That was quick, my HR department just sent out this memo:
The court’s ruling now provides same-sex couples the same legal access to benefit coverage and tax filing status as married opposite-sex couples. Because the rights and legal status of marriage were not available to same-sex couples previously, XXXXX has for the last 20 years extended access to benefit coverage to same-sex couples.
The removal of the limitations for same-sex marriage provides a more equitable environment and offers the same rights and benefits available to opposite-sex couples. As a result, effective Jan. 1, 2016, all newly hired faculty and staff, regardless of sexual orientation, must be legally married to cover a partner or partner’s child for benefits or applicable policies, including:
Medical, dental, & vision benefits
Reimbursement accounts
Financial Protection (such as personal casualty coverage)
Educational assistance, including the Children’s Tuition Grant program
Retirement plans
Survivor benefits
And policies such as FMLA, Sick Leave, Bereavement Leave
Current faculty and staff members will be grandfathered under the provisions of the Same-Sex Spousal Equivalency policy since they have already qualified for dependent coverage under the existing policy. However, registered same-sex couples will still not be able to take advantage of the federal and state tax savings for payment of these benefits unless legally married or able to claim one’s partner as a dependent as defined by the IRS and the tax code. Employees should consult a tax advisor if they have any questions regarding personal situations.
I live in NC, a state with no employment or housing protections. It'll be a big decision for some folks.