Federal Employee Benefits and Same-Sex
Partnerships
Wendy R. Ginsberg
Analyst in Government Organization and Management
January 21, 2010
Congressional Research Service
7-5700
www.crs.gov
R41030
CRS Report for Congress
P
repared for Members and Committees of Congress
Federal Employee Benefits and Same-Sex Partnerships
Summary
The federal government provides a variety of benefits to its 8 million employees and annuitants.
Among these benefits are health insurance; enhanced dental and vision benefits; survivor
benefits; retirement and disability benefits; family, medical, and emergency leave; and
reimbursement of relocation costs. Pursuant to Title 5 U.S.C. Chapters 89, 89A, 89B and other
statutes, millions of federal employees may extend these benefits to their spouses and children.
An estimated 34,000 federal employees are in same-sex relationships, including state-recognized
marriages, civil unions, or domestic partnerships.
The Defense of Marriage Act (DOMA) prohibits federal recognition of these unions for purposes
of federal enactments. Some federal employees and Members of Congress have argued that the
same-sex partners of federal employees should have access to those benefits afforded married,
opposite-sex couples.
To this end, companion bills that would extend certain benefits to the same-sex partners of federal
employees have been introduced in the 111th Congress. On May 20, 2009, Senators Joseph
Lieberman and Susan Collins introduced S. 1102. That same day, Representative Tammy Baldwin
introduced H.R. 2517. S. 1102 was referred to the Senate Committee on Homeland Security and
Governmental Affairs, and ordered to be reported favorably on December 16, 2009. H.R. 2517
was referred to three different committees: the House Oversight and Government Reform
Committee, the House Administration Committee, and the House Judiciary Committee. On July
30, 2009, the House Oversight and Government Reform Committee’s Subcommittee on Federal
Workforce, Post Office, and the District of Columbia reported the bill, as amended, to the full
committee. On November 18, 2009, the House Oversight and Government Reform Committee
ordered the bill to be reported, as amended.
The executive branch has also taken action on the issue of extending benefits to same-sex spouses
of federal employees. On June 17, 2009, President Barack Obama issued a memorandum
directing executive agencies to extend benefits to the domestic partners of federal employees
within the authority of existing law. On July 10, 2009, Office of Personnel Management (OPM)
Director John Berry issued a memorandum directing executive-branch agencies to review all
benefits offered to employees who are married to someone of the opposite gender. The agencies
were directed to determine whether the benefits they listed were or could be extended to the
same-sex domestic partners of federal employees. The agency reports were due on September 15,
2009.
On December 17, 2009, the Congressional Budget Office (CBO) released its cost estimate of
H.R. 2517, stating that enacting the legislation “would increase direct spending by $596 million
through 2019” and discretionary spending would increase $302 million over the same period of
time.
This report examines the current policies on the application of benefits to same-sex partners,
analyzes the bills currently pending in the 111th Congress, and reviews the policy debate on
extending benefits to same-sex partners. This report is about federal benefits for same-sex
partners and not about same-sex relationships in general. It will be updated as events warrant.
Congressional Research Service
Federal Employee Benefits and Same-Sex Partnerships
Contents
Introduction ................................................................................................................................ 1
DOMA and the Extension of Federal Benefits ............................................................................. 3
Health Benefits ..................................................................................................................... 4
Dental and Vision Benefits .................................................................................................... 5
Federal Employment Compensation Act Benefits .................................................................. 5
Federal Employee Pensions and Survivor Benefits ................................................................ 5
Family and Medical Leave Act .............................................................................................. 6
Federal Long Term Care........................................................................................................ 7
Life Insurance ....................................................................................................................... 8
111th Congress Legislation .......................................................................................................... 8
Congressional Action .......................................................................................................... 10
H.R. 2517 ..................................................................................................................... 10
S. 1102.......................................................................................................................... 12
Executive Branch Action........................................................................................................... 13
Cost Estimates .......................................................................................................................... 14
Office of Personnel Management ........................................................................................ 14
The Williams Institute ......................................................................................................... 14
The Congressional Budget Office........................................................................................ 18
Analysis.................................................................................................................................... 19
Specific Issues .................................................................................................................... 20
Application to Every State............................................................................................. 20
Extending Benefits Beyond Same-Sex Partners ............................................................. 20
OPM Technical Amendments .............................................................................................. 21
OPM as Clearinghouse.................................................................................................. 21
Making Benefits and Obligations Identical .................................................................... 21
Tax Status of Benefits ................................................................................................... 22
Tables
Table 1. Estimated Costs to the Federal Government if Benefits Were Extended to Same-
Sex Domestic Partners ........................................................................................................... 16
Table 2. CBO’s Estimated Changes in Federal Outlays if H.R. 2517 or S. 1102 Were
Enacted.................................................................................................................................. 18
Contacts
Author Contact Information ...................................................................................................... 22
Acknowledgments .................................................................................................................... 22
Congressional Research Service
Federal Employee Benefits and Same-Sex Partnerships
Introduction
The federal government provides a variety of benefits to its 8 million employees and annuitants.1
Among these benefits are health insurance; enhanced dental and vision benefits; retirement and
disability benefits and plans; survivor benefits; family, medical, and emergency leave; and
reimbursement of relocation costs. Pursuant to Title 5 U.S.C. Chapters 89, 89A, 89B, and other
statutes, federal employees who are married to opposite-sex partners may extend these benefits to
their spouses and/or children.
An estimated 34,000 federal employees are in same-sex relationships, including state-recognized
marriages, civil unions or domestic partnerships.2 The Defense of Marriage Act (DOMA) limits
the recognition of these relationships for purposes of some federal benefits. 3 Specifically, DOMA
states
In determining the meaning of any Act of Congress, or of any ruling, regulation, or
interpretation of the various administrative bureaus and agencies of the United States, the
word ‘marriage’ means only a legal union between one man and one woman as husband and
wife, and the word ‘spouse’ refers only to a person of the opposite sex who is a husband or
wife.4
While DOMA does limit recognition of some benefits to same-sex partners, some agencies permit
employees in same-sex relationships to extend certain health and other federal benefits to same-
sex domestic partners; others do not.5
1 This number includes employees and annuitants of the U.S. Postal Service. U.S. Congress, House Committee on
Oversight and Government Reform, Subcommittee on Federal Workforce, Post Office, and the District of Columbia,
FEHBP’s Prescription Drug Benefits, 111th Cong., 1st sess., June 24, 2009, http://www.opm.gov/News_Events/
congress/testimony/111thCongress/06_24_2009.asp.
2 U.S. Congress, House Committee on Oversight and Government Reform, Subcommittee on Federal Workforce, Post
Office, and the District of Columbia, Testimony of M.V. Lee Badgett, H.R. 2517, The “Domestic Partnership and
Benefits and Obligation Act of 2009,” H.R. 2517, 111th Cong., 1st sess., July 8, 2009,
http://federalworkforce.oversight.house.gov/documents/20090708125728.pdf. Five states currently allow same-sex
couples to marry. These states are Connecticut, Iowa, Massachusetts, New Hampshire (as of January 1, 2010), and
Vermont. Legislation that would make same-sex marriage legal in the District of Columbia was approved by the
District of Columbia City Council and signed by Mayor Adrian M. Fenty on December 18, 2009. This act was
transmitted to Congress in early January, 2010. Pursuant to provisions of the District of Columbia Home Rule Act,
unless federal legislation is enacted preventing the D.C. law from going into force, its provisions will take effect upon
the expiration of a 30-calendar day period (not counting Saturdays, Sundays, legal holidays, and days on which neither
chamber is in session due to a recess or adjournments of more than three days) beginning on the day the act was
transmitted to the Speaker of the House and the President of the Senate or upon the date prescribed by the act,
whichever is later. Some states, districts, and territories sanction same-sex partnerships or civil unions, giving the
couple involved rights that are similar to those given to a married opposite-sex couple. These partnerships are not
generally recognized by the federal government.
3 For more information on DOMA and its effects on same-sex marriages, see CRS Report RL31994, Same-Sex
Marriages: Legal Issues, by Alison M. Smith.
4 1 U.S.C. §7.
5 For example, on June 18, 2009, one day after President Barack Obama released his memorandum seeking to extend
benefits to same-sex partners, Secretary of State Hillary Clinton directed her agency to extend a variety of relocation,
medical, and other benefits to the partners of employees in same-sex, committed relationships.
