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What YOU can do to help get Competitive Insurance Benefits at UT:

Thanks to everyone who joined us at our Valentine's Day Rally in support of competitive benefits at UT!

You can now sign our petition!

Print out our CIB Checklist flyer and help us spread the word.

Get informed and inform others: read our report on Domestic Partner Benefits at UT.

Tell us about what the absence of CIB means to you by contributing to our blog.

You can also join our facebook group Domestic Partner Benefits for UT Now!



Benefits we have:
FMLA (Federal Family Medical Leave) for the birth or adoption of a partner's child
Library privileges for partners
Rec Sports privileges for partners
Employee Assistance Program counseling for couples and partners
Life insurance beneficiary
UT Childcare
Texas Exes LGBTQ Network
 
Benefits we are currently working on:
Comprehensive health insurance (medical, dental, vision)
Bereavement leave
Sick leave
Parental leave
Housing employee on-campus cohabitation
Graduate student housing cohabitation


Domestic Partner Benefits: Report

We are proud to announce the release of the Domestic Partner Benefits Report, compiled by the PEFSA Domestic Partner Benefits Committee. Below is the Report Summary, however we encourage all UT community members to read the full report for further details.

DOWNLOAD THE FULL DPB REPORT

Report Summary
Questions and Answers about Domestic Partner Benefits

In 2006 the Pride and Equity Faculty/Staff Association (PEFSA) was established as a University Resource Group for gay, lesbian, bisexual and transgender (GLBT) employees at The University of Texas at Austin. As a result of concerns regarding workplace equity for GLBT faculty and staff, a PEFSA subcommittee was formed. The committee conducted research, benchmarked peer institutions, and interviewed faculty and staff on campus.  After this yearlong study, the committee produced a 70 page report containing questions and answers regarding domestic partner benefits (DPB). The following summarizes the major findings of the report and the recommendations by PEFSA to the President of UT Austin.

Findings

  1. UT Austin does not provide benefits to partners of faculty and staff members unless the relationship qualifies as a “marriage” according to Texas law. The consequences are an inequity in compensation and an inherent message that domestic partners are ‘less than.’  As a result, UT Austin is losing faculty and staff.
    Recruitment and retention: Tenured faculty and seasoned staff are leaving the University and potential hires are declining offers from UT due to the lack of benefits for Domestic Partners.
    Equity: Research indicates that a married employee enjoys significantly greater overall compensation than their non-married counterpart even though both perform identical work. The estimated difference in compensation for a faculty member earning $80,000 per year is $8,108.
    Diversity: Because UT Austin does not offer DBP it undermines both its own non-discrimination policy and its ability to create and foster a diverse workforce.
  2. The estimated cost to UT Austin to add DPB is .0058 of the current budget amount for health insurance expenditures.
  3. Although Texas has a constitutional amendment limiting the definition of marriage to one man and one woman, other universities with similar state laws offer DPB to their faculty and staff.
  4. The Board of Regents is not prohibited from providing DPB and is obligated under the Texas Education Code and Texas Insurance Code to provide benefits competitive with those offered by peer institutions and businesses with whom UT competes for employees.
    •8 out of 10 peer institutions provide DPB
    •304 universities including all Ivy League schools offer DPB
    •9,374 employers in the United States offer DPB

Recommendations

PEFSA recommends that President Powers lead the effort to offer DPB at UT Austin by working with the Office of General Counsel and consulting with other university administrators, PEFSA, and Texas advocacy groups to:

  • Develop a plan to implement domestic partner health benefits
  • Immediately offer benefits not covered by the State Insurance Code (soft benefits)
  • Supplement faculty and staff salaries to compensate for inequity until DPB are achieved

24 August 2012
UT PEFSA