Benefits Advisors http//www.fickewirth.com/ask-an-expert.php?ask Astray-Caneda, E. E. (2011, Volume 40, No. 2). Offering Same-Sex Domestic Partner Benefits to government activity Employees Reasons, Examples, and Methods. Public Personnel Management, 89-97. Bevins, F. &. (2013, January). Making time management the organizations priority. McKinsey Quarterly. Retrieved from Insigh ts and Publications http//www.mckinsey.com/insights/organization/making_time_management_the_organizations_priority hrc.org. (2014, May 12). Human Rights Campaign. Retrieved from hrc.org http//www.hrc.org/ James Schaefer, M. (2009, Volume 12, Issue