Domestic Partner Benefits

Domestic Partnership

The College extends benefits to qualified domestic partners (same-sex and opposite-sex) of eligible benefited employees. Both the employee and the domestic partner must sign an Affidavit of Domestic Partnership. This affidavit outlines a specific set of criteria, which must be met to qualify for such benefits. It should be noted that some of our supplemental insurance providers may have additional requirements or may deny coverage for domestic partners.

Gettysburg College employees may enroll a domestic partner in the benefit plans offered to other Gettysburg College employees. Domestic partners are subject to the same eligibility requirements and plan provisions, which govern all other participants in the benefit programs.

Electing this benefit may have tax implications to the employee. As a result, employees are strongly advised to seek guidance from a tax advisor before choosing whether or not to elect this benefit. It should also be noted that any contributions related to such coverage will be made on a post-tax basis.

Employees must notify the Human Resources Office within 15 days should a domestic partnership be terminated. Upon termination of the relationship, domestic partners covered under the College's health care plan would then be offered the opportunity to continue their health insurance under the Consolidated Omnibus Budget Reform Act (COBRA).

For additional information concerning the College's domestic partner policy, please contact the Human Resources Office.