1 most effective recruiting incentive for executives and the No. 3 most effective recruiting incentive for managers and line workers. Plus, domestic partner benefits can improve a companys employee retention rate.” In other words, it is more effective and less costly to retain an employee by offering them medical insurance for their domestic partners, instead of recruiting and hiring new employees.

Third, and probably most important, the costs of covering medical expenses for domestic partners are minimal upon the company. Several studies have revealed that offering insurance benefits for domestic partners generates cost increase for the company in the amount of one or even less per cent – less that the costs of hiring new employees or facing judiciary trials for discrimination.

4. Conclusions

The continuous changes in the American life style and family structure have led to changes in the industrial, economic and medical domains. The yesterday irrelevant number of domestic partners has risen today up to a total of 11 million individuals. Granting these individuals the benefits of medical insurance has generated numerous disputes. The against arguments are mostly based on prejudice and fear of change, but they can easily be eluded by advantages such as employee satisfaction or productivity increase.

Including domestic partners into the medical insurance systems should be one of the top priorities of the American community. In doing so, companies would form relationships between employee and employer based on trust and mutual respect and understanding which would generate increases the companys turnovers due to a satisfied and motivated workforce. Furthermore, granting DP medical benefits would limit the marginalization of the unmarried and homosexual couples, would minimize sexual discrimination and would help educated the population towards understanding and accepting domestic partners.

Bibliography

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