Partners Task Force for Gay & Lesbian Couples
Demian, director    206-935-1206    Seattle, WA    Founded 1986

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Colleges & Private Schools Recognizing Partners
in the U.S. and Canada
© June 18, 2010, Demian

Benefits vary widely, and are subject to change. Most, but not all, of these companies include same-sex as well as unmarried opposite-sex partners. All we know about the benefits are listed.

It is likely that there are even far more employers who offer benefits than we list. If you have information regarding additions or changes, please see below for the data we need.

The Federal COBRA law applies only to legally married, opposite-sex employees, not to employees with domestic partners. So it is up to an employer to continue benefits on the death of a partner, such as has been done in West Palm Beach, Broward County, Monroe County, Key West and Gainesville in Florida.

None of the pages on this Web site may be reproduced by any form of reproduction without permission from Partners, with the exception of copies for personal, student, and non-commercial use. Please do not copy this article to any Web site.

U.S. Colleges & Private Schools
U.S. Prep Schools
Canadian Colleges & Private Schools
Benefits Offered, Then Denied

U.S. Colleges & Private Schools
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
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
       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
       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,
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
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
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
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
    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
    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
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.

U.S. Prep Schools
Concord Academy, Concord, Massachusetts
    Benefits: Medical.
    Note: Allowed same-sex faculty couples to live in the dorms in 1997.
Exeter Academy, Exeter, New Hampshire (2001)
    Benefits: Medical.
    Note: Allowed same-sex faculty couples to live in the dorms in May 2000.
Phillips Academy, Andover, Massachusetts
    Benefit: Medical.
    Note: Allowed same-sex faculty couples to live in the dorms in October 1999, effective the
    fall of 2000.

Canadian Colleges & Private Schools
Acadia University, Wolfville, N.S.
Athabasca University
British Columbia Institute of Technology
Brock University, St. Catharines, Ont.
Camosun College
Carleton University, Ottawa, Ont.
Concordia University, Montréal, P.Q.
Dalhousie University, Halifax, N.S.
East Kootenay Community College
McGill University, Montreal, P.Q.
McMaster University, Hamilton, Ont.
Mount Allison University, Sackville, N.B.
Ontario Institute for Studies in Education, Toronto, Ont,
Queen’s University, Kingston, Ont.
Ryerson Polytechnical Institute, Toronto, Ont,
St Thomas University, Fredericton, N.B.
Trent University, Peterborough, Ont,
Université de Moncton, Moncton, N.B.
University of Alberta, Edmonton, Alta.
University of British Columbia, Vancouver, B.C.
University of Calgary, Alberta
    Benefit: Medical, dental, eye glasses; both same-and opposite-sex; covers partner relocation
    and family rates for athletic facilities, U. Art Museum membership, etc. Must sign a Domestic
    Partner Declaration.
    Note: Requirement to cohabit a year could possibly be trumped by the Adult Interdependent
    Relationship Act (April 2003) which provides an instant common-law status in Alberta.
University of Guelph, Ont.
University of Lethbridge, Alta.
University of Manitoba, Winnipeg, Man.
University of New Brunswick, Fredericton, N.B.
University of Ottawa, Ont.
University of Saskatchewan, Saskatoon, Sask.
University of Toledo, Ohio (January 2006)
    Note: On January 30, 2006, the Board of Trustees voted, 5-2. Dessenter William Koester
    claimed he had a responsibility to vote no because of the state anti-marriage amendment,
    which was approved on November, 2004, and declared marriage to be only between a man and a
    woman. He ignored the fact that workplace benefits are not a requirement of legal marriages.
    The American Association of University Professors and Local 4319 of the Communication Workers
    of America ratified the two-year health contract on January 26, 2006. Both unions had
    threatened to strike if the issues reached an impasse. The professors’ union voted 89
    percent in favor of the contract offer, which extends until December 31, 2007. A third
    bargaining unit, the University of Toledo Police Patrolman’s Association, ratified the
    same contract during the earlier part of the week of January 23, 2006. The three unions
    bargain together for medical benefits but separately for financial packages.
University of Toronto, Toronto, Ont.
University of Waterloo, Waterloo, Ont.
University of Western Ontario, London, Ont.
University of Windsor, Windsor, Ont.
Vancouver Community College, B.C.
Wilfred Laruer University, Waterloo, Ont.
York University, Toronto, Ont.

