On June 26, 2013, in United States v. Windsor, the Supreme Court ruled Section 3 of the Defense of Marriage Act (DOMA), which denied federal benefits to same-sex couples, unconstitutional. As a result of this ruling, married same-sex couples residing in states where same-sex marriages are legal may be eligible for over 1,000 federal benefits and protections linked to marital status. While the decision in the Windsor case will affect health and welfare plans and retirement benefits, employers will also need to understand how this decision affects compliance with COBRA, FMLA, ERISA and HIPAA.
View this free webinar presented by Tabatha George of Fisher Phillips, a national labor and employment law firm, to understand the effects of the Windsor decision on employee benefit plans, including the impact of the new regulations and guidance issued by the DOL and IRS, and learn what steps you need to take to comply - such as revising benefit plan documents and policies - and what HR can expect in the future.
Tabatha George is an associate in the Fisher Phillips New Orleans office. She specializes in employee benefits, including retirement and welfare plans and healthcare reform. Before joining the firm, Ms. George was a Simpson Thacher fellow with the Harvard Project on Disability and practiced for two years in New York as a transactional attorney in the areas of banking and credit, mergers and acquisitions, and private funds.
Ms. George's previous presentations include: ABA Labor and Employment Law Luncheon; Unraveling the Myths of Attorneys with Disabilities; and Social Media in the Workplace. She is a member of the Louisiana State Bar Association's Diversity Subcommittee and has bar admissions in both Louisiana and New York.