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Federal Employee Benefits and Same-Sex Partnerships
Companion bills that would extend a variety of benefits to the same-sex partners of federal
employees have been introduced in the 111th Congress. On May 20, 2009, Senators Joseph
Lieberman and Susan Collins introduced S. 1102. On the same day, Representative Tammy
Baldwin introduced H.R. 2517. The initially identical bills are entitled the Domestic Partnership
Benefits and Obligations Act of 2009. S. 1102 was referred to the Senate Committee on
Homeland Security and Governmental Affairs, which ordered the bill to be favorably reported on
December 16, 2009. H.R. 2517 was referred to three different committees: the House Oversight
and Government Reform Committee, the House Administration Committee, and the House
Judiciary Committee. On July 30, 2009, the House Oversight and Government Reform
Committee’s Subcommittee on Federal Workforce, Post Office, and the District of Columbia
reported the bill to the full committee. On November 18, 2009, the full House Oversight and
Government Reform ordered the bill to be reported, as amended.
Pursuant to the legislation, federal employees seeking to extend federal benefits to their same-sex
partners would be required to “file an affidavit of eligibility for benefits and obligations with the
Office of Personnel Management” (OPM) to qualify as recipients of the benefits. In the affidavit,
the employee must verify several criteria, including a requirement that the same-sex partners have
an intent to remain together “indefinitely.”6 The legislation also would extend certain benefits to
the children of a same-sex partner. The bills would define “domestic partner” as “an adult
unmarried person living with another adult unmarried person of the same sex in a committed,
intimate relationship.” It would appear that this definition could exclude same-sex couples legally
married under state law from qualifying for the benefits that the bill would extend.
On June 17, 2009, President Barack Obama issued a memorandum directing executive agencies
to extend benefits to federal employees in same-sex domestic partnerships or same-sex marriages7
within the authority of existing law.8 On July 10, 2009, OPM Director John Berry issued a
memorandum directing all executive-branch agencies to review and report on the benefits offered
to opposite-sex partners of federal employees.9 Agency reports were due on September 15, 2009.
OPM is now to review these reports and determine how to further pursue extension of benefits to
the same-sex partners of federal employees.
6 The seven criteria are described later in this report.
7 Although there is a legal distinction between same-sex partners and same-sex marriages, this report refers to both
institutions as same-sex partnerships. In this report, the term “same-sex partnership” includes a legal marriage with a
federal employee, same-sex partners who chose not to get married, and partners who have been unable to get married
for any reason. According to a telephone conversation with an OPM official on November 18, 2009, federal employees
who are in opposite-sex common-law marriages do qualify for federal benefits. Common law marriages, which are
recognized in nine states and the District of Columbia, are defined differently in each state. Generally, however, such a
marriage requires a couple to live together for an unspecified, but considerable length of time, and to generally
understand themselves to operate as a married couple, despite not having a traditional marriage ceremony.
8 U.S. President (Obama), “Memorandum for the Heads of Executive Departments and Agencies, Subject: Federal
Benefits and Non-discrimination,” June 17, 2009, http://www.whitehouse.gov/the_press_office/Memorandum-for-the-
Heads-of-Executive-Departments-and-Agencies-on-Federal-Benefits-and-Non-Discrimination-6-17-09/. Among the
benefits that could be extended are relocation and travel expenses for same-sex domestic partners. Some departments
and agencies, including the State Department, already extend such benefits.
9 John Berry, Memorandum for Heads of Executive Departments and Agencies, Office of Personnel Management,
Subject: Federal Benefits for Same-Sex Domestic Partners, July 10, 2009, http://www.chcoc.gov/Transmittals/
TransmittalDetails.aspx?TransmittalId=2384.
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Federal Employee Benefits and Same-Sex Partnerships
A 2008 study estimated the cost of extending same-sex partner benefits to federal employees at
$41 million in the first year and $675 million over 10 years.10 On December 17, 2009, CBO
released its cost estimate of H.R. 2517, and stated that enacting the legislation “would increase
direct spending by $596 million through 2019” and discretionary spending by $302 million over
the same period of time.11
This report is about federal benefits for same-sex partners and not about same-sex relationships in
general.
DOMA and the Extension of Federal Benefits
The federal government provides health and other benefits to roughly 8 million federal employees
and annuitants.12 Among these benefits are health insurance; enhanced dental and vision benefits;
retirement and disability benefits and plans; survivor benefits; family, medical, and emergency
leave; and reimbursement of relocation costs. Various federal laws and regulations determine who
is eligible to receive these benefits. A federal employee who is married to someone of the
opposite gender can, pursuant to federal law, extend many of his or her benefits to his or her
spouse.
The Defense of Marriage Act (DOMA)13 affects the application of some benefits to the partners
of federal employees.14 DOMA defines “marriage” explicitly as “only a legal union between one
man and one woman as husband and wife.”15 DOMA defines “spouse” as “a person of the
opposite sex who is a husband or a wife.”16 Pursuant to 1 U.S.C. §7, these definitions are to be
used when “determining the meaning of any Act of Congress.”17 As such, DOMA has played a
critical role in determining whether the same-sex partners of federal employees are eligible for
certain federal benefits.18
10 Naomi Goldberg, Christopher Ramos, and M.V. Lee Badgett, The Fiscal Impact of Extending Federal Benefits to
Same-Sex Domestic Partners, The Williams Institute, September 2008, p. 1.
11 Congressional Budget Office, H.R. 2517 Domestic Partnership Benefits and Obligations Act of 2009, December 17,
2009, p. 1, http://www.cbo.gov/ftpdocs/108xx/doc10866/hr2517.pdf.
12 This number includes employees and annuitants of the U.S. Postal Service. U.S. Congress, House Committee on
Oversight and Government Reform, Subcommittee on Federal Workforce, Post Office, and the District of Columbia,
FEHBP’s Prescription Drug Benefits, 111th Cong., 1st sess., June 24, 2009, http://www.opm.gov/News_Events/
congress/testimony/111thCongress/06_24_2009.asp.
13 P.L. 104-199; 1 U.S.C. §7.
14 The partner of a federal employee of the opposite gender would also not be eligible for the benefits. This report,
however, focuses on eligibility of same-sex domestic partners.
151 U.S.C. §7.
16 Ibid.
17 For more information on DOMA, see CRS Report RL31994, Same-Sex Marriages: Legal Issues, by Alison M.
Smith.
18 Two federal judges on the 9th Circuit Court of Appeals, acting in their capacities as hearing officers for circuit
employee disputes, concluded that the denial of health benefits to a same-sex spouse violated the 9th Circuit’s
Employment Dispute Resolution Plan. One order declared DOMA unconstitutional while the other avoided the
constitutionality issue and concluded that ambiguous language in the federal health benefits act allowed the benefits.
The precedential value of these decisions is unclear as the judges acted in their capacities as administrative officials and
not Article III judges.
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Federal Employee Benefits and Same-Sex Partnerships
Companion bills introduced in the 111th Congress (S. 1102 and H.R. 2517)19 would allow various
federal benefits to be extended to the same-sex partners of qualifying federal employees.
Reviewed below are some federal benefits that have been mentioned in both the pending
legislation and executive-branch memoranda. Whether the same-sex domestic partners of federal
employees and annuitants qualify for such benefits under existing federal laws and regulations is
discussed.
Health Benefits
The Federal Employees Health Benefits Program (FEHBP) (5 U.S.C. §8909; 5 C.F.R. §890)
offers health benefits to qualifying federal employees and encompasses nearly 300 different
health care plans. As with health care plans in the private sector, FEHBP provides benefits to
enrollees for costs associated with a health checkup, an injury, or an illness. Health care costs are
shared between the federal government and the enrollee. According to a 2008 study, the federal
government pays, on average, 71% of a health plan’s premium, and 29% of the premium’s cost is
paid by the employee.20
Pursuant to the Code of Federal Regulations, certain family members of a federal employee are
eligible to enroll in FEHBP.21 Among those eligible are an employee’s spouse and/or child under
age 22.22
The OPM website that explains eligibility requirements for FEHBP enrollees includes the
following excerpt on same-sex domestic partner benefits:
Same sex partners are not eligible family members. The law defines family members as a
spouse and an unmarried dependent child under age 22. P.L. 104-199, Defense of Marriage
Act, states, “the word ‘marriage’ means only a legal union between one man and one woman
as husband and wife, and the word ‘spouse’ refers only to a person of the opposite sex who is
a husband or a wife.”23
Neither same-sex domestic partners of federal employees—nor the partner’s children,24 therefore,
are eligible to enroll in FEHBP.
