Domestic Partner Policy HR 26-004

Policy Number: HR 26-004 

 
Effective Date: 2/27/26 

 
Last Revised/Approved Date: 2/27/26 

 
Approved By: President 

Responsible Office/Unit: Office of Human Resources 

 
Public / Private: Internal (Published on the Employee Portal and communicated to all employees) 

1. Purpose 

The purpose of this policy is to establish eligibility criteria and administrative procedures for recognizing domestic partners for certain employment-related benefits at Life University, supporting equity, inclusion, and consistency in benefits administration. 

2. Scope 

This policy applies to all benefits-eligible employees of Life University. Eligibility for specific benefits may vary by plan and carrier. 

3. Policy Statement 

Life University may extend certain employment-related benefits to eligible domestic partners of benefits-eligible employees, subject to plan provisions, carrier requirements, and applicable law. 

Recognition of a domestic partnership does not create a legal marriage relationship and does not guarantee eligibility for all benefits offered to spouses. 

Life University reserves the right to deny or discontinue domestic partner benefits if eligibility requirements are not met or documentation is incomplete or inaccurate. 

4. Definitions 

Domestic Partner: 
An individual who shares a committed, long-term relationship with an employee and meets all eligibility criteria outlined below. 

To qualify, both partners must: 

• Be at least eighteen (18) years of age. 

• Be mentally competent to consent to the relationship. 

• Share a primary residence and have done so for at least six (6) consecutive months. 

• Be financially interdependent (e.g., shared expenses or joint financial responsibility). 

• Not be married to or in a domestic partnership with another individual. 

• Not be related by blood in a manner that would prohibit legal marriage in the state of Georgia. 

Domestic Partner Affidavit: 
A signed document attesting that both individuals meet the criteria of a domestic partnership. 

5. Procedures 

1. Employees seeking domestic partner recognition must submit a completed Domestic Partner Affidavit to Human Resources. 

2. Supporting documentation may be required and may include proof of shared residence or financial interdependence. 

3. Human Resources will review submissions and notify the employee of approval or denial. 

4. Upon approval, eligible benefits may be activated consistent with plan rules and enrollment timelines. 

5. Employees must notify Human Resources within thirty (30) days if the domestic partnership ends. 

6. If a domestic partnership is terminated, benefit eligibility will end in accordance with applicable plan provisions. 

7. Misrepresentation of domestic partner status may result in corrective action, up to and including termination of employment. 

Employees 

Employees seeking domestic partner recognition are responsible for: 

• Submitting required documentation to Human Resources. 

• Notifying Human Resources within thirty (30) days of any change in domestic partner status. 

• Ensuring all information provided is accurate and complete. 

Who Is Responsible 

Human Resources 

Human Resources is responsible for: 

• Reviewing and approving domestic partner affidavits. 

• Maintaining documentation. 

Administering benefits eligibility in accordance with this policy and applicable 

6. Related Policies and References 

• Employee Benefits Policy 

• Life University Employee Handbook 

• Applicable benefit plan documents 

8. Review Cycle 

This policy will be reviewed annually by Human Resources or more frequently as necessary.. 

9. Contact Information 

Office of Human Resources