Albert Einstein College of Medicine, New York, New York
American Association of University Professors
American Institute of Research
American Library Association
American University, Washington, D.C.
Amherst College, Amherst, Massachusetts
Antioch, Yellow Springs, Ohio
Note: Also has affiliates in Los Angeles, Santa Barbara, Seattle, and Keene, New Hampshire.
Augsburg College, Minneapolis Minnesota (1999)
Benefit: Medical, tuition, sick/funeral/parenting leave, optional life insurance. For
same-sex only. Effective April 1, 1999.
Ball State University, Muncie, Indiana
Benefit: Medical, paid bereavement leave for death of a partner’s relative. Effective
July 2002.
Bowdoin College, Brunswick, Maine
Bradford College, Maine
Brandeis University, Massachusetts
Brooklyn Law School, New York
Bloomfield College
Broward County Community College, Florida
Benefit: Medical, sick and bereavement leave.
Brown University, Providence, Rhode Island
California Academy of Science
California Institute of Technology (Caltech), Pasadena, California
California State University (CSU) (2000)
Benefit: Medical. For same-sex partners and workers in unmarried opposite-sex couples who
are both are at least 62. Implemented Feb. 1, 2000.
California Western
Carleton College, Northfield, Minnesota
Carnegie Mellon University, Pittsburgh, Pennsylvania (2000)
Benefit: For same- and opposite-sex partners. Effective July 1, 2000.
Central Florida Community College, Florida
Chatham College, Pittsburgh, Pennsylvania
City University of New York
Claremont College, Claremont, California
Note: Also includes McKenna, Pitzer, Pomonoa, Scripps, Harvey-Mudd Colleges.
Clark University, Worcester, Massachusetts
Cleveland State, Ohio
Colby College, Waterville, Maine
Colorado College, Colorado Springs, Colorado
Columbia College, Tuolumne County, California
Benefit: Medical. For same-sex only.
Columbia University, New York, New York
Columbia University Clerical Workers, New York, New York
Columbia University Teachers College, New York, New York
Cornell University, Ithaca, New York
Dartmouth College, Hanover, New Hampshire
Benefit: For same-sex partners only.
Dartmouth-Hitchcock Medical Center, Hanover, New Hampshire
Note: Announced plans to offer benefits in 2003.
DeAnza Community College Cupertino, California
Denison University, Granville, Ohio
Benefit: For same-sex partners only.
Dickinson College, Carlisle, Pennsylvania
Benefit: Medical, survivor benefits, e-mail and library services, fitness center, gym
privileges. For all faculty and staff.
Duke University, Durham, North Carolina
Benefit: For faculty, staff, graduate students. For same-sex couples only.
Note: General benefits offered since about 1994; optional insurance for partner was to be
offered in 1998, but state Dept. of Insurance demands it be offered to unmarried opposite-sex
couples as well. For now, the U. is paying cost of insurance difference directly to the
same-sex couples.
Eastern Michigan University, Ypsilanti, Michigan
Einstein Medical College
Emory University, Atlanta, Georgia (1995)
Benefit: Medical, dental, sick leave, access to libraries and physical education facilities.
Implemented 1995.
Foothill College, Los Altos Hills, California
Florida International University, Florida
Benefit: Medical, sick and bereavement leave.
Florida Keys Community College
Benefit: Medical, sick and bereavement leave.
Furman University, Greenville, S.C. (2001)
Benefit: Medical, dental, life insurance. For faculty and staff. Implemented July 1, 2001.
Note: Furman, historically a Southern Baptist college, severed its relationship with the
South Carolina Baptist Convention in 1992.
Garden Valley State University, Michigan
General Theological Seminary (Episcopal)
Benefit: Housing for same-sex committed couples who are students.
Georgia State University, Atlanta, Georgia
Grinnell College, Grinnell, Iowa
Benefit: Medical.
Gustavus Adolphus College, St. Peter, Minnesota (1999)
Benefit: Medical, dental, parental leave, library privileges, gym privileges, sporting
events, etc. - all the same benefits offered to opposite-sex partners EXCEPT for a big one,
tuition benefits. For same-sex only. Effective September 1999.
