May 15, 2013
To learn more about Lathrop GPM, click here ›
eBenefits Alert - Same-sex Marriage in Minnesota: What Now for Employee Benefits?
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.
© 2020 LATHROP GPM, ALL RIGHTS RESERVEDCLICK HERE TO UNSUBSCRIBE | POWERED BY FIRMSEEK
The information contained in this document is provided to alert you to legal developments and should not be considered legal advice. It is not intended to and does not create an attorney-client relationship. Specific questions about how this information affects your particular situation should be addressed to one of the individuals listed. No representations or warranties are made with respect to this information, including, without limitation, as to its completeness, timeliness, or accuracy, and Lathrop GPM shall not be liable for any decision made in connection with the information. The choice of a lawyer is an important decision and should not be based solely on advertisements.
If you do not wish to receive any further communication from Lathrop GPM LLP, please send an email to email@example.com with the subject UNSUBSCRIBE.