DOMA Guidance Affects Idaho Employers
Added by Hawley Troxell in Articles & Publications, 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
- 01/26/21—Employee Benefit Reminders for the New Year (most of which are non-COVID related)
- 12/22/20—Your Business’s Legal Rights: Guidelines to the COVID Pandemic and Non-Compliant Customers
- 07/08/20—A Lot Is Happening: It Is Important To Stay Awake At The Wheel With Your Benefit Plans
- 06/17/20—U.S. Supreme Court Extends Title VII Protections to Sexual Orientation and Transgender Status
- 05/08/20—Things to Consider When Employees Return to Work