Note 1: Affidavit Requirements:
1. In relationship for continuous 6 months
2. Sole partner, intend to remain so
3. Neither is married to anyone else
4. No other partner, marriage, etc., in the past 6 months
5. Both at least 18 and mentally competent
6. Not related by blood closer than laws allow for marriage
7. Cohabit, and plan to do so indefinitely
8. Engaged in a committed relationship of mutual caring and support and are jointly
responsible for common welfare and living expenses
9. Not in the relationship solely for the purpose of obtaining benefit coverage
Note 2: Requirements, such as cohabitation, joint living expenses, already in a relationship
for any amount of time, are not required of legally married couples applying for benefits.
And there is no way to determine if an opposite-sex couple married solely for the medical and
other benefits.
Hamilton College, Clinton, New York
Benefit: Full benefits, however, insurer won’t cover - so employees get reimbursements.
Hamline University, St. Paul, Minnesota
Harvard Law School, Cambridge, Massachusetts
Harvard University, Cambridge, Massachusetts
Note: Must register domestic partner in Cambridge or other city.
Hillsborough Community College
Benefit: Medical, sick and bereavement leave.
Hiram College, Hiram, Ohio
Note: Unofficial.
Hofstra University, Hempstead, New York
Hunter College, New York, New York
Benefit: Medical.
Illinois State University, Normal, Illinois
Benefit: Bereavement and sick leave, tuition waivers, use of recreational facilities, various
counseling programs.
Note: Couples must attest that they are each other’s sole domestic partner and intend to
remain so indefinitely; have lived together for at least 12 months, and must present evidence
of shared financial obligations - none of these are required of legally married couples.
Indiana University, Bloomington, Ind.
Benefit: Medical. For same-sex only. Students may purchase insurance that is not subsidized.
Note: Employees are required to register with IU, and possibly provide joint banking
accounts, or mortgage statements. None of these restrictions are required of legally married
partners.
Iowa State University, Ames, Iowa (2000)
Benefit: Medical.
Note: Iowa Board of Regents voted on June 14, 2000 to extend spousal health insurance
benefits to employee’s same-sex partners. Employees have been able to purchase the
coverage since 1993, but now the University will make the same contribution to cover a
domestic partner that it does to cover a legally married spouse, about $1,200 per year. Total
cost to the college per year is expected to be a meager $18-$43,000.
Ithaca College, Ithaca, New York
Benefit: Housing only?
Note: City Human Rights Commission found housing restrictions unfair to un-married.
Johns Hopkins University, Baltimore, Maryland
Benefit: Medical, dental, life and dependent personal accident insurance, tuition grant and
remission, leave time under the Family & Medical Leave Act, privileges in the Hopkins
athletic centers and library, participating in the Johns Hopkins Federal Credit Union.
For same-sex partners only. Offered since January 1, 1999.
Benefit: Must sign affidavit that requires the couple to be “financially
interdependent” and to “share financial obligations,” - not required of
married couples and may be contrary to interpersonal contracts.
Julliard School of Music, New York, New York
Kenyon College, Gambier, Ohio
Benefit: For same-sex partners only.
Lake-Sumter Community College, Florida
Lansing Community College, Michigan (2002)
Note: Voted October 2002.
Macalester College, St. Paul, Minnesota
Manatee Community College, Florida
Mary Washington College, Fredericksburg, Virginia
Massachusetts Institute of Technology (MIT), Cambridge, Massachusetts
Miami-Dade Community College, Florida
Benefit: Medical, sick and bereavement leave.
Miami University, Ohio (July 2004)
Benefit: Medical, dental, tuition remission, ticket discounts. For faculty and staff
Note 1: As of 2005, about 30 people had taken advantage of the benefits. Overall, the school
pays $50 million in annual benefits for faculty and staff members, spending an estimated
$100,000 on domestic partner benefits.
Note 2: Benefits were challenged in a November 2005 suit brought by state Rep. Tom Brinkman
Jr., (R-Cincinnati). He claimed, in Brinkman v. Miami University, that the
state’s anti-marriage amendment — which came into law four months after benefits
were offered at the University — prevents job benefits. If his suit succeeded, as of
December 22, 2005, 30 employees would have lost insurance for their partners.
