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DOMA’s defeat in the United States v. Windsor continues to have a ripple effect when it comes to other federal regulations. On June 20, 2014, the Department of Labor (DOL) issued a proposed rule that would extend the protections of the Family and Medical Leave Act (FMLA) to all eligible employees in legally-recognized same-sex marriages, regardless of where the employees live.  The proposal is in light of the Supreme Court’s decision in United States v. Windsor, which struck down the Defense of Marriage Act’s provision that limited “marriage” to opposite-sex unions and “spouse” to individuals of the opposite-sex who are married for purposes of federal law.  DOL’s proposed change would expand the FMLA’s definition of “spouse” so that it applies to an employee legally married in any state (the so-called “state of celebration” rule), as opposed to the state in which the employee resides (“state of residence” rule).
Continue Reading DOL Proposes Rule Aimed At Expanding FMLA Coverage for Same-Sex Couples

A number of federal agencies recently issued guidance in response to the United States Supreme Court’s ruling in Windsor, which held that Section 3 of DOMA is unconstitutional.  On September 18, 2013, the Department of Labor (“DOL”) Employee Benefits Security Administration (“EBSA”) issued Technical Release 2013-04, and adopted the same rule previously outlined…

This post was originally published on April 12, 2013.  In light of the recent Supreme Court Decision on DOMA, McLane wanted to share this post again.

For at least the next few months, DOMA is the law of the land, and the United States government will continue to define “marriage” as a “legal union between…

For at least the next few months, DOMA is the law of the land, and the United States government will continue to define  “marriage” as a “legal union between one man and one woman as husband and wife,” and “spouse” as a “person of the opposite sex who is a husband or a wife.”  DOMA,…