19 References to the bills are to the versions that were introduced unless otherwise noted.
20 Naomi Goldberg, Christopher Ramos, and M.V. Lee Badgett, The Fiscal Impact of Extending Federal Benefits to
Same-Sex Domestic Partners, The Williams Institute, September 2008, p. 4. The health care benefit costs for the U.S.
Postal Service’s (USPS’s) 765,000 employees is borne by USPS and the employees. Pursuant to bargaining contracts,
USPS pays, on average, 84% of its employees’ health care benefit premiums, and employees pay 16%.
21 5 C.F.R. §890.302.
22 Ibid. A federal employee’s child includes a “legitimate child,” “an adopted child,” or a “stepchild, foster child, or
recognized natural child who lives with the enrollee in a regular parent-child relationship.”
23 U.S. Office of Personnel Management, “Federal Employees Health Benefits Program Handbook,”
http://www.opm.gov/insure/health/reference/handbook/fehb28.asp.
24 If a federal employee legally adopted the child of his or her same-sex partner, the child would be eligible to receive
federal benefits. 5 C.F.R. §890.302.
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Dental and Vision Benefits
Federal employees may choose to enroll in the Federal Dental and Vision Program (FEDVIP; P.L.
108-496; 5 U.S.C. Chapter 89A and 5 U.S.C. Chapter 89B), which provides vision and dental
benefits in addition to the limited coverage provided by FEHBP. Unlike FEHBP, however, the
enrollee pays all benefit premium costs and the federal government does not contribute to the
benefit’s premiums.
Like federal health benefits, federal employees may extend FEDVIP benefits to family members.
Eligibility rules are identical to FEHBP’s regulations.25
Both the Enhanced Dental Benefits program (5 U.S.C. §8951) and the Enhanced Vision Benefits
program (5 U.S.C. §8981) are not extended to the same-sex partners of federal employees who
are eligible for the benefit. OPM states on its website that “[t]he rules for family members’
eligibility are the same as they are for the” FEHBP for both the dental and the vision programs.26
Federal Employment Compensation Act Benefits
A federal employee is eligible for up to $100,000 in compensation if he or she is disabled while
performing his or her job, pursuant to the Federal Employment Compensation Act (FECA; 5
U.S.C. Chapter 81). If an employee is killed while performing his or her job, 5 U.S.C. §8102a
requires that payment go to the deceased employee’s spouse or children. The federal employee
may also designate his or her parents or siblings as the compensation recipient.27 The same-sex
partner of a federal employee is not listed in statute among the eligible recipients of such
compensation. Section (g)(1)(F) of both H.R. 2517 and S. 1102 would extend this benefit to the
same-sex partners of federal employees.
Federal Employee Pensions and Survivor Benefits
Federal employees with permanent appointments are eligible for retirement and disability benefits
under either the Civil Service Retirement System (CSRS) or the Federal Employees Retirement
System (FERS).28 All federal employees initially hired into permanent federal employment on or
after January 1, 1984, are covered by FERS. Employees hired before January 1, 1984, are covered
by CSRS unless they chose to switch to FERS during open seasons held in 1987 and 1998. Both
FERS and CSRS provide survivor benefits for the spouse and dependent children of a deceased
federal employee or retiree.29
25 U.S. Office of Personnel Management, “Federal Employees Dental and Vision Insurance Program (FEDVIP),”
http://www.opm.gov/insure/archive/dentalvision/.
26 U.S. Office of Personnel Management, “Dental: Introduction,” http://www.opm.gov/insure/dental/index.asp; and
U.S. office of Personnel Management, “Vision: Introduction” http://www.opm.gov/insure/vision/index.asp.
27 5 U.S.C. § 8102a(d)(1).
28 For more information on CSRS or FERS, see CRS Report 98-810, Federal Employees’ Retirement System: Benefits
and Financing, by Patrick Purcell.
29 See CRS Report RS21029, Survivor Benefits for Families of Civilian Federal Employees and Retirees, by Patrick
Purcell.
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Both CSRS and FERS are subject to the statutory interpretation required by DOMA in
determining eligibility for survivor or dependant benefits under CSRS or FERS. As noted earlier,
“the word ‘spouse’ in DOMA refers only to a person of the opposite sex who is a husband or a
wife.”30
An employee or former employee can designate anyone as a beneficiary or beneficiaries who will
receive his or her Thrift Savings Plan (TSP) account balance in the event of the participant’s
death. TSP is a defined contribution (DC) retirement plan similar to the 401(k) plans provided by
many employers in the private sector.31 Designation of a beneficiary must be done by filing Form
TSP-3 with the Federal Retirement Thrift Investment Board. The Thrift Board is not authorized to
recognize wills or other estate planning documents. A participant married to a partner of the
opposite sex is not required to designate his or her spouse as the beneficiary of the TSP account,
nor is the spouse’s consent required to designate someone other than the spouse as the beneficiary
of the TSP account.32
Although a federal employee cannot name a same-sex domestic partner as his or her surviving
beneficiary under either FERS or CSRS, an employee who is applying for a non-disability
retirement can elect an Insurable Interest Annuity (IIA). Only one person may be named as the
beneficiary of the IIA, and the election must be made at the time of retirement. The person named
as the beneficiary must be someone who is financially dependent on the employee, and the
employee must establish, through one or more affidavits from other people, the reasons why the
beneficiary might reasonably expect to suffer loss of financial support as a result of the
employee’s death. The cost of an IIA can range from a 10% reduction in the employee’s
retirement annuity if the beneficiary is 10 years younger than the employee to a 40% reduction if
the beneficiary is 30 or more years younger.33
Family and Medical Leave Act
Pursuant to the Family and Medical Leave Act (FMLA; P.L. 103-3; 5 U.S.C. Chapter 63), certain
federal employees are entitled to use up to 12 weeks of unpaid leave during any 12-month period
for any of the following reasons:
• the birth of a child of the employee and follow-up care related to that birth;
• the adoption of a child by the employee or placement of a foster child with the
employee;
• to care for an employee’s ailing spouse, child, or parent; or
• an illness or condition of the employee that renders him or her unable to work.
30 1 U.S.C. § 7.
31 “401(k)” refers to the section of the Internal Revenue Code that authorizes deferral of income taxes until the time of
withdrawal for contributions to certain kinds of savings plans and for the interest and dividends on those contributions.
32 5 CFR §1651.4. See also CRS Report RS22856, Retirement and Survivor Annuities for Former Spouses of Federal
Employees, by Patrick Purcell.
33 For more information see CRS Report RS21897, The Effect of State-Legalized Same-Sex Marriage on Social
Security Benefits and Pensions, by Patrick Purcell.
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The 12 weeks of leave may be used intermittently throughout the year, when the employee meets
statutory and regulatory requirements of FMLA.34
FMLA regulations (5 C.F.R. §630.1201) define “spouse” explicitly as “an individual who is a
husband or wife pursuant to a marriage that is a legal union between one man and one woman,
including common law marriage between one man and one woman in States where it is
recognized.” A federal employee, therefore, may not use FMLA to care for an ailing same-sex
domestic partner. A federal employee also may not use FMLA to care for the ailing child of a
same-sex domestic partner, unless the employee has legally adopted the child.
Federal Long Term Care
Federal employees may also apply for the Federal Long Term Care Insurance Program (FLTCIP;
P.L. 106-265; 5 U.S.C. §9001), which provides medical services for enrollees who suffer a
chronic medical condition and are unable to care for themselves. Employees may voluntarily opt
into FLTCIP, and the entire premium is covered by the enrollee. Pursuant to 5 U.S.C. §9001,
qualifying federal employees; members of the uniformed services; federal annuitants; current
spouses of federal employees, service members, or annuitants; adult children of federal
employees, service members, or annuitants; and parents, parents-in-law, and stepparents of
federal employees, service members, or annuitants are eligible to enroll in FLTCIP. In addition,
federal law states that OPM may prescribe regulations that permit an “individual having such
other relationship” to a federal employee, service member, or annuitant to enroll in FLTCIP.35
Current regulations do not, however, extend FLTCIP benefits to the same-sex partners of federal
employees. On September 14, 2009, OPM issued a proposed regulation in the Federal Register
that would expand the definition of “qualified relative” to include “the same-sex domestic
partners of eligible Federal and U.S. Postal Service employees and annuitants.”36 OPM accepted
comments on the proposed regulation until November 13, 2009. As of this writing, no further
action has been taken on the proposed regulation.