The University asked the court to dismiss the suit in December 2005, saying Brinkman’s
interpretation of the constitution was in error.
On November 20, 2006, Butler County Common Pleas Judge Charles Pater dismissed the lawsuit
stating that state Rep. Brinkman had no legal standing to sue the university as a taxpayer.
The court affirmed that his daily life is unaffected when the domestic partners of lesbian
and gay university employees receive medical insurance. Brinkman claimed the dismissal was
“based on a technicality” and he said he will appeal.
After the November 2006 dismissal University spokeswoman Claire Wagner stated:
“Miami University is pleased with this judgment. It means we can continue to provide
these benefits uninterruptedly. The university offers domestic partner benefits because we
believe it’s the right thing to do and because it allows us to attract high-quality
faculty and staff.”
In July 2007, Lambda Legal argued before the court that Brinkman had no standing to sue,
because the University pays for its domestic partner benefits with privately donated funds,
not with tax dollars or tuition. He also had not shown that he suffered any direct impact
that would be corrected if Miami University took away the health and dental insurance it
currently offers to the domestic partners of university employees.
On August 28, 2007 the Court of Appeals of Ohio affirmed the lower court ruling which
dismissed the lawsuit brought by state Rep. Tom Brinkman Jr. which sought to take away the
Miami University domestic partner benefits. The court’s unanimous decision says,
“We conclude that Brinkman’s status as an Ohio taxpayer does not give him standing
to challenge the university’s policy of providing health insurance benefits to same-sex
domestic partners of its employees.”
Michigan State University, East Lansing, Minnesota (1997)
Benefit: Medical, dental, insurance, post-retirement benefits. Implemented 1997.
Note: Required to be in a long-term, committed relationship for at least 6 months, and intend
to remain together indefinitely; none of which is required of legally married couples.
Middlebury College, Middlebury, Vermont
Mills College
Mission College, Santa Clara, California
Modesto Junior College, California
Benefit: Medical. For same-sex partners only.
Moorehead State University, Moorhead, Minnesota
Note: Unofficial.
New York Law School, New York, New York
Benefit: Medical. For same-sex partners only.
New York University, New York, New York
Benefit: For same-sex partners only.
New York University Law School, New York, New York
North Carolina, Chapel Hill
Benefit: Medical. For students only.
North Dakota State University, Fargo
Northern Michigan University, Marquette, Michigan
Benefit: Employee designates any individual; no domestic partner designation.
Northwestern University, Evanston, Illinois
Benefit: Medical for faculty, staff, students. For same-sex partners only.
Oakton Community College (Des Plaines, Illinois)
Benefit: Medical, stop-loss, vision, dental, sick leave, bereavement, tuition, fee waiver.
For both same- and opposite-sex partners.
Note: Requirements:
1. 18+ years of age
2. Share a close personal relationship and responsibility for each other’s common
welfare
3. Not married to anyone nor have had another domestic partner within the last 6 months;
4. Not related by blood closer than would bar marriage in the state in which they reside;
5. Share the same permanent residence and intend to continue to do so indefinitely;
6. Jointly responsible (but not necessarily equally responsible) for basic living
expenses, meaning food, shelter and any other expenses resulting from the partnership;
7. Mentally competent to consent to contract when the partnership began.
Further: Couples must provide three of the following:
1. Joint mortgage, lease or rental agreement;
2. Designation of partner as beneficiary for employee’s life insurance or retirement
account;
3. Designation of the partner as primary beneficiary in the employee’s will; or
4. Joint ownership of motor vehicle, joint checking or joint credit account.
- OR - partners who possess a Domestic Partnership Certificate issued by Cook County,
Illinois are not required to produce additional documentation.
None of the above is required of legally married couples.
Oberlin College, Oberlin, Ohio
Occidental College, Los Angeles, California
Benefit: Medical, dental, tuition remission.
Ohio State University, Columbus, Ohio
Ohio University, Ohio
Okaloosa-Walton College, Florida
Oregon Health Science University, Portland, Oregon
Benefit: Medical, dental, life.
Oregon State University, Corvalis, Oregon
Palm Beach Community College, Florida (2008)
Benefit: Medical, dental.
