Overview

The Office of the President released a report on addressing remaining inequities, in light of the passing of AB 205 - California Domestic Partner Rights and Responsibilities Act of 2003. AB 205 goes into effect January 1, 2005. This report addresses the University of California HR/Benefits booklet "Benefits for Domestic Partners for Active Employees" [link below]. The report also addresses tuition and financial aid equity for domestic partners, the Housing and Mortgage Loan Program, and Student Family Housing.

Please note that the UC/employer contribution for medical and dental coverage is not considered to be imputed income for California state income tax purposes if the employee and domestic partner have registered their partnership with the state of California (This provision took effect in 2002). Employees must complete UPAY 850 (Enrollment, Change, Cancellation, or Opt Out) and submit in accordance with local procedures to stop imputed income accruals.

Report on DP Policy Post-AB205 (UCOP 2004) (*pdf document - 7.5 MB))

DP Benefits Guide 2003 (UCOP) (*pdf document)

State of California Domestic Partner Registry

The University of California provides the following benefits for the domestic partners of active employees:

UCRP Survivor Income

The University of California Retirement Plan (UCRP) provides monthly survivor benefits to eligible same-sex and opposite-sex domestic partners of UCRP members who retire or die on and after July 1, 2002. In certain circumstances, a partner’s eligible child may also receive UCRP survivor benefits. UPDATE: Retirees prior to July 2002 now retroactively will have their benefits equalized (with some exceptions).

Health and Welfare Benefits

Same-sex domestic partners – and/or a partner’s child or grandchild – may be eligible for the following UC-sponsored insurance coverage: medical, dental, vision, dependent life, accidental death and dismemberment, and legal expense. Employees may also be able to use flexible dependent care and health care spending accounts to reimburse eligible expenses incurred by a partner and/or a partner’s child or grandchild.

Leave Policies

University policies permit employees to use sick leave in case of the illness or death of a domestic partner or partner’s child. Family and medical leave may also be used in case of a partner’s serious health condition.