DOMESTIC PARTNER BENEFITS 5
Theimportance of employees cannot be gainsaid or understated as far asthe growth, profitability and sustainability of any organization isconcerned. Indeed, it has well been acknowledged that theirproductivity is directly tied to the overall productivity of aparticular business entity or organization. This has essentiallynecessitated that they be provided with numerous benefits all in aneffort to enhance their motivation and job satisfaction and,subsequently, improve their productivity. As much as it is generallyaccepted that employee benefits are desirable, questions have beenraised regarding the individuals who should be eligible for thesepartners. Indeed, there has been controversy regarding theeligibility of same-sex couples for domestic partner benefits. Whilethere may be varying opinions regarding this subject, it isimperative that companies and business entities are required toprovide domestic partner benefits to same-sex couples if they providethem to married couples.
First,the provision of these benefits to domestic partners whether insame-sex or opposite-sex relationships would essentially be insupport of the culture of social acceptance and diversity amongemployees, which essentially may be used as a marketing instrumentfor the business entity (Beam&McFadden, 2001).As much as there is a wide array of business principles to whichemployees are required to subscribe, it is well acknowledged thatemployees are different in numerous ways. These differences oftencome in handy when the organization requires solutions to particularproblems. As a result of different backgrounds and experiences, itgoes without saying that different individuals would have differentways of combating a particular problem. Indeed, this diversity allowsindividuals to come up with a myriad of solutions to the issues thatmay be affecting the company (Beam&McFadden, 2001).Essentially, the company would be in a position to choose the bestand most efficient solution among all those. Of particular note isthe fact that each of the solutions may be applicable albeit indifferent situations. However, employees would only give thesesolutions if they feel that their diversity is socially accepted inthe company, a feat that would be effectively accomplished byproviding the domestic partner benefits to all without exclusion.
Inaddition, these benefits would undoubtedly enhance the overallwellbeing of the employees, irrespective of their sexual orientation,which essentially enhances their productivity alongside that of thebusiness entity at large. Scholars have acknowledged that even instates or locales that recognize same-sex marriages, a largeproportion of same-sex couples often decide not to be married untilsuch a time when their union is recognized by the federal government.It goes without saying that domestic partnership benefits offeredirrespective of the employee’s sexual orientation would essentiallyenable these couples to get some crucial benefits such as healthinsurance plans (Beam&McFadden, 2001).Of particular note is the fact that these are often extended tochildren of domestic partners who fall in the category of dependents.Needless to say, such benefits have a bearing on the overallwellbeing of the employees and their families, as well as that of thecompanies themselves at large. Essentially, this has a positiveeffect on the companies’ productivity, as well as the growth andwellbeing of the country’s economy. This means that companiesshould have it in themselves to promote such benefits as they areessentially for their wellbeing. In essence, business entities andcompanies should be required to provide domestic partner benefits tosame-sex couples if they provide them to married couples.
However,there may be some cons to the provision of such benefits toindividuals in same-sex relationships in instances where the same areoffered to opposite-sex married couples. First, domestic partnersbenefits may be against the religious beliefs of particularemployers, which case they would be the basis for conflicts betweenthem and their employees. As much as the globe has undergoneconsiderable changes, it is well acknowledged that issues such assame-sex marriages are yet to be widely accepted. This means that theindividuals are likely to have numerous conflicts in the workplace,which undoubtedly result in chaos reduced cooperation and lowerproductivity (Beam&McFadden, 2001).On the same note, the benefits may be detrimental to the employeesthemselves as the additional benefits may be added to the employee’sincome for tax purposes. Further, in instances where the employeeschange their jobs or move to other states that do not take cognizantof the domestic partnerships, there is likelihood that the benefitscould be lost including health insurance covering one’s dependants.While these factors may be true, it is worth noting that theincreased acceptance and diversity in the workplace would allow forheightened productivity, which is the company’s bottom line.Indeed, it is well acknowledged that distinction does not have to bemade with regard to the kind of individuals to whom such offers aremade (Beam&McFadden, 2001).Further, this adaptability provided by the diversity would enable thecompany to overcome numerous challenges and increase itsproductivity.
Beam,B. T., & McFadden, J. J. (2001). Employeebenefits.Chicago, IL: Real Estate Education.