Note: For more than a year, two trustees prevented College employees with domestic partners from
purchasing insurance for their families. During that time, the college implemented a program
allowing employees to purchase medical insurance for their pets. While the domestic partners and
children of PBCC employees were uninsured, their puppies and kittens were covered.
Parkland College, Champaign, Illinois (2005)
Pasco-Hernando Community College, Florida
Pitzer College, Claremont, California
Pomona College, Claremont, California
Princeton University, Princeton, New Jersey
Purdue University
Rice University, Houston, Texas (2000)
Benefit: Medical. Implemented June 2000.
Note: Rice employees’ partners had already been granted ID cards, library and gym
privileges, and recognition under the definition of relatives in the University’s
nepotism policy.
Rider University, Lawrenceville, New Jersey
Rochester Institute of Technology, New York
Rockefeller University
Rollins College, Florida
Rush University, Chicago, Illinois
Santa Fe Community College, Florida
Sarah Lawrence College, Bronxville, New York
Scripps Research Institute, The
Seminole Community College, Florida
Simmons College, Boston, Massachusetts
Skidmore College, Sarasota Springs, New York
Smith College, Northampton, Massachusetts
Benefit: Tuition waivers. For same-sex partners only.
Springfield College, Springfield, Massachusetts
Southern Illinois University, Carbondale, Illinois (2006)
Benefit: Medical?
Note: As of February 13, 2006, same-sex and domestic partners can live in on-campus housing.
The new housing policy makes the University compliant with the Illinois Human Rights Act,
which was updated January 1, 2006. Vice Chancellor of Student Affairs and Enrollment
Management Larry Dietz said the policy is a housing issue as well as an employment issue.
Same-sex and domestic partners can now live in residence halls, and gay, lesbian, bisexual,
and transgender housing staff can now have their families live with them on campus.
Southern Methodist University, Dallas, Texas (2002)
Benefit: Medical, reduced tuition partners. For same-sex partners only. Effective January 1,
2002.
Southwestern University School of Law, Los Angeles, California
Benefit: Medical, life insurance.
Stanford University, Palo Alto, California
Stetson University, Florida
State Universities of New York
SUNY Purchase, New York
SUNY Stony Brook, New York
Swarthmore College, Swarthmore, Pennsylvania
Syracuse University, New York
Teachers College, Columbia University, New York, New York
Thomas Jefferson University & Hospital, Philadelphia, Pennsylvania
Benefit: Retirement benefits transfers to surviving partner.
Trinity College
Note: Sorry, don’t know which of the four Trinitys.
Tufts University, Boston, Massachusetts
Benefit: Same-sex faculty, staff, students only.
Note: As legal marriage is available in Massachusetts, partners must marry to retain
benefits.
Tulane University, New Orleans, Louisiana
Union Theological Seminary, New York, New York
University of Alaska, Alaska
University of Arizona, Tucson (2005)
Benefit: Reduced tuition rates. For same- and opposite-sex partners. Implimented fall 2005.
Note: Required to sign Tucson’s domestic partner registry. Required to cohabit,
not required of married partners. The benefits follow decades-long lobbying.
University of California (1997)
[Berkeley, Davis, Irvine, Los Angeles, Riverside, San Diego, Santa Barbara and Santa Cruz,
California, plus three national laboratories]
Benefit: Medical. Implemented 1997. Retirement benefits approved May 16, 2002.
University of Chicago, Chicago, Illinois
Benefit: Medical. For same-sex partners only.
University of Colorado, Boulder, Colorado
Benefit: Gym use. Possiblly covers student’s medical; news reports too vague.
University of Denver, Colorado
Benefit: Medical, tuition waivers, facility access, various discounts. For same-sex partners
only.
University of Florida, Gainsville, Florida (2006)
Benefit: Medical, sick and bereavement leave. For both same-and opposite-sex partners.
Enacted February 2006.
Note: The school’s Board of Trustees voted 12-1 on December 2, 2005, to make it the
state’s first public university to approve such a policy.
University of Illinois System: Chicago, Springfield, Urbana-Champaign
Benefit: Medical, dental, vision, as well as sick, parental, family and bereavement leave.
For same-sex partners only.
Note: Required to cohabit not less than ½ year, and older than 18, and “are jointly
responsible for each other's common welfare and shared financial obligations” — none of which
is required of legally married partners.