34 Pursuant to FMLA, federal employees are required to give employers at least 30 days’ notice prior to taking leave
when the need for leave is foreseeable (5 U.S.C. §6382(e)).
35 5 U.S.C. §9001(5)(D).
36 U.S. Office of Personnel Management, “Federal Long Term Care Insurance Program: Eligibility Changes,” 74
Federal Register 46937, September 14, 2009. According to the proposed rule, “domestic partner” is defined as follows:
“domestic partner’’ is a person in a domestic partnership with an employee or annuitant of the same
sex. The term “domestic partnership’’ is defined as a committed relationship between two adults, of
the same sex, in which the partners—are each other’s sole domestic partner and intend to remain so
indefinitely; have a common residence, and intend to continue the arrangement indefinitely; are at
least 18 years of age and mentally competent to consent to contract; share responsibility for a
significant measure of each other’s financial obligations; are not married to anyone else; are not a
domestic partner of anyone else; are not related in a way that, if they were of opposite sex, would
prohibit legal marriage in the state in which they reside; will certify they understand that willful
falsification of the documentation described in paragraph (a) of this section may lead to disciplinary
action and the recovery of the cost of benefits received related to such falsification and may
constitute a criminal violation under 18 U.S.C. § 1001.
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Life Insurance
Pursuant to 5 U.S.C. Chapter 87, most federal employees, including part-time employees, are
automatically enrolled in the Federal Employees’ Group Life Insurance (FEGLI) program, which
is administered by Metropolitan Life Insurance Company.37 Federal employees pay two-thirds of
their life-insurance premium, and the federal government pays the remaining third.38 A federal
employee may designate anyone, including a same-sex partner, as their life insurance beneficiary
by filing an SF 2823 form.39 If an employee married to an opposite-sex partner does not designate
a beneficiary, his or her spouse would receive the federal benefit, pursuant to federal law (5
U.S.C. §8705(a)).
The definition of “family member” in 5 U.S.C. §8701, the section of the U.S. Code related to life
insurance benefits, includes the phrase “spouse of the individual.” The term “spouse” does not
explicitly state that a same-sex partner would be excluded from the benefit. Title 5 U.S.C. §8705,
however, delineates the order of preference in which life insurance benefits would be distributed
in the event of a federal employee’s death. Pursuant to the law, the benefit would first be
distributed to any person or entity that was selected by the employee using the SF 2823 form. If
no form were completed, the benefit would then go to “the widow or widower of the
employee.”40 It would appear that DOMA would preclude same-sex domestic partners from
qualifying as a widow or widower.
111th Congress Legislation
On May 20, 2009, companion bills that would extend various health benefits to same-sex
domestic partners of qualifying federal employees were introduced in the Senate and in the House
of Representatives. Senators Joseph Lieberman and Susan Collins jointly introduced the
Domestic Partnership Benefits and Obligations Act of 2009 (S. 1102); Representative Tammy
Baldwin introduced an identical bill in the House (H.R. 2517). Pursuant to the pending
legislation, six months after the bill is enacted, the domestic same-sex partner of a federal
employee “shall be entitled to benefits available to, and shall be subject to obligations imposed
upon, a married employee and the spouse of the employee.”41 Among these benefits are
• health insurance and enhanced dental and vision benefits (5 U.S.C. §89, 89A,
89B);
• retirement and disability benefits and plans (5 U.S.C. Chapters 83, 84; 22 U.S.C.
§4101 et seq.; 50 U.S.C. Chapter 38);
37 A qualifying federal employee may be exempted from the life insurance program if he or she provides required
written notice of the desired exemption (5 U.S.C. §8702). Qualifying federal employees may choose to enroll in
additional life insurance coverage.
38 The U.S. Postal Service pays 100% of the life insurance premium.
39 For more information about the SF 2823, see U.S. Office of Personnel Management, “Life: Designation of
Beneficiary,” http://www.opm.gov/insure/life/fegli/sf2823.asp.
40 5 U.S.C. §8705(a).
41 S. 1102, Sec. 2. Information provided in this section is taken from S. 1102, as introduced. The analysis, however,
also applies to H.R. 2517, as introduced, as the bills are identical.
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• family, medical, and emergency leave (5 U.S.C. Chapter 63 – subchapters II, IV,
and V; 29 U.S.C. § 2601 et seq.; 2 U.S.C. §1312; 3 U.S.C. §412);
• federal group life insurance (5 U.S.C. Chapter 87);
• long-term care insurance (5 U.S.C. Chapter 90);
• compensation for work injuries (5 U.S.C. Chapter 81);
• benefits for disability, death, or captivity (5 U.S.C. §§5569 and 5570; 22 U.S.C.
§3973; 42 U.S.C. 3796 et seq.);
• travel, transportation, and related payments and benefits (5 U.S.C. Chapter 57; 22
U.S.C. § 4981 et seq.; 10 U.S.C. §1599(b); and
• any other benefit similar to a benefit described above.
Each qualifying federal employee who seeks to enroll his or her same-sex domestic partner in a
federal benefit program would be required, pursuant to the bills, to file an affidavit of eligibility
with OPM 42 “identifying” his or her domestic partner and “certifying” that he or she meets
several other criteria. The bill defines a domestic partner as “an adult unmarried person living
with another adult unmarried person of the same sex in a committed, intimate relationship.” In the
affidavit, the employee and the same-sex domestic partner must verify that they
• are one another’s “sole domestic partner and intend to remain so indefinitely”;
• “have a common residence and intend to continue the arrangement”;
• are at least 18 years old and are “mentally competent to consent to contract”;
• “share responsibility for a significant measure of each other’s common welfare
and financial obligations”;
• “are not married to or domestic partners with anyone else”;
• “are same sex domestic partners, and not related in a way that, if the [two] were
of opposite sex, would prohibit legal marriage in the state in which they reside”;
and
• “understand that willful falsification of information within the affidavit may lead
to disciplinary action,” including both civil and criminal penalties (S. 1102, Sec.
2).
The legislation also requires a federal employee to file a statement of dissolution within 30 days
of the death of his or her same-sex partner or the dissolution of the relationship.43 The bill states
that if the employee’s same-sex relationship ends for any reason other than death, the partner
would “be entitled to benefits available to, and shall be subject to obligations imposed upon, a
former spouse.” Similarly, if the federal employee were to die, the same-sex partner would
42 Section 2(e) of the legislation requires OPM to use the information provided by an employee only for the purposes of
determining eligibility.
43 Defining the term “dissolution” may prove difficult. In an opposite-sex marriage, the dissolution of the relationship is
determined by law. As many same sex partnerships are recognized in limited circumstances or not at all, the dissolution
of such unions may vary based on jurisdiction. Moreover, the dissolution of partnerships entered into other jurisdictions
may prove problematic. Determining when a same-sex relationship is officially dissolved is beyond the scope of this
report.
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receive benefits identical to those that would be given to a widow or widower (S. 1102, Sec.
2(c)).
Natural or adopted step children of a federal employee’s domestic partner would be “deemed a
stepchild of the employee,” pursuant to the bill.
Congressional Action
H.R. 2517
On May 20, 2009, H.R. 2517 was concurrently referred to the Committee on House
Administration, the Committee on the Judiciary, and the Committee on Oversight and
Government Reform. The Committee on Oversight and Government Reform referred the bill to
its subcommittee on the Federal Workforce, Post Office, and the District of Columbia.
On July 8, 2009, OPM Director Berry testified before the House Committee on Oversight and
Government Reform, Subcommittee on the Federal Workforce, Postal Service, and the District of
Columbia.44 In his statement, Mr. Berry said that neither same-sex nor opposite-sex domestic
partners are eligible for federal benefits, but added that opposite-sex domestic partners have the
option to get married and qualify for benefits. Even in the few states where same-sex marriage is
recognized, Mr. Berry said, such unions are not recognized under federal law because of DOMA.
