Question

This chapter discussed the need to plan but also the need to be responsive to changes. In 2015, the law in the United States changed, allowing same-sex couples to marry. (Prior to this, it was handled as a state issue.) What ramifications can you envision this causing for the HR department in a firm?

Identify at least one possible change that might need to be addressed from an HR perspective in order to be in compliance with the law, how it might best be implemented, and any other operational impacts that might need to be addressed by the HR department.

Answer 1

The bill that passed in the U.S. allowing same-sex spouses to marry affected businesses as it would have to make arrangements for workers with same-sex partners. The Equal Employment Opportunity Commission ( EEOC) is banning discrimination in jobs based on sexual identity with the passage of this legislation. To stop future litigation focused on exclusion against same-sex partners, a company's HR team would need to be in line with EEOC. This means going through the entire HRM plan and making adjustments necessary to obey the law, such as updating policy classifications to ensure that same-sex couples are not omitted.

Another potential reform is to ensure that partners of the same sex receive the same incentives for workers as spouses of the same sex. To do this, HR should delete words which discriminate against couples of the same sex and replace them with "spouse." For example , a health insurance program for married couples using the terms "husband" and/or "wife" can be updated by partner, to ensure that same-sex partners will provide the same benefits as opposite-sex couples. The world is constantly changing and laws are regularly passed and businesses have to be able to adapt to change in order to be prepared in case a new HRM plan is needed.

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