[see: the University’s document Domestic Partner Benefits
University of Iowa, Iowa City, Iowa
University of Louisville, Kentucky (2006)
Benefit: Medical.
University of Maine
Benefit: Medical, tuition waivers.
University of Miami, Florida
Benefit: Medical, dental, life insurance, tuition reimbursement, retirement planning,
discounted tickets to UM sports events, access to campus health center and libraries. For
same-sex couples faculty and staff only.
Note: Required to show proof of committed relationship by joint ownership of assets - such as
property and financial accounts (not required of legal marriage) — or through other
legal documents.
University of Michigan, Ann Arbor, Michigan
Benefit: Medical.
University of Michigan, Dearborn, Michigan
University of Michigan, Flint, Michigan
University of Minnesota, Minneapolis, Minnesota
University of Montana (2005)
Benefit: Medical. implemented July 1, 2005.
Note 1: The University System requires that couples prove, among other things, joint tenancy
or joint home ownership for the last 12 months and that the partner is ineligible for other
insurance. In addition couples must prove 3 of the following criteria:
Joint ownership or lease of motor vehicle,
At least one joint liability, such as a loan or credit card,
Mutually granted powers of attorney for finances or health care,
Designated each other as primary beneficiary in wills, life insurance policies, or
retirement annuities, or
Meet the Internal Revenue Service definition of a dependent.
NONE of these are required of legally married couples.
Note 2: In 2002, two UM employees filed a discrimination suit based in the denial of medical
insurance to their same-sex partners. The U. provided medical benefits for non-married,
opposite-sex couples, upon signing an affidavit of common-law marriage, a status not
available to same-sex couples in the U.S. In December 2004, the Montana Supreme Court ruled
4-3 that same-sex partners of University system employees must have the same right to
insurance benefits.
University of New Hampshire, Durham, New Hampshire
University of New Mexico, Albuquerque, New Mexico
University of North Dakota, Grand Forks, North Dakota
Benefit: Married couple housing for same-sex families; program discounts for students,
faculty and staff partners; faculty and staff sick and bereavement leave to care for same-sex
partner.
University of Oregon, Eugene, Oregon
Benefit: Student housing.
University of Pennsylvania, Philadelphia, Pennsylvania
Benefit: For same-sex partners only.
University of Pittsburgh, Pittsburgh, Pennsylvania (2004)
Benefit: Tuition remission, facility access only for same-sex partners; no insurance.
Note 1: In September 2004, the school offered medical insurance to both same-and opposite-sex
couples.
Note 2: ACLU sued in 1996 on behalf of seven current and former employees who were denied
insurance for their domestic partners. After vigorously defending the lawsuit for more than
eight years, the university offered the insurance. Chancellor Mark Nordenberg notified
employees of the policy change, citing the need to remain competitive in the recruitment of
“top talent” as a principal factor in deciding to provide the benefits.
University of Rochester, New York
University of South Florida, Tampa (2009)
Benefit: Offered to both same- and opposite-sex couples.
Note 1: Out of about 13,000 employees on campuses in Tampa, St. Petersburg, Sarasota and Lakeland,
about 6,000 are eligible to receive benefits. Based on national averages, only 1 percent of those —
or about 60 people — might participate.
University of Southern California
University System of New Hampshire (2002)
[state colleges, College of Lifelong Learning, U. of New Hampshire]
Benefit: For same-sex domestic partners only; qualifications and benefits were not set as of
December 2, 1999, when they were instituted; effective February 1, 2000.
University of Tampa, Florida
University of Utah (2004)
Benefit: Medical, life insurance; students and staff pay all benefit costs. Effective July
2004.
Note: U.U. decided against free benefits primarily because of the cost. Medical plans run
$178-$515/month. In 2001, the U. began helping spouses and partners of faculty and staff who
needed assistance or access to services such as finding a new job or child care.
University of Vermont, Burlington, Vermont (1990)
Benefit: Medical, life insurance, access to university facilities, free tuition. For same-sex
partners only. Effective since the early 1990s.
