SMU Dedman School of Law
Nondiscrimination Policy
Southern Methodist University will not discriminate in any employment practice, education program, or educational activity on the basis of race, color, religion, national origin, sex, age, disability, or veteran status. SMU’s commitment to equal opportunity includes nondiscrimination on the basis of sexual orientation. The Office of Institutional Access and Equity has been designated to handle inquiries regarding the nondiscrimination policies and may be contacted at Southern Methodist University, Dallas, TX 75275; 214.768.3601; or by e-mail at nballard@mail.smu.edu.
Student Organization Contact Information
SMU OUTlaw
Faculty Contact Information
No information provided.
Administrator Contact Information
No information provided.
Course Titles and/or Descriptions
Law and
Sexuality
This course will explore the interaction between law and social, religious,
scientific, cultural, and political attitudes towards sexuality, and the
ways in which these larger social structures and beliefs infuse, shape, and
help constitute law. This exploration will occur in the context of examining
how and why laws regulate and impose limits on expressions of human
sexuality and to what end. This course is generally offered every year.
Domestic Partnership Benefits
It is the policy
of the university to extend certain benefits to a domestic partner
(“Domestic Partner”) of an employee with benefits (as defined in Policy 9.2)
(“Employee”) of SMU.
Eligibility
For the purpose of this policy, a Domestic Partner and Employee must meet
the following definition:
Domestic Partner and Employee:
- Must not be married to anyone else and have not been married within the last twelve (12 months);
- Must be of the same gender;
- Must be at least eighteen (18) years of age and mentally competent to consent to a contract;
- Must not be related by adoption, blood or marriage to a degree of closeness that would prohibit legal marriage in the state of residence;
- Must currently reside with each other in the same principal residence and have done so for the last six (6) months and intend to do so indefinitely; and
- Must be jointly responsible for their common welfare by demonstration of financial interdependence.
They must agree to maintain documentation with SMU, demonstrating this responsibility by the existence of at least two (2) of the following requirements;
- Joint ownership of real estate or joint lease;
- Joint ownership of an automobile;
- Joint bank account and/or other financial instruments;
- Designation by either as the primary beneficiary in the other’s will;
- Designation by either as the beneficiary of a life insurance policy or retirement contract having a death benefit; or
- Other documentation acceptable to SMU evidencing financial interdependence.
To be recognized as a Domestic Partner, the Employee and Domestic Partner
must sign a Statement of Domestic Partnership (the “Statement”) and submit
supporting documentation. The Statement form is available through the SMU
Department of Human Resources.
Once qualified and registered, the Employee must then enroll the Domestic
Partner for any eligible benefit.
The benefits that are extended to the Domestic Partner of an Employee of SMU
by this policy are medical, dental, accidental death and dismemberment as
qualified by the applicable benefit plans, tuition benefits on the same
basis as for a “spouse” under Policy 9.29, and tuition benefits for
dependent children of a Domestic Partner under Policy 9.28. Domestic
Partners are qualifying family members under Policy 9.21, Paid Medical
Absence for Staff; 9.22, Leave of Absence, Staff Employees; 9.36, Family and
Medical Leave Act Policy; and Parental Leave and may use fitness and
recreational facilities, libraries, and the day care center, and may obtain
special admission prices to athletic and Meadows’ events.
The Domestic Partner’s dependent child(ren) must meet the Internal Revenue
Service definition of “dependent” and must meet the underlying definition of
dependent children for the specific benefit plan in which one seeks to be
enrolled or for the university policy to be utilized.
Dissolution
If the Domestic Partner or the Employee terminates their relationship or
their relationship no longer meets the requirements established in the
Statement of Domestic Partnership, then the Employee must complete and
register a Notice of Dissolution of Domestic Partnership form within
thirty-one (31) days of the dissolution of the relationship (a “Status
Change Event”). COBRA benefits (elected health and dental benefits) are
available to the ex-Domestic partner and his/her dependent children
following a Status Change Event by paying the SMU stated rates for such
coverage.
If an Employee and Domestic Partner terminate their Domestic Partnership, an
Employee must wait a minimum of twelve (12) months from the date of Notice
of Dissolution of Domestic Partnership to register and sign a new Statement
of Domestic Partnership.
Additional Information
As set by IRS rules, there are tax consequences that are additional costs to
the Employee because the IRS does not recognize the tax exemption of
benefits extended to Domestic Partners. Further, the Employee’s Flexible
Spending Account is not available for the expenses of the Domestic Partner
and his/her dependent.