He continued:
This policy is unjust and it directly undermines the federal government’s ability to recruit
and retain the nation’s best workers. Historically, the federal government has in may ways
been a progressive employer, but we’re behind the private sector and 19 states, including
Alaska and Arizona, on this one.
In his testimony, Mr. Berry estimated that providing health insurance and survivor benefits to the
same-sex domestic partners of both current federal employees and federal annuitants would cost
the federal government $56 million in 2010. He expressed a view that,
This marginal increased cost—which equates to about 2-tenths of a percent of the entire cost
to the Federal Government of Federal employee health insurance—would be funded by the
additional Government contribution payments for self and family health insurance plans.
This includes $19 million in savings because retirees who elect survivor benefits for their
domestic partners will experience a reduction in their annuity payments.45
Mr. Berry added that extending life, dental, and vision benefits to the same-sex partners of federal
employees would not increase federal outlays because the costs “would be borne entirely by the
gay and lesbian employees who enroll their partners in those benefit plans.” He recommended to
the committee that the bill be amended to extend federal benefits to the same-sex domestic
44 U.S. Congress, House Committee on Oversight and Government Reform, Subcommittee on Federal Workforce, Post
Office, and the District of Columbia, The Domestic Partnership Benefits and Obligations Act of 2009, hearing on H.R.
2517, 111th Cong., 1st sess., July 8, 2009, http://www.opm.gov/News_Events/congress/testimony/111thCongress/
07_08_2009.asp.
45 Ibid. H.R. 2517 and S. 1102 currently would not extend benefits to the same-sex partners of federal annuitants. In his
testimony, however, Mr. Berry recommended that the committee amend the existing bill language to include federal
annuitants.
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partners of federal annuitants, and suggested that the committee clarify the tax status of the
federal benefits.
On July 30, 2009, the subcommittee conducted a markup on the bill. During the markup,
Representatives opposed to the bill said extending benefits to same-sex domestic partners was in
direct violation of DOMA.46 Other Members questioned whether same-sex couples should have
to be together for a specific length of time before they could be eligible to apply for benefits.47
The legislation currently does not require a same-sex couple to be together for a specific length of
time prior to becoming eligible for federal benefits.48 Federal employees who are married to
someone of the opposite gender generally can apply for benefits immediately upon their marriage.
At the same markup, proponents of the legislation said the bill would ensure “equal pay for equal
work” among federal employees.49 Proponents also stated that the federal government needed to
compete with the private sector for the most effective and efficient employees. According to
proponents, not providing benefits to employees’ same-sex partners could place the federal
government at a competitive disadvantage.50
During the markup session, the subcommittee adopted an amendment making technical changes
to the bill that were recommended by OPM. On July 30, 2009, the subcommittee voted to report
the bill favorably to the full committee.
At the full committee’s markup session on November 18, 2009, similar arguments were made on
both sides of the debate. Proponents said the bill would make the federal government a “model
employer” and “foster a more inclusive workplace so we can attract the best and brightest to
federal government.”51
Opponents stated that enacting the bill would be fiscally irresponsible, and would prompt a hike
in health care premium costs for all federal employees.52 Furthermore, opponents called the bill
“reckless deficit spending” at a time of high unemployment rates and financial difficulty for many
Americans.53
46 U.S. Congress, House Committee on Oversight and Government Management, Subcommittee on the Federal
Workforce, Post Office, and District of Columbia, Markup of H.R. 2517 “The Domestic Partners Benefits and
Obligations Act of 2009” H.R. 2517, 111th Cong., 1st sess., July 30, 2009, statement of Representative Mark
Souter,http://republicans.oversight.house.gov/index.php?option=com_content&view=article&id=276:7-30-09-markup-
of-hr-2517-qthe-domestic-partners-benefits-and-obligations-act-of-2009q&catid=13&Itemid=&layout=default&date=
2009-11-01.
47 Ibid., statement of Representative Dan Burton.
48 There are exceptions to this immediate application. The Civil Service Retirement System (CSRS), for example,
requires a federal employee to be married to his or her spouse for at least nine months before the spouse would be
eligible to receive survivor benefits. See U.S. Office of Personnel Management, “Retirement Information and
Services,” http://www.opm.gov/retire/pre/death/index.asp.
49 Ibid., Representative Stephen A Lynch.
50 Ibid.
51 U.S. Congress, House Committee on Oversight and Government Management, Markup of H.R. 2517 “The Domestic
Partners Benefits and Obligations Act of 2009” H.R. 2517, 111th Cong., 1st sess., November 18, 2009, statement of
Representative Eudolphus Towns, http://www.youtube.com/watch?v=RWCbE1J5us4. (3 minute mark).
52 Ibid., statement of Representative Darrell Issa.
53 Ibid.
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At the markup, the committee adopted two amendments. One amendment clarified the process by
which federal employees would apply and qualify for same-sex domestic partner benefits. A
second amendment would require the Government Accountability Office (GAO) to conduct a
study to determine whether the insurance premiums for all federal employees would increase as a
result of the bill. In addition, the amendment would require GAO to study the bill’s effects on
recruitment and retention rates in the federal workforce. The committee voted to report the bill
favorably the same day.
The House Judiciary Committee referred the bill to its Subcommittee on Constitution, Civil
Rights, and Civil Liberties. No further action has been taken on the bill.
S. 1102
On May 20, 2009, S. 1102 was referred to the Senate Committee on Homeland Security and
Governmental Affairs. On October 15, 2009, the committee conducted a hearing on the
legislation. In his opening statement, Chairman Joseph Lieberman, sponsor of the legislation, said
the bill would prove to be an asset to a federal government facing a large wave of retirements:
Senator Collins and I introduced this bill because we believe it is the fair and right thing to
do, and also because it makes practical sense for the federal government as an employer. As
we approach a generational change in the federal workforce that will see the retirement of
approximately one-third of all federal employees, it seems to us to be just plain sensible to
do all we can to attract and retain the “best and the brightest” to serve in the years ahead.
This legislation would help accomplish that.54
Senator Collins, co-sponsor of the bill, said the legislation would help the federal government hire
the most effective federal workers:
When it comes to employment, the federal government must compete with the private sector
in attracting the most qualified, skilled, and dedicated employees. Today, health, medical,
and other benefits are a major component of any competitive employment package.55
On December 16, 2009, the committee voted to report the bill favorably, but with amendments
that are reportedly similar to those included in the House bill.56 At the meeting where the vote
took place, Senator Collins reportedly expressed concerns that OPM has not yet revealed how it
would cover any increased costs associated with enacting the bill,57 but she, nonetheless, voted to
favorably report the bill.
54 U.S. Congress, Senate Committee on Homeland Security and Governmental Affairs, S. 1102, The “Domestic
Partnership and Benefits and Obligation Act of 2009,” S. 1102, 111th Cong., 1st sess., October 15, 2009,
http://hsgac.senate.gov/public/index.cfm?FuseAction=Hearings.Hearing&Hearing_ID=d5347e63-e680-4ebf-8b9d-
5eb5f8cd5e79.
55 Ibid.
56 Leah Nylen, “Senate Committee Approves Domestic Partners Bill,” CQ.com, December 16, 2009,
http://www.cq.com/display.do?dockey=/cqonline/prod/data/docs/html/committees/111/committees111-
2009121600268787.html@committees&metapub=CQ-COMMITTEEMARKUPS&searchIndex=0&seqNum=1.
57 Joe Davidson, “Same-sex Benefits Advance, Quietly,” The Washington Post, December 17, 2009,
http://www.washingtonpost.com/wp-dyn/content/article/2009/12/16/AR2009121604178_pf.html.
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Executive Branch Action
Although many federal benefits cannot be extended to the same-sex partners of federal employees
under current law, certain agencies have extended other benefits. Certain agencies, for example,
reportedly permit a federal employee in a same-sex relationship to use sick leave to care for an
ailing partner.58
In addition, on June 17, 2009, one day after President Obama released his memorandum on same-
sex benefits, Secretary of State Hillary Clinton directed her agency to extend a variety of
relocation, medical, and other benefits to the partners of employees in same-sex, committed
relationships. Certain federal benefits that are not explicitly prohibited by law may be extended to
such individuals at the discretion of the Department of Justice and each individual department or
agency head.
