Life Events Grad Domestic Partnership

Begin a Domestic Partnerhsip

A domestic partner is a person who is the employee’s sole spousal equivalent and is responsible with the employee for each other’s welfare. To add a domestic partner to your plan, contact your campus benefits office for domestic partner eligibility criteria. The domestic partner must be:

  • age 18 or older, and
  • unmarried and not related to you by marriage or blood in any way that would bar marriage, and residing with you, and
  • financially interdependent with you, and
  • involved in the domestic partnership for a period of not less than 1 year

You may also add your domestic partner’s children.  Documentation of the above must be approved by the RF.




The value of the RF contribution for domestic partner coverage is taxable income to you and will be reported on your W-2 tax form.

End a Domestic Partnership

If you and your domestic partner are ending your relationship, you must notify your campus Benefits Office within 14 days to remove your ex-domestic partner from coverage. Your ex-domestic partner and their children cannot be continued on your RF benefits coverage. Failure to do so may have serious consequences for you; you may be liable for claims paid for your former partner for medical services provided after the date the partnership ended.


Health, Dental and Vision Plans

When the end of a domestic partnership results in losing health coverage, your former partner may continue health, dental, and vision coverage at his or her own expense under COBRA.  For information about continuation privileges, please refer to the COBRA section of the Graduate Student Employee Health Plan (GSEHP) Member Handbook.

If you lose the coverage you had through your domestic partner’s plan, you may enroll in the GSEHP plan within 30 days after losing your other coverage. Complete the Health Plan Enrollment Form and return it to your campus benefits office.


Domestic Partner Change in Benefits
If your domestic partner experiences a change in benefits at their workplace, this may allow for special enrollment in the GSEHP (refer to “Special Enrollment Rights” in the  Graduate Student Employee Health Plan (GSEHP) Member Handbook).



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