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findings

Health insurance benefits

The HRC Foundation continued to survey employers with defined benefit plans (pensions) on whether they provided survivor options for domestic partners of employees, either in the form of Qualified Joint and Survivor Annuities or Qualified Pre-retirement Survivor Annuities. A total of 58 percent of participating employers indicated that they offer defined benefits to their employees; 73 percent of those with pensions offer QJSAs to their employees’ domestic partners, while 69 percent offer QPSAs. Of those employers offering a cash balance pension plan, 82 percent extend the benefit equally to spouses and partners.

Retiree Health Care Benefits TransgenderInclusive Benefits

Of the CEI-rated employers offering retiree health care coverage, 44 percent of CEI-rated employers extend retiree healthcare coverage to domestic partners.

Beginning in 2006, the HRC Foundation included specific rating criteria pertaining to transgender-inclusive health care coverage – those medically necessary services and treatments that are part of a gender transition as well as more general access to health care coverage for transgender individuals. Historically, transgender people have been categorically denied health care coverage for medically necessary treatment, irrespective of whether treatment is related to sex reassignment/affirmation. Up until the last few years, nearly all U.S. employer-based health insurance plans contained “ transgender exclusions” that limited insurance coverage for this population. Such exclusions to coverage may appear as the following: zz Services for, or leading to, sex transformation surgery. zz Gender Transformation: treatment or surgery to change gender including any direct

or indirect complications or aftereffects thereof.

zz Expenses for, or related to, sex change surgery or to any treatment of gender

identity disorders.

zz Transsexual surgery including medical or psychological counseling and hormonal

therapy in preparation for, or subsequent to, any such surgery.

In addition to denying coverage of medically necessary transition care, broad exclusions such as these can result in the denial of routine, emergency or other non-transition related health care coverage and thus result in devastating financial, health and wellness burdens. Since 2006, the HRC Foundation has asked CEI survey participants to examine their insurance policies for transgender exclusions and to ensure that at least one of five general categories of insurance coverage was available without exclusion: zz zz zz zz zz

short-term leave, counseling by a mental health professional, hormone therapy, medical visits to monitor hormone therapy and surgical procedures.

Of the employers that met this criterion, the majority obtained credit through short-term leave

c o r p o r at e e q ua l i t y i n d e x 2 O 1 2

www.hrc.org/cei

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Corporate Equality Index 2012  

The Human Rights Campaign’s 2012 Corporate Equality Index chronicles a decade of progress in workplace equality. 2012 marks the first year...