On June 17, 2009, President Barack Obama released a memorandum requesting that the Secretary
of State and the Director of OPM, in consultation with the Department of Justice, “extend the
benefits they have respectively identified to qualified same-sex domestic partners of Federal
employees where doing so can be achieved and is consistent with Federal law.”59 The
memorandum also directed all executive departments and agencies to review and evaluate their
existing employee benefits to determine “which may legally be extended to same-sex partners.”60
President Obama offered several reasons for releasing this memorandum. In his public statement
accompanying the memorandum’s release, he said that his Administration “was not authorized by
existing Federal law to provide same-sex couples with the full range of benefits enjoyed by
heterosexual married couples.” He also said that extending benefits to same-sex partners was “the
right thing to do.”61 The President said many private companies already offer such benefits to
same-sex domestic partners, which “helps them compete for and retain the brightest and most
talented employees. The Federal Government is at a disadvantage on that score right now, and
change is long overdue.”62
The memorandum required each executive department and agency to provide to the Director of
OPM a report that included “a review of the benefits provided by their respective departments
and agencies” in order “to determine what authority they have to extend such benefits to same-
sex domestic partners of Federal employees.” Agencies were given 90 days to complete their
reviews. In addition, the memorandum instructed OPM to issue guidance regarding compliance
with anti-discrimination policies in the hiring of federal employees (5 U.S.C. § 2302(b)(10)). The
58 “Obama OKs Some Benefits for Employees’ Same-sex Partners,” CNN.com, June 17, 2009, http://www.cnn.com/
2009/POLITICS/06/16/obama.same.sex.benefits/index.html.
59 President Barack Obama, Memorandum for the Heads of Executive Departments and Agencies, The White House:
Office of the Press Secretary, Subject: Federal Benefits and Non-Discrimination, June 17, 2009,
http://www.whitehouse.gov/assets/documents/2009fedbenefits_mem_rel.pdf.
60 The White House: Office of the Press Secretary, “Statement by the President on the Presidential Memorandum on
Federal Benefits and Non-Discrimination, and Support of the Lieberman-Baldwin Benefits Legislation,” press release,
June 17, 2009, http://www.whitehouse.gov/the_press_office/Statement-by-the-President-on-the-Presidential-
Memorandum-on-Federal-Benefits-and-Non-Discrimination-and-Support-of-the-Lieberman-Baldwin-Benefits-
Legislation/.
61 Ibid.
62 Ibid.
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memorandum was explicit in stating that all extensions of benefits and protections be “consistent
with Federal law.” No extension of benefits, therefore, could violate the Defense of Marriage Act
or any other law prohibiting the extension of benefits to same-sex domestic partners. The agency
reports were due on September 15, 2009. OPM is to review these reports and determine how to
further pursue extension of benefits to the same-sex partners of federal employees.
Cost Estimates
Office of Personnel Management
As noted earlier in this report, OPM estimates that extending health insurance and survivor
benefits to the same-sex domestic partners of current federal employees as well as annuitants will
cost $56 million in 2010.
The Williams Institute
The Williams Institute—an independent and non-partisan think tank at the University of
California, Los Angeles School of Law that researches sexual orientation laws and public
policy—released a study in September 2008, that estimated H.R. 2517 and S. 1102 would cost the
federal government $41 million in its first year and $675.1 million over 10 years.63 The study
estimated that 30,185 same-sex domestic partners of federal employees and their children would
be eligible for benefits. Of the more than 30,000 people who would be eligible, the study
estimated that 14,436 employees with same-sex partners would move from not being enrolled or
single enrollment to family enrollment.64 Family enrollment would render the child of a same-sex
partner eligible for certain benefits. According to the institute’s study, this extension of benefits
could increase federal discretionary spending by $51.7 million in the first year and $666 million
over 10 years.65
This cost estimate does not include USPS employees. About 28% of the civilian federal
workforce is employed by the Postal Service, which pays for employee benefits using revenue
earned. USPS pays a greater share of the health care premium for its employees than the rest of
the federal government pays for non-postal federal civilian employees. In 2008, for example, the
government’s share of a non-postal employee’s health care costs was $4,600, if that employee
enrolled in family coverage. The federal government’s share for the same family coverage plan
for a USPS employee was $5,244 in 2008. According to the institute, extending federal benefits to
63 Naomi G. Goldberg, Christopher Ramos, and M.V. Lee Badgett, The Fiscal Impact of Extending Federal Benefits to
Same-Sex Domestic Partners, The Williams Institute, Executive Summary, September 2008,
https://www.policyarchive.org/bitstream/handle/10207/10871/S2521FiscalAnalysis_WilliamsInst.pdf?sequence=1.
64 This estimate, according to the congressional testimony from one of its authors, takes into account that some federal
employees in same-sex partner relationships are sometimes the partner of another federal employee. Also, other federal
employees may have a same-sex partner who chooses to enroll in a health care plan provided by their state, local
government, or tribal employer, or a private employer. U.S. Congress, House Committee on Oversight and Government
Reform, Subcommittee on Federal Workforce, Post Office, and the District of Columbia, Domestic Partnership
Benefits and Obligations Act of 2009, hearing on H.R. 2517, 111th Cong., 1st sess., July 8, 2009 (Washington: GPO,
2009), http://republicans.oversight.house.gov/images/stories/Hearings/pdfs/20090708Badgett.pdf.
65 The measures are estimated to increase federal tax revenue in the first year by $10.7 million and $118.4 million over
ten years, thereby reducing the first-year costs for the extension to $41 million and ten10-year costs to $675.1 million.
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the same-sex partners of USPS employees could cost the Postal Service $259.2 million over 10
years.
More specifically, the institute report estimated that extending federal healthcare benefits to the
same-sex domestic partners of federal employees and their children could increase spending by
$43.5 million in the first year and $575.7 million over 10 years. 66 Extending survivor benefits to
the same-sex domestic partners of federal employees was expected to save the federal
government $108 million over 10 years.67 The extension of disability benefits to employees in
same-sex partnerships was estimated to increase federal spending by $10.2 million over 10 years,
and the costs associated with work-related travel and mandatory relocation were estimated to
increase by $80.2 million over 10 years.
Similar to Mr. Berry’s viewpoint, the institute report found that the extension of dental and vision
insurance to the same-sex domestic partners of federal employees would not increase government
outlays because federal employees are responsible for the total cost of the premiums for those
benefits. Similarly, extending life insurance benefits is not expected to increase federal costs.
The report stated that extending the Family and Medical Leave Act to include employees in same-
sex partnerships would not directly increase personnel costs of the federal government but “there
may be other peripheral costs associated with an employee’s leave, such as accommodation of an
employee’s absence either through increasing the workloads of other employees, hiring temporary
workers, or reduced productivity.”68
M.V. Lee Badgett, a professor of economics at the University of Massachusetts Amherst who is
also the research director of the institute, said in her testimony before the House Committee on
Oversight and Government Reform that extending benefits to same-sex domestic partners may
also reduce federal costs in employee turnover because gay or lesbian employees would be less
likely to leave a federal position in favor of a job that did not offer such benefits.69
Table 1 below shows the institute’s projected costs if a variety of federal benefits were extended
to federal employees involved in same-sex domestic partnerships.
66 Extending survivor benefits to same-sex partners of federal employees is anticipated to result in a short-term
reduction in annuity payments prompted by the spousal reduction applied to pay for survivor benefits.
67Ibid., 2.
68 Ibid, p. 8.
69 U.S. Congress, House Committee on Oversight and Government Reform, Subcommittee on Federal Workforce, Post
Office, and the District of Columbia, Domestic Partnership Benefits and Obligations Act of 2009, hearing on H.R.
2517, 111th Cong., 1st sess., July 8, 2009 (Washington: GPO, 2009), http://republicans.oversight.house.gov/images/
stories/Hearings/pdfs/20090708Badgett.pdf.
