Georgetown University’s Newspaper of Record since 1920

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Georgetown University’s Newspaper of Record since 1920

The Hoya

Georgetown University’s Newspaper of Record since 1920

The Hoya

Marriage Act Extends Employee Benefits

The enactment of the D.C. same-sex marriage act in March extended equal benefits to same-sex spouses, but many Georgetown employees who are affected by this development are unaware of the implications it has on their employee benefits.

Under Georgetown’s policy prior to the passage of the act, legally domiciled adults were eligible for medical, dental and vision care. The policy did not allow life insurance or voluntary accidental death and dismemberment insurance coverage, according to Director of Media Relations Andy Pino. The Religious Freedom and Civil Marriage Equality Amendment Act mandates that all benefits that were previously unavailable to spouses of the same sex are made available.

Following the passage of the act in March, the university did not change its benefits policy despite the Catholic Church’s stance on same-sex marriage, as the legislation automatically extends eligibility, according to Pino.

“The law determines who is a legally recognized spouse. All legally recognized spouses are eligible for the same benefits,” Pino said in an e-mail.

When Georgetown adopted a revised benefits policy in 2006, inclusive of same-sex partners, many faculty members praised the move for its progressivism. Prior to this change, Georgetown offered medical, dental, vision, voluntary accidental death and dismemberment insurance and supplemental dependent life insurance to employees and eligible dependents. At the time, eligibility was limited to children and spouses.

The revision came in response to an initiative by concerned members of the faculty who encouraged the faculty senate to pass a resolution in favor of extending benefits to partners, according to Dana Luciano, an associate professor in the English department and director of the women’s and gender studies program who was heavily involved in the initiative. In response, the university introduced an updated policy in 2006, permitting each employee to apportion benefits to one LDA, an umbrella term that includes a same-sex partner.

“Under that policy, an LDA must be either someone with whom the person has a close personal relationship and is financially interdependent, or a dependent blood relative such as an elderly parent or grown child,” Pino said.

For Luciano, Georgetown’s revised benefits policy, which incorporated same-sex partners, marked a progressive step for a Catholic university.

“Georgetown was previously ahead of the curve, since they did not wait until [coverage] was required by law,” Luciano said.

While same-sex spouses are now eligible to receive these benefits, many LGBTQ employees are confused about what benefits their spouses are eligible for, according to Luciano.

“I don’t know anyone who has applied [for the benefits]. There has been no communication about any change in standards. I have no idea if employees with same-sex spouses can now live together in university housing [previously only available for employees and their opposite gender spouses]. We have heard nothing,” Luciano said.

Luciano indicated that this lack of communication is not a new frustration, but that it is especially prevalent now with the new legal status for same-sex partners. Many employees are unaware of whether their spouses can be covered for benefits such as life insurance, according to Luciano.

“Life insurance is an important issue. It affects material, economic and familial well-being. To leave an entire segment of the faculty and staff not covered or unsure of whether they are covered by life insurance is in violation of Georgetown’s ethical standards,” Luciano said.

Pino said that it was the responsibility of employees to determine the eligibility of their partners or spouses.

“Employees should contact the benefits office if they have any questions concerning their benefits,” Pino said.

Luciano, however, said that the Office of Faculty and Staff Benefits had been slow in responding to queries. When she inquired in the fall about life insurance coverage for her partner, she was told that the office was working to cover life insurance for same-sex spouses of employees. At the time, life insurance was limited to spouses of the opposite sex. Since the passage of the same-sex marriage act, however, Luciano has yet to receive any follow-up communication concerning when that coverage will become available.

Luciano also expressed worry that the LDA policy would be restricted due to the assumption that employees with same-sex partners could marry and thus be eligible for spousal benefits. In fact, many employees with same-sex partners do not live in the District, thus making legal marriage less accessible, according to Luciano.

Pino was unable to comment on whether Georgetown has received backlash from the Catholic Church over the university’s expansion of benefits to same-sex spouses. The Archdiocese of Washington opposed the same-sex marriage act and cut social programs in response to the passage of the act.

Catholic universities in Massachusetts, which legalized same-sex marriage in 2004, have also extended their benefits policies to cover same-sex spouses. At Boston College, benefits including health insurance and tuition remission are covered upon presentation of a valid marriage license. At the College of the Holy Cross, employees who are legally married may elect dental and medical benefits for their spouse.

The Office of Faculty and Staff Benefits declined to comment directly regarding employee benefits following the passage of the same-sex marriage act. The LGBTQ Resource Center declined to comment. Georgetown’s Campus Ministry could not be reached for comment.

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