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Future JD Students

LGBT Survey Results: Pace University—Elisabeth Haub School of Law

Nondiscrimination Policy

The university is strongly committed to maintaining a working and learning atmosphere that is free from unlawful discrimination, harassment, and retaliation. The university is also an equal opportunity employer that is strongly committed to making all personnel decisions without regard to actual or perceived sex, gender, or gender identity; race; color; national origin; religion; creed; age; disability; citizenship; marital or domestic partnership status; sexual orientation or affectional status; genetic predisposition or carrier status; military or veteran status; status as a victim of domestic violence, sex offenses, or stalking; or any other characteristic protected by federal, state, or local law, rule, or regulation.

All university employees, supervisors, administrators, officials, faculty members, students, and applicants, as well as everyone with whom the university does business (e.g., outside vendors, consultants, contractors) are prohibited from engaging in unlawful discrimination and/or harassment based on any of these protected characteristics.

LGBT Student Organization(s)

The purposes of LAMBDA Law Students Organization include

  1. to promote visibility for LGBT students at Pace Law School,
  2. to serve as a forum to discuss areas of the law that affect the LGBT community,
  3. to foster diversity and understanding in the Pace Law School community for all people, regardless of sexual orientation or gender identity, and
  4. to serve as a vehicle to increase networking opportunities for LGBT Pace Law School students to help overcome the barriers that LGBT job applicants typically encounter.

LGBT Faculty

Darren Rosenblum
Professor
Phone: 914.422.4663
Email: drosenblum2@law.pace.edu

Noa Ben-Asher
Professor
Phone: 914.422.4545
Email: nbenasher@law.pace.edu

LGBT Administrator(s)

No details provided.

LGBT Course(s)

Sexuality, Gender, and the Law examines how the law addresses consensual sexuality, sexual orientation, and gender expression and identity. We will analyze the application of a number of constitutional doctrines, including the right to privacy, freedom of expression, freedom of association, church-state separation, and the rights to due process and equal protection. Our study will encompass state criminal laws against sodomy and prostitution; the law of abortion and contraception; and the treatment of gay and transgender Americans in family law (marriage, domestic partnership, adoption, and child custody), public and private employment discrimination law, military law, and education law. Primary course materials include cases and law review articles, supplemented by interdisciplinary readings in history, media, psychology, medicine, and sociology.

Domestic-Partner or Same-Sex Marriage Benefits

Benefits eligibility and coverage will be extended to same-sex and opposite-sex domestic partners of our faculty and staff. Benefits for domestic partners will be administered in the same manner, as possible, to the benefits for legally married couples.

The following details the procedure and eligibility criteria for enrollment of domestic partners under the university’s benefit programs.

Registration

To establish eligibility for university benefits of a same-sex or opposite-sex domestic partner, an affidavit, titled “Statement of Domestic Partnership,” along with other evidence of relationship (e.g., lease, utility bills, etc.) must be completed by the employee and domestic partner. Copies of this affidavit, which is similar to the one being used at other universities such as Columbia, NYU, and CUNY for domestic partner registration, are available from Human Resources/Benefits.

Benefits Eligibility

Once the “Statement of Domestic Partnership” is completed and approved, the employee’s domestic partner and the partner’s natural or legally adopted children become eligible to apply for university benefits.

Medical/Dental Plan

As a full-time employee, you may elect to add a domestic partner and/or dependent children of a domestic partner under the “employee plus one” or “family” coverage options in the PHS POS Plan or in an HMO that enrolls domestic partners. You may also add them to either of the Aetna dental plans. If you are participating in an HMO that does not cover domestic partners, you may switch to another plan in order to effect coverage. Employee contributions will be the same as they are for employees covering spouses and dependent children.

Please note that an employee may register a domestic partner at any time. Once that registration takes place he/she must enroll the domestic partner and the domestic partner’s dependent children in medical and/or dental plans within 31 days of registration. If you wait longer you may need to wait until the open enrollment period before making changes. Please see Qualifying Events for other benefit enrollment considerations outside the open enrollment period.

Tuition Remission

The same eligibility rules that apply to all employees’ spouses and children will apply to registered domestic partners and their natural and adopted children. Application for on-campus staff scholarship or off-campus tuition remission benefits may be made as soon as the “Statement of Domestic Partnership” is completed and approved for benefit coverage.

Other Benefits

Employees who are not married may name anyone as a beneficiary on group life insurance or annuity accumulations. It is not necessary to register a domestic partner to name that person as a beneficiary.

Employees who retire and who, according to policy, have sufficient age and years of service to retain medical insurance in retirement, may also retain medical insurance coverage for a registered domestic partner in the same manner that such coverage is made available to spouses of retiring employees.

Pace University policy language regarding leaves of absence to care for newborn and/or adopted children or ill family members, or for purposes of death in the family will be extended to include domestic partners and children of domestic partners.

Tax Implications

The Internal Revenue Code does not recognize the tax exemption of benefits extended to domestic partners; as such, there will be certain tax consequences to the employee who enrolls a domestic partner. An employee’s contributions for additional medical and/or dental coverage of a domestic partner and that person’s dependent children will be deducted from pay on an after-tax basis. In the case of tuition remission for domestic partners and their children, the value of the tuition will be treated as “imputed” or direct income to the employee, as well, and taxes will be withheld based on that additional income.

Back to LGBT Survey Link

May 21, 2014, 13:28 PM

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