DOMA Guidance Affects Idaho Employers
Added by Hawley Troxell in Articles & Blogs, Employment Law on September 23, 2013The Supreme Court’s decision in U.S. v. Windsor invalidating Section 3 of the Defense of Marriage Act requires the federal government to recognize same-sex marriages valid under state law.
Because employee benefit plans are regulated by federal law, many questions have arisen regarding the extent to which Windsor will affect the administration of retirement plans, health plans, and other employee benefit plans. The Internal Revenue Service and the Department of Labor have recently provided guidance on how they will apply the Windsor decision that answers many of these questions.
Click here to read the full article. For more information contact a member of our Employment Group or call 208.344.6000.
This column first appeared in the Idaho Business Review.
More Employment Law Blog Posts
- 01/04/22—Large Employers Should Prepare to Implement OSHA ETS Policy by January 10th
- 07/15/21—Employee Benefits Alert
- 04/16/21—COBRA Subsidy Update: DOL Issues Model Notices and FAQs
- 04/02/21—Benefits Provisions of the American Rescue Plan Act
- 03/30/21—American Rescue Plan Act and FFCRA Leave