Benefits Offered, Then Denied

Emerson College, Boston, Massachusetts
    Note: No longer offers domestic partner benefits because legal marriage is available in
Florida International University, Miami, Fla.
    Note: Verified as offering benefits in 1998; as of August 1999, HR claimed to NOT offer
    benefits. Status unknown.
Northeastern University, Boston, Massachusetts
    Note: No longer offers domestic partner benefits because legal marriage is available in
Ohio State University, Columbus, Ohio
    Note: Benefits offered, then retracted campus family housing quarters for same-sex couples
    upon objection from some tenants and a state lawmaker.
    Note: Law signed by the governor, Nov. 24, 1999, allows state-funded universities and
    colleges to disregard local non-discrimination ordinances. Created to gut a lawsuit filed
    against the University of Pittsburgh by former instructor Deborah Henson asking for equal
    benefits under Pittsburgh’ lesbian, gay, bisexual, and transgender civil rights
Rutgers University, New Brunswick, N.J.
    Benefits: Medical. For same-sex only.
    Note: After benefits were stalled by administration, five faculty members filed a
    discrimination suit against the U. and New Jersey in 1994; the school finally settled in
    November 1998. However, the program that the University offered had so many restrictions,
    that four out of five of the litigants could not qualify for the benefits. The litigants and
    the union (AAUP) rejected the proposal and the case is back in court.
West Virginia University, Morgantown, West Virginia
    Note: Benefits were granted in the Spring of 1994 by former President Neil Bucklew. They were
    suspended by successor, Pres. David Hardesty. The Board of Trustees later revoke the benefits
    altogether; benefits had included recreational and library facility use, nursery/day care,
    child care voucher system and home-based child care program; privately funded University
    scholarships for children of partners.
University of New Hampshire, Durham, New Hampshire
    Note: Having rejected it the year before, the University trustee’s personnel committee
    voted, June 1999, to extend medical benefits to same-sex partners. The trustee’
    financial affairs committee rejected the plan in November 1999, citing budget crisis reasons.
    Estimated cost — $25,000.
University of Tampa, Tampa, Florida
    Note: Verified as offering benefits in 1998; as of August 1999, it claimed to offer no
Additions and corrections are welcome. Please tell us:
• Company Name
• Employer’s Home City
• Specific Benefits (i.e., medical, dental, life, sick/bereavement leave)
• Same-sex Only, or Both Same-and Opposite-sex Couples
• Affidavit Required?
• Affidavit Restrictions (i.e., couple must cohabit X months before eligible)
• Effective Date
• Verifying Web or News Article

For a vast survey, please see our:
Legal Marriage Report: Global Status of Legal Marriage

Return to: Domestic Partnership Benefits

Governments that offer Full Legal Marriage

Netherlands (2001)
Belgium (2003)
Canada (2005)
Spain (2005)
South Africa (2005)
Norway (2009)
Sweden (2009)
Iceland (2010)
Argentina (2010)
Portugal (2010)
Denmark (2012)
France (2013)
New Zealand (2013)
Brazil (2013)
Uruguay (2013)
New Zealand (2013)
United Kingdom
(England, Wales, Scotland) (2013)
Luxembourg (2014)
Finland (2014)
Ireland (2015)
United States (2015)
Colombia (2016)
Germany (2017)
Taiwan (2017)
Malta (2017)
Australia (2017)
US States & Territories
U.S. Supreme Court, June 26, 2015 Ruling: All U.S. States must allow same-sex couples legal marriage.

Massachusetts (2004)
California (2008)
Connecticut (2008)
Iowa (2009)
Vermont (2009)
New Hampshire (2009)
District of Columbia (2009)
New York (2011)
Maine (2012)
Washington (2012)
Maryland (2013)
Rhode Island (2013)
Delaware (2013)
Minnesota (2013)
Illinois (2013)
Utah (2013)
New Jersey (2013)

Hawaii (2013)
New Mexico (2013)
Michigan (2014) - stayed pending legal challenge
Oregon (2014)
Wisconsin (2014) Arkansas (2014) - stayed pending legal challenge
Pennsylvania (2014)
Indiana (2014)
Nevada (2014)
Virginia (2014)
Oklahoma (2014)
Idaho (2014)
West Virginia (2014)
Alaska (2014)
Arizona (2014)
Wyoming (2014)
Kansas (2014) - stayed pending legal challenge
Florida (2014)
Colorado (2014)
North Carolina (2014)
South Carolina (2014)
Montana (2014)
Alabama (2015)
Native American Tribes

Coquille Tribe, Oregon (2009)
Mashantucket Pequot, Connecticut (2011)
Suquamish Tribe, Washington (2011)
Confederated Tribes of the Colville Reservation, Washington (2013)
Leech Lake Band of Ojibwe, Minnesota (2013)
Little Traverse Bay Bands of Odawa Indians, Michigan (2013)
Pokagon Band of Potawatomi Indians, Michigan (2013)
Santa Ysabel Tribe, California (2013)
Confederated Tribes of the Colville Nation, Washington (2013)
Cheyenne, Oklahoma (2013)
Arapaho, Oklahoma (2013)
Leech Lake Tribal Court, Minnesota (2013)
Puyallup Tribe, Washington (2914)
Wind River Indian Reservation, Wyoming (2014)
Keweenaw Bay Indian Community, Michigan (2014)
Colville Confederated Tribes, Washington (2014)
Central Council of Tlingit, Alaska (2015)
Haida Indian Tribes, Alaska (2015)

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