Staff Health Insurance
The State of Washington Public Employee Benefits Board (PEBB) provides medical, dental, long term disability, and life insurance benefits for same sex domestic partners and their dependent children.

Under the definition provided by PEBB, Same-Sex Domestic Partners are:

• Two people who have been same-sex domestic partners continuously for a minimum of six months.
• Who share the same regular and permanent residence.
• Who have a close personal relationship in lieu of a lawful marriage
• Who have agreed to be jointly responsible for basic living expenses (as defined on the Declaration of Marriage/Same-Sex Domestic Partnership form) incurred during the domestic partnership.
• Who are not married to anyone.
• Who are each eighteen (18) years of age or older.
• Who are not related by blood as close as would bar marriage.
• Who were mentally competent to consent to a contract when the domestic partnership began.
• Who are each other's sole domestic partner and are responsible for each other's common welfare.
• Who are same-sex partners who are barred from a lawful marriage.

To add a same sex domestic partner or a child of a same sex domestic partner to you health care coverage see instructions at: http://www.wsu.edu/benpay/benefits/employeeben/adddompartner.htm

Staff Life Insurance

Employees can select coverage options for domestic partners for Basic Dependent Term Life Insurance, Supplemental Spouse Term Life Insurance, and Accidental Death and Dismemberment Insurance. The employees beneficiary is the last designation on file with the employees personnel, payroll or benefits office. For more information see: http://www.wa.gov/hca/pebb.htm

Student Recreation Center Membership

A spouse or partner is eligible to purchase a membership. The recreation center policy defines a partner as the sole person with whom the faculty member shares a relationship of at least six months, resides in the same household and shares expenses and responsibilities. For more information see: http://cub.wsu.edu/urec/src/memberships/categories.shtml

Library Guest Users

Washington State residents who are not affiliated with Washington State University may use Libraries resources and services, and borrow library materials. Individuals 16 years of age or older may apply for an off-campus borrower card at any WSU Libraries Circulation Desk. Washington Administrative Code (504-40-020). The Library can be contacted at (509)335-9672.

OTHER UNIVERSITY POLICIES THAT APPLY TO DOMESTIC PARTNERS

Bereavement/ Emergency Leave

Emergency leave is intended to apply only in the case of death in the family or of a household member or comparable emergency.

Family member is defined as employees parent, spouse, child, grandparent, grandchild, sister, brother, stepbrother, stepsister, brother-in-law, sister-in-law, mother-in-law, father-in-law, son-in-law, daughter-in-law, stepchild, stepparent, and child in custody of and residing in the home of the employee.

Household member is defined as persons who reside in the same home who have reciprocal duties to and do provide financial and/or emotional support for one another. This term shall include, but is not limited to, foster children and legal wards. The term does not include persons sharing the same general house when the living style is primarily that of a dormitory or commune.

A comparable emergency is defined as a severe or life threatening illness or injury to a domestic partner, family, or household member. Such leave, with pay, may be granted to a faculty member by the dean or other principal administrative officer in charge, provided the regular duties of the person concerned are assumed by other staff members without additional expense to the University. Up to five days of leave shall be granted for each emergency and may be extended to ten days with authorization of the Provost or his or her designee. See also Business Policies and Procedures Manual, 60.63.

Partner Accommodation

In order to recruit or retain an employee, it is sometimes necessary for the University to find satisfactory employment for a spouse or partner. The need for such accommodation has increased because of changes in economics, relationship, family patterns, and career choices as well as by increased commitments to equal opportunity and a more diverse workforce. Partners in this policy are defined as "domestic" partners, and the Program applies to qualified individuals regardless of sex, race, sexual orientation, or marital status.