Life in NJ
New Jersey offers second-parent adoption, which legally recognizes a second parent outside marriage.
This law covers protection on the basis of "affectional or sexual orientation" and "gender identity and expression" in public and private employment, public accommodations, and education. New Jersey is only one of 17 states offering protection on the basis of both sexual orientation and gender identity and expression.
Marriage and Partnerships; Benefits
Through its practices and policies, Princeton University supports lesbian, gay, bisexual, and transgender employees and is fully committed to providing equitable benefits coverage to all employees and their spouses or same-sex civil union or domestic partners, and their children. Our benefits programs, administered by the Office of Human Resources, have long been designed to provide insurance for same sex-spouses, civil union partners, or domestic partners. This includes coverage through our medical, dental, vision, and spousal and dependent life insurance plans, as well as through the Carebridge Employee Assistance Program, Bright Horizons Back Up Care Program, Employee Child Care Assistance Program, CNA Long Term Care Plan, Children's Educational Assistance Plan, and COBRA.
To cover a spouse and/or children, an employee needs to provide a copy of the marriage certificate and children's birth certificates. To cover a same-sex civil union or domestic partner and their children, an employee needs to provide proof of relationship, as permitted by the resident's home state. For example, if a couple's resident state is New Jersey, the employee must provide proof of marriage to be eligible for coverage and birth certificates of their children. Alternatively, the employee can provide documentation from another state. For any employee who may not meet the requirements of their home state, the University recognizes that couples may need additional time to make the necessary arrangements. Therefore, we allow benefits coverage to be extended to a partner and/or their children for an extended period of time by completing and returning the "Statement of Domestic Partnership" form located on our website at www.princeton.edu/hr/forms.
Due to the U.S Supreme Court's decision in United States v. Windsor, same-sex marriages will now be recognized as long as the couples were married under domestic or foreign law. Therefore, as long as Human Resources has a copy of a couple's marriage certificate, same-sex spouses are no longer subject to taxes on the imputed income for Princeton's costs of health insurance coverage provided to a same-sex spouse and/or children. In addition, the portion of the cost of health insurance coverage will be deducted on a pretax basis. The DOMA rulings do not include individuals who entered into a registered civil union or domestic partnership.
If same-sex civil union or domestic partners, as well as their children, do not qualify as dependents under Section 152 of the Internal Revenue Code, the Internal Revenue Service requires the University to treat the value of the University subsidy for medical benefits provided to same-sex civil union or domestic partners and/or their children as taxable income. In addition, their medical, dental, and/or vision care premiums must be deducted from their paychecks after taxes. With the intent to create more equity, the University provides affected employees with a lump sum payment at the end of each calendar year to help offset the additional federal and FICA taxes paid to cover same-sex civil union or domestic partners and their children. More details are available on the Human Resources website at www.princeton.edu/hr/benefits/elig/partner.
Hate Crimes Law
NJ's law includes sexual orientation and gender identity and expression.