Note: As of September 28, 2000, employees with a same-sex domestic partner must obtain a
Civil Union by December 31, 2001, if they wish to maintain their benefits. New hires will
have to certify that they are married or unionized in order to get spousal benefits. New
out-of-state employees have 90 days to enter a civil union or forgo the benefits.
University of Washington, Seattle, Washington
Benefit for Staff: bereavement
Benefit for Faculty and staff: use of Intramural Athletics Complex (IMA)
Benefit for Students: medical, married students’ housing, use of IMA, buying UW
sports tickets.
University of West Virginia, Morgantown
Benefit: Bereavement and/or family illness leave.
University of Wisconsin, Madison, Wisconsin
Benefit: Married student housing; student health insurance plan; faculty/staff access to
sports facilities; helps domestic partners of newly hired employees find jobs and receive
in-state tuition; partners qualify for library cards and passes to UW recreational
facilities. To qualify, they fill a form verifying they are in a committed relationship with
commingled finances.
Note: On November 8, 2006 an anti-gay, anti-marriage, anti-Civil Union, and anti-existing
legal protections for all unmarried couples constitutional amendment passed. On November 22,
2006, UW-Madison Chancellor John Wiley said the amendment makes it unlikely that
Wisconsin’s legislature will add medical insurance benefits for domestic partners.
UW-Madison is the only school in the “Big 10” that doesn’t offer medical
insurance coverage for domestic partners. He said the lack of benefits puts the university at
a competitive disadvantage in recruiting and retaining employees. “In this one instance
we are now apparently forced to discriminate very much against our will,” he said. Wiley
also said that the current benefits and services offered for same-sex couples will remain in
place, unless a court orders a change.
University of Wisconsin Credit Union, Madison, Wisconsin
Benefit: Bereavement and/or family illness leave.
Valencia Community College, Florida
Vanderbilt University and Medical Center, Nashville, Tennessee
Benefit: Medical, dental, life insurance and accidental death and dismemberment insurance;
use of recreation and child care centers; tuition benefit for partner or partner’s
children; faculty eligible for survivors benefits under faculty home purchasing plan mortgage
loans. For same-sex partners only.
Note: Couples required to prove they have been in a relationship for six months - not
required of legally married couples.
Wake Forest University, Winston-Salem, North Carolina
Benefit: Medical. For same-sex partners only. Effective September 1, 2000.
Note: Couples required to prove they have been in a relationship for a year - not required of
legally married couples. Benefits not offered to employees of the Wake Forest University
Baptist Medical Center.
Washington State University, Pullman, Washington
Washington University, Saint Louis, MO (1999)
Benefit: Medical, dental, life insurance. For both same- and opposite-sex couples.
Implemented at least since 1999.
Wayne State University, Detroit, Michigan
Benefit: Medical, dental, sick leave, tuition discounts.
Wellesley College, Wellesley, Massachusetts
West Virginia University, Morgantown, West Virginia (1995)
Benefit: Recreational and library facility use; campus day care, including the WVU Nursery
School, child care voucher system and home-based child care program, and privately funded
University scholarships for children of partners. For both same- and opposite-sex partners.
Instituted 1995.
Note: Requires a “Declaration of Domestic Partnership” and providing documents such
as joint-deed lease or mortgage agreement and designation of the domestic partner as the
primary beneficiary for life insurance or of retirement benefits - not required of legally
married.
Wesleyan University, Middletown, Connecticut
Whitman College, Walla Walla, Washington
William and Mary, College of, Williamsburg, Virginia
Williams College, Williamstown, Massachusetts
Wright State University, Dayton, Ohio
Yale University, New Haven, Connecticut
Benefit: Medical. For same-sex students, faculty, administration, staff only.
Yeshiva University, New York, New York
Benefit: Student housing for any non-student “with whom the student maintains a genuine,
close and interdependent relationship that is or is intended to be long-term.”
Note: The university changed its policy in July 2002 in a move to avert a suit brought by
Maggie Jones and Sara Levin, students at the university’s Albert Einstein College of
Medicine in the Bronx.
Yosemite Community College District, California
Note: Oversees Modesto Junior College and Columbia College - both listed above.
Youngstown State University, Ohio (2004)
Benefit: Medical, vision, dental, prescription coverage. For same-sex and dependent children
only. Instituted October 28, 2004.
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