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Encourage NU Board of Regents to Adopt Employee +1 Benefits

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The University of Nebraska took an exciting step forward in 2010 when it announced that it would be joining the Big Ten and Committee on Institutional Cooperation. This new affiliation with these prestigious schools has created a new standard for the NU system; not only in athletics, but in research, academics, and in equity. Every one of the other member institutions offers benefits to domestic partners (or equivalent) of faculty and staff members. Every one.

During his State of the University Address, UNL Chancellor Harvey Perlman said of our new affiliation that, "as we compare ourselves to our new colleagues, we are twelfth among twelve in most academic metrics including research."  Let's not also be twelfth among twelve in terms of equity and the benefits we offer our employees.

Switching to a more fair and inclusive benefits program is an affordable way to put the University of Nebraska among the top tier of employers. Fifty-nine percent of Fortune 500 companies, 83% of Fortune 100 companies, and ALL Big Ten and CIC institutions offer inclusive benefits programs. The University of Nebraska should not lose qualified employees because they are not offered health coverage, life insurance, and other benefits for their loved ones. Employee +1 benefits would position the university to attract top-level faculty and staff, facilitating further excellence in research, academics, and student services. 

Encourage the NU Board of Regents to bring the University of Nebraska into alignment with its new colleagues in the Big Ten and CIC by offering Employee +1 benefits, which would allow NU employees to add an adult to whom they are not married, but with whom they share a close personal relationship and are financially interdependent, to their benefits plan. This change is fair, it is affordable, and it is necessary for the University to remain a competitive employer.

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