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Table 1. Estimated Costs to the Federal Government if Benefits Were Extended to Same-Sex Domestic Partners
in millions of dollars
Year
1
2 3 4 5 6 7 8 9 10 Total
Cost
(Over
10
Years)
Direct Spending
Retiree Health Benefits
0
3.9
8.1
12.8
18.1
24.2
30.7
37.9
45.5
53.9
235.1
Reduction in Annuity Payments
0 -2.2 -4.4 -6.7 -9.1 -11.8
-14.4 -17.1 -19.8 -22.6
-108.1
to Retirees and Survivors
Total, Direct Spending
0 1.7 3.7 6.1 8.9 12.4
16.3 20.8 25.7 31.4
127.0
Discretionary Spending
Health
Insurance
43.5 46.1 48.9 51.9 55.1 58.5 62.0 65.8 69.8 74.1
575.7
Dental
&
Vision
Benefits
0 0 0 0 0 0 0 0 0 0
0
Family Medical Leave
0 0 0 0 0 0 0 0 0 0
0
Provisions
Federal
Group
Life
Insurance 0 0 0 0 0 0 0 0 0 0
0
Long
Term
Care
0 0 0 0 0 0 0 0 0 0
0
FECA
Disability
0.9 0.9 1.0 1.0 1.0 1.0 1.1 1.1 1.1 1.1
10.2
FECA
Death
* * * * * * * * * *
.36
Travel,
Transportation
7.3 7.4 7.6 7.8 7.9 8.1 8.3 8.5 8.6 8.8
80.2
Total, Discretionary Spending
51.7 54.5 57.5 60.7 64.1 67.6 71.4 75.4 79.6 84.1
666.5
Postal Service Costs (Off-Budget)
Health
Insurance
16.9 17.9 19.0 20.2 21.4 22.7 24.1 25.6 27.2 28.8
223.9
Dental
&
Vision
Benefits
0 0 0 0 0 0 0 0 0 0
0
Family Medical Leave
0 0 0 0 0 0 0 0 0 0
0
Provisions
Federal
Group
Life
Insurance 0 0 0 0 0 0 0 0 0 0
0
Long
Term
Care
0 0 0 0 0 0 0 0 0 0
0
FECA
Disability
0.36 0.37 0.37 0.38 0.39 0.40 0.41 0.42 0.43 0.44
4.0
FECA
Death
* * * * * * * * * *
.14
CRS-16
Federal Employee Benefits and Same-Sex Partnerships
Year
1
2 3 4 5 6 7 8 9 10 Total
Cost
(Over
10
Years)
Travel,
Transportation
2.8 2.9 3.0 3.0 3.1 3.2 3.2 3.3 3.4 3.4
31.2
Total, Postal Service
20.1 21.2 22.4 23.6 24.9 26.3 27.8 29.3 31.0 32.7
259.2
Tax Revenue
Tax Revenue from “Imputed
-10.7 -11.0 -11.2 -11.4 -11.7 -11.9 -12.2 -12.5 -12.8 -13.0
-118.4
Income” Taxation
Total, Tax Revenue
-10.7 -11.0 -11.2 -11.4 -11.7 -11.9 -12.2 -12.5 -12.8 -13.0
-118.4
Total
Federal
Budget
Cost 41.0 45.3 50.0 55.4 61.3 68.1 75.5 83.7 92.6 102.4
675.1
Source: The Williams Institute, “The Fiscal Impact of Extending Federal Benefits to Same-Sex Domestic Partners: Executive Summary,” September 2008, p 13,
http://www.law.ucla.edu/williamsinstitute/publications/S2521FiscalAnalysis_WilliamsInst.pdf.
CRS-17
Federal Employee Benefits and Same-Sex Partnerships
The Congressional Budget Office
On December 17, 2009, CBO released its cost estimate for H.R. 2517, stating that enacting the
legislation “would increase direct spending by $596 million through 2019” and discretionary
spending would increase $302 million over the same period of time.70 CBO estimated that the
legislation would have no direct effect on federal revenues. The estimate assumes that if the bill
were enacted, from 2011 to 2019, approximately 5,200 non-postal annuitants per year would
switch from an individual insurance plan to a family plan, raising direct spending by $348 million
over that time.71 During that same time, CBO estimates that discretionary spending would
increase by $266 million because 4,000 non-postal employees per year would switch from
individual to family plans. Federal Employment Compensation Act benefits are estimated to
increase direct spending by $35 million over the 2010-2019 period, as 1,000 employees per year
are estimated to sign up for the benefit. CBO estimates that 1,500 employees per year through
2019 would sign up for survivor annuities in either the Federal Employees’ Retirement System or
the Civil Service Retirement System. In addition, CBO estimates that roughly 2,000 annuitants
would sign up for the survivor annuities. The result would be that the employees would receive
smaller retirement annuities, “thereby lowering direct spending.”72 The reduction in direct
spending, however, would be offset by payouts to the surviving partners of annuitants. In the
short term, CBO estimates that the extension of survivor annuities will decrease direct spending
by $27 million. Table 2 shows the CBO estimates.
Table 2. CBO’s Estimated Changes in Federal Outlays if H.R. 2517 or S. 1102 Were
Enacted
Estimated
Additional
Cost in 2011
Employee
(first full year
Cost from
Enrollment
of enactment)
2010 to 2019
Federal Employees Health Benefit Program
Non-Postal Employees (discretionary spending)
4,000, per year
$17 million
$266 milliona
Non-Postal Annuitants (direct spending)
5,200 per year
$18 million
$348 milliona
Federal Employment Compensation (direct spending)
1,000, per year
$3 million
$35 million
Survivor Annuities (direct spending)
1,500, per year
($11 million)
($27 million)
Travel and Relocation Costs (discretionary spending)
N/A
$1 million
$6 million
Source: U.S. Congressional Budget Office, H.R. 2517 Domestic Partnership Benefits and Obligations Act of 2009,
December 17, 2009, http://www.cbo.gov/ftpdocs/108xx/doc10866/hr2517.pdf.
70 Congressional Budget Office, H.R. 2517 Domestic Partnership Benefits and Obligations Act of 2009, December 17,
2009, p. 1, http://www.cbo.gov/ftpdocs/108xx/doc10866/hr2517.pdf.
71 CBO also estimates that about 2,000 USPS employees would move from individual to family health benefits if H.R.
2517 were enacted. USPS spending is categorized as off-budget because the entity is largely self-funded through the
sale of stamps and other postal items. The enactment of H.R. 2517 would increase off-budget costs by $242 million
through 2019, according to the CBO estimate. Congressional Budget Office, H.R. 2517 Domestic Partnership Benefits
and Obligations Act of 2009, p. 3.
72 Ibid., p. 4.
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Notes: Al per year estimates are for the years 2010 to 2019. This table does not include off-budget costs
associated with the U.S. Postal Service, which uses revenue from the sale of postal stamps and other services to
pay for its employee benefits.
a. Costs for FEHBP were estimated from 2011 through 2019.
Analysis
As discussed above, Congress is currently debating legislation that would extend certain benefits
to the same-sex partners of federal employees. The Obama Administration has pledged its support
for extending such benefits, within existing laws. OPM has testified in support of the pending
legislation. At the same time, OPM reportedly decided not to extend benefits to the same-sex
spouses of two federal employees in the judicial branch despite federal court orders to do so. The
agency reportedly stated that extending such benefits would be a violation of existing federal law
(DOMA).73 The companion bills do not directly address DOMA; instead they modify other parts
of the U.S. Code to explicitly include same-sex partners in the statutory language that extends
certain benefits.
Congress may act to prohibit same-sex partners of federal employees from receiving federal
benefits. Prohibiting the extension of certain federal benefits would reinforce current statutes,
which state that same-sex partners do not qualify as spouses and, therefore, should not receive
certain federal benefits. Such action could also save an estimated $596 million in direct spending
through 2019—the estimated cost of extending such benefits.74
According to Dr. M.V. Lee Badgett, the research director of The Williams Institute, 20 states and
the District of Columbia offer a variety of benefits to the same-sex partners of their employees.75
In testimony before the House Committee on Oversight and Government Reform, she said that
“[m]ore than 250 cities, counties, and other local government entities cover domestic partners of
other public employees” and “[i]n the private sector, almost two-thirds of the Fortune 1000, and
83% of Fortune 100 companies also provide these benefits.”76 If Congress acts not to extend
federal benefits to the same-sex partners of employees, however, it may be more difficult to
recruit high-performing employees who are in or who may enter into same-sex relationships.
Such employees may instead choose to work for state, local, or tribal governments or private
companies that provide benefits to same-sex domestic partners.
On the other hand, Congress may consider that competing for the most effective and efficient
workforce requires it to offer benefits similar to those available in other levels of government and
the private sector.77 To compete with local and state governments as well as private companies,
Congress may decide to pass H.R. 2517 or S. 1102.
