APPENDIX D. 2009 CORPORATE EQUALITY INDEX SURVEY Use this document for your information only – surveys must be submitted online. Up-to-date help and additional information specific to each survey question is available online. The online survey is pre-populated with previous survey answers and/or information gathered by the Human Rights Campaign Foundation, and can be printed for your use in preparing your answers. Questions marked with 2009 will be used in part or in their entirety for scoring purposes this year. All other questions are for informational purposes only. http://www.hrc.org/issues/workplace/cei_criteria.htm RESPONSE DEADLINE: JUNE 30, 2008. SURVEY MUST BE SUBMITTED ONLINE: http://cei.hrc.org
Additional Notes to HRC:
BENEFITS 2009
6.
Does your business offer same-sex (or same- and opposite- sex) domestic partner health insurance coverage to your benefits-eligible U.S. employees? ❑ Yes, we have this policy firm-wide ❑ No, but we have this policy in one or more subsidiaries or labor agreements ❑ No, we do not have this policy, but plan to enact in the next one year ❑ No, we do not have this policy ❑ Do not know
6a. If YES to Q6, in what year did partner health insurance benefits become available? Year 6b. If YES to Q6, are partner benefits offered to employees in your global operations? ❑ Yes, we have this policy in all global operations ❑ No, but we have this policy in one or more offices outside the U.S. ❑ No, we do not have this policy in any global operations ❑ No, we do not have this policy, but plan to enact in the next one year ❑ Do not know ❑ Not applicable, we have no employees based outside the U.S. 6c. If YES to Q6, do you “gross up” wages for employees who receive domestic partner health benefits to offset the additional, imputed income tax? ❑ Yes, we do ❑ No, we do not, but plan to in the next one year ❑ No, we do not ❑ Do not know / not applicable 7.
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Do you require employees to provide documentation for enrolling opposite-sex spouses, children and other dependents in your benefits plan? ❑ Yes, we do ❑ No, we do not, but plan to in the next one year ❑ No, we do not ❑ Do not know / not applicable
COR P ORATE E QUALITY I N D E X 200 9
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w w w. h r c . o r g / c e i
Incl ding “se al orientation” in an EEO polic is designed to protect an emplo ee or applicant regardless of se al orientation be it ga lesbian bise al or heterose al
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