District of Columbia Domestic Partner Benefits laws & HR compliance analysis

District of Columbia Domestic Partner Benefits: What you need to know

The District of Columbia Human Rights Act prohibits discrimination in employment based on an individual's actual or perceived marital status (including domestic partnership and parenthood), family responsibilities, sexual orientation, and gender identity or expression (DC Code Sec. 2-1402.11).
"Marriage" is the legally recognized union of two persons who are otherwise eligible to marry, regardless of gender (DC Code Sec. 46-401 et seq.).
"Domestic partnership" is defined as the relationship between two persons who have registered as domestic partners under the District's registration procedures (DC Code Sec. 32-701).
"Sexual orientation" includes homosexuality, heterosexuality, and bisexuality, by preference or practice.
"Gender identity or expression" is a person's gender-related identity, appearance, expression, or behavior, regardless of the person's assigned sex at birth (DC Code Sec. 2-1401.02).
The Act applies to all employers in the District.
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The Religious Freedom and Civil Marriage Equality Amendment Act amended the District's marriage laws to provide legal recognition of same-sex marriage in the District (DC Code Sec. 46-401 et seq.). All District statutes, administrative or court rules, policies, common law, or any other source of civil law must be interpreted consistently with the law's definition of marriage (i.e., a legally recognized union between two people).
The U.S. Supreme Court issued a decision in June 2015 legalizing same-sex marriage in all states and requiring all states to recognize same-sex marriages legally performed in other jurisdictions (Obergefell v. Hodges, No. 14-556 (6/26/15)).
Self-funded employee benefit plans governed by the Employee ...

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District of Columbia Domestic Partner Benefits Resources

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