73 Joe Davidson, “OPM Defies Order on Same-sex Benefits,” Washington Post.
74 The Williams Institute study, p. 1.
75 These states are Alaska, Arizona, California, Colorado, Connecticut, Illinois, Iowa, Maine, Maryland, Montana,
Nevada, New Jersey, New Mexico, New York, Oregon, Pennsylvania, Rhode Island, Vermont, Washington, and
Wisconsin. U.S. Congress, House Committee on Oversight and Government Reform, Subcommittee on Federal
Workforce, Post Office, and the District of Columbia, Domestic Partnership Benefits and Obligations Act of 2009,
hearing on H.R. 2517, 111th Cong., 1st sess., July 8, 2009 (Washington: GPO, 2009),
http://republicans.oversight.house.gov/images/stories/Hearings/pdfs/20090708Badgett.pdf.
76 Ibid, p. 1.
77 As noted earlier in this report, in congressional testimony Ms. Badgett said more than 250 cities, counties, and other
(continued...)
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Federal Employee Benefits and Same-Sex Partnerships
Specific Issues
Application to Every State
If Congress acts to extend these benefits, it may additionally consider whether the legislation’s
existing language would prohibit same-sex couples who are legally married, according to state
law, from receiving the benefits.78 As the legislation is currently written, the term “domestic
partner” is defined as “an adult unmarried person living with another adult unmarried person of
the same sex in a committed, intimate relationship.” Such language could prohibit married same-
sex couples from being included in the extension of federal benefits provided for in the bills.
Congress may also act to continue the existing definition of domestic partner, but redefine the
bill’s application to states where same-sex marriage is not recognized. For example, Congress
could require same-sex partners residing in states that allow same-sex marriage to be married in
order to qualify for federal benefits. As noted earlier, same-sex marriage is legal in Connecticut,
Iowa, Massachusetts, New Hampshire, and Vermont.79 Unmarried same-sex partners who reside
in these states have the option to get married. By requiring partners in these states to get married
prior to being eligible for benefits, Congress could then rely on state laws to determine the
creation and dissolution of the union—adopting a legal construct similar to the one currently used
for opposite-sex marriages. Congress may determine that providing same-sex partner benefits to
unmarried same-sex partners in these states is unnecessary because the couple could get married
and, therefore, qualify for benefits as married spouses. The federal government currently does not
provide federal benefits to the opposite-sex partners of federal employees who are not married.
Extending Benefits Beyond Same-Sex Partners
Some federal employees may not be married to their domestic partners, whether that partner is of
the same gender or a different gender. As noted above, the domestic partners of these employees
are not eligible to receive many federal benefits because they do not qualify as a “spouse,”
pursuant to federal law. Congress may consider extending benefits to the domestic partner of any
federal employee, regardless of that partner’s gender. Such action may attract additional highly
qualified candidates to public service. Such action also would permit an employee to qualify for
federal benefits without having to identify the gender of his or her domestic-partner. Some
employees may be hesitant to identify the gender of their domestic partner, even if the affidavit is
confidential. The extension of benefits to such partners regardless of gender, however, could
increase the costs of the FEHBP.
(...continued)
local governments provide same-sex domestic partners with benefits. In the private sector, almost two-thirds of the
Fortune 1000, and 83% of Fortune 100 companies provide such benefits. U.S. Congress, House Committee on
Oversight and Government Reform, Subcommittee on Federal Workforce, Post Office, and the District of Columbia,
Domestic Partnership Benefits and Obligations Act of 2009, hearing on H.R. 2517, 111th Cong., 1st sess., July 8, 2009
(Washington: GPO, 2009), http://republicans.oversight.house.gov/images/stories/Hearings/pdfs/20090708Badgett.pdf.
78 Applying a law to only certain states, however, may be unconstitutional, as it could be considered an unequal
application of the law.
79 On December 15, 2009, Washington, DC’s City Council passed legislation that would legalize gay marriage.
Congress has 30 legislative days to veto the legislation. If Congress does not issue a veto, the legislation would then
become law.
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OPM Technical Amendments
In his testimony on July 8, 2009, before the House Committee on Oversight and Government
Reform, OPM Director Berry endorsed H.R. 2517, but said there were several technical changes
that could be made to the bills prior to their enactment. These included reconsidering whether
OPM should be tasked with maintaining and ratifying employee’s affidavits, ensuring that same-
sex domestic partners would receive the same benefits and have the same requirements placed on
them as a spouse of the opposite sex, and clarifying the tax status of these newly extended
benefits.80
OPM as Clearinghouse
The bills would require an employee seeking to enroll their same-sex partner in a federal benefit
program to first “file an affidavit of eligibility for benefits and obligations with the Office of
Personnel Management.” Mr. Berry, in his testimony, said that OPM officials “do not think it is
practicable for OPM to play this role.” He explained:
Each Federal agency carries out human resources management functions, including benefits
enrollment and payroll deductions, for its own employees. Requiring affidavits to be filed
with OPM would be at odds with current provisions of law and regulation governing Federal
employee benefits, which recognize that OPM is not a central clearinghouse for all Federal
employees.81
Congress may choose to pass legislation that would make OPM the central clearinghouse for the
affidavits required to qualify for same-sex partner benefits. Designating OPM as the only agency
with the authority to maintain those records could increase employee privacy, making it less
likely that federal employees’ private information is made public. Giving each individual agency
the authority to maintain the affidavits could make the documents more susceptible to
information leaks, as each agency could have a different system of recordkeeping. In addition,
giving individual agencies the authority to file the affidavits makes it more likely that federal
employees applying for the benefits may know the person with whom they must file the record,
making the process less anonymous. Some federal employees may be less likely to enroll in the
program if they must identify themselves as gay or lesbian in front of a co-worker. On the other
hand, Congress may determine that OPM’s mission does not include this type of government-
wide recordkeeping role related to federal benefits. Giving individual agencies the authority to
certify employee affidavits would not task OPM with a responsibility it may not have the capacity
to undertake.
Making Benefits and Obligations Identical
OPM Director Berry also expressed concerns that the bills do not include prescriptive language
that would ensure the same treatment of a former spouse as a former domestic partner. According
to Mr. Berry,
The bill provides that, if a domestic partnership dissolves except by death, the former
domestic partner will have the same rights and obligations as a former spouse. By law, a
80 Ibid., p. 3.
81 Ibid.
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former spouse is eligible to enroll in the Federal Employees Health Benefits (FEHB)
Program if he or she meets certain eligibility criteria. The former spouse must be entitled to a
portion of an annuity and must not have remarried before the age of 55.
Under H.R. 2517, there is no language allowing [OPM] to enforce a similar obligation for
the former domestic partner under the same circumstances. Entitlements and obligations for
former spouses under the involuntary division of property are attributed to court orders with
respect to divorce, annulment, and legal separation. In the absence of domestic relations law
for domestic partnerships in many States, we believe that we would need more prescriptive
language in the bill to avoid potential legal hurdles that could occur.82
Congress may act to clarify whether eligibility criteria identical to that for former opposite-sex
spouses of federal workers can be extended to the former domestic partners of federal workers. It
is unclear how the federal government would enforce a law that prohibited a former same-sex
partner of a federal employee from receiving federal benefits if they entered into a new domestic
partnership before the age of 55.83 Because same-sex domestic partners in many states cannot get
married or remarried, the federal government may have to consider different benefit eligibility
criteria for the same-sex former partners of federal employees.
Tax Status of Benefits
Currently, an opposite-sex spouse who receives federal benefits does not have to pay taxes on his
or her benefits. Neither H.R. 2517 nor S. 1102 states whether the same-sex domestic partners of
federal employees who choose various benefits would have to pay taxes on those benefits.
Congress may act to clarify whether identical tax requirements should be applied to the federal
benefits provided to same-sex partners as are applied to the benefits extended to opposite-sex
spouses.
Author Contact Information
Wendy R. Ginsberg
Analyst in Government Organization and
Management
wginsberg@crs.loc.gov, 7-3933
Acknowledgments
Alison Smith, legislative attorney, contributed to this report.
82 Ibid.
83 As noted earlier in this report, defining the “dissolution” of a same-sex relationship presents a variety of difficulties,
including determining when a partnership has ended.
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