When Governor Mark Dayton signed legislation into law yesterday, Minnesota became the 12th state to recognize same-sex marriages. While ceremonies in Minnesota cannot bestow spousal rights upon same-sex couples until August 1, 2013, it is important for employers to prepare for questions involving employee benefits and coverage, and to review employer-based benefit plans and policies to understand what may be required under this change.
What does the law do?
What doesn’t the law do?
What Should Minnesota Employers Do Now?
What about the Affordable Care Act?
Federal and State Tax Considerations
The United States Supreme Court
With the recent legislation in Minnesota, twelve states and the District of Columbia now recognize same-sex marriage. The Supreme Court will soon be issuing opinions in challenges to the federal Defense Of Marriage Act. Employers will need to pay attention -- these changes will affect offering employment based benefits to employees’ family members. They will also affect plan administration, benefit communications, and taxation of employee benefits both on the federal and the state levels.
If you have any questions about how the new same-sex marriage law affects employee benefits in your organization, please call contact Monica Kelley (email@example.com, 612.632.3367) or Kathi Wright (firstname.lastname@example.org, 612.632.3384) in the Gray Plant Mooty Employee Benefits & Executive Compensation practice group.
This article is provided for general informational purposes only and should not be construed as legal advice or legal opinion on any specific facts or circumstances. You are urged to consult a lawyer concerning any specific legal questions you may have.
Gray Plant Mooty is recognized as one of the leading corporate law firms in Minnesota and one of the top franchise firms in the world. Our roots go back to 1866. Today, we are a 180-plus attorney, full-service firm with offices in Minneapolis and St. Cloud, Minnesota; Washington, D.C.; and Fargo, North Dakota.