FAQ
Corporate Equality Index: How does HRC evaluate HSA plans with respect to domestic partner benefits?
As of March 16, 2009, the HRC Foundation has not determined how it will evaluate employers with HSA plans for the purpose of domestic partner benefits, although our general guidance has been to make benefits equal to the full extent possible under the law. Please look for additional guidance from the HRC Foundation in the coming weeks.Corporate Equality Index: When must benefits be effective to qualify?
The HRC Foundation requires employers to provide notice of benefits changes to its employees prior to the release of the report (typically on or around September 1 of each year), and the benefits must be effective no later than January 1 of the following calendar year.How are transgender-inclusive benefits included in the Corporate Equality Index?
An overview of how transgender-inclusive benefits have been included on the Corporate Equality Index over time.
Are transgender-inclusive health insurance benefits expensive?
Transgender-inclusive health insurance benefits are not expensive, particularly for large employers. Although some treatments, including particular surgical procedures, can add up to costs in the tens of thousands of dollars, these treatments generally represent a very small additional cost for insurance plans that cover large employers.Corporate Equality Index: Does it Give Credit for "Reparative Therapy" or Mental Health Counseling?
The HRC Foundation would not give credit to employers that have only made, or officially recommend, mental health counseling benefits available for reparative therapy.Family and Medical Leave Act: Limitations for LGBT Workers
Frequently asked questions about the Family and Medical Leave Act (FMLA) and how it affects LGBT employees and their families.
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