Domestic Partners

Pace University’s benefits coverage will be extended to same sex and opposite sex domestic partners of our faculty and staff.  Benefits for domestic partners will be administered in the same manner, as possible, to the benefits for legally married couples.

The following details the procedure and eligibility criteria for enrollment of domestic partners in the University’s benefit programs.

Pace University’s benefits coverage will be extended to same sex and opposite sex domestic partners of our faculty and staff.  Benefits for domestic partners will be administered in the same manner, as possible, to the benefits for legally married couples.

The following details the procedure and eligibility criteria for enrollment of domestic partners in the University’s benefit programs.

Registration: To establish the eligibility for University benefits of a same sex or opposite sex domestic partner, an affidavit titled “Statement of Domestic Partnership,”must be completed by the employee and domestic partner, accompanied with supporting documentation of financial interdependence and common residence. 

Copies of this affidavit are available at the Human Resources website, www.pace.edu/hr or at your campus Human Resources office.

Benefits Eligibility: Once the “Statement of Domestic Partnership” is completed and approved, the employee’s domestic partner and the partner’s natural or legally adopted dependent children become eligible to apply for University benefits.

Tuition Remission: The same eligibility rules that apply to all employees’ spouses and children will apply to registered domestic partners and their natural and adopted children.  Applications for on-campus or off-campus tuition remission benefits may be made as soon as the “Statement of Domestic Partnership” is completed and approved for benefit coverage.

Other Benefits: Employees who are not married may name anyone as a beneficiary on life insurance or retirement plans.  It is not necessary to register a domestic partner to name that person as beneficiary.

Pace University policy language regarding leaves of absence to care for newborn and/or adopted
Children or ill family members, or for purposes of death in a family will be extended to include
domestic partners and children of domestic partners.

Tax Implications: The Internal Revenue Code does not recognize the tax exemption of benefits extended to  domestic  partners, as such, there will  be certain tax consequences to the employee who enrolls a domestic partner.  An employee’s contributions for medical and/or dental coverage of a domestic partner and that person’s dependent children will be deducted from pay on an after-tax basis. In the case of tuition remission for domestic partners and their children, the value of the tuition will be treated as ‘imputed’ or direct income to the employee and taxes will be withheld based on that additional income.