As we noted in our post earlier today, the US v Windsor decision mandates changes to a variety of employer policies.  We have also noted that the decision may impact enrollment in benefit plans in states where same-sex marriage is recognized.

USA Today is reporting that Wal-Mart has recently announced that it will go beyond

When the U.S. Supreme Court struck down the Defense of Marriage Act (“DOMA”) in U.S. v. Windsor, we advised that there would be sweeping implications to employers from everything from benefits enrollment to FMLA entitlements.  (See DOMA posts from June 26thJune 28th — Immigration Issues and June 28th — Employee Benefits Issues).

This guest post is authored by Keith McMurdy.  It originally appeared on June 26 on Keith’s Employee Benefits Legal Blog.  Keith is a Partner in Fox’s Employee Benefits and Compensation Planning Practice and can be reached at kmcmurdy@foxrothschild.com or 212.878.7919.


Today the Supreme Court ruled that the federal Defense of Marriage Act is

This guest post is authored by Alka Bahal.  Alka is a Partner and Co-Chair of Fox’s Corporate Immigration Practice and contributes to Fox’s Immigration View blog.  She can be reached at abahal@foxrothschild.com or 973.994.7800.


As you have probably already heard, on Wednesday, June 26, 2013 the Supreme Court ruled that the Defense of Marriage

We are still digesting the opinions (and Monday’s other employment related opinions), but here are the highlights of the two opinions regarding the legality of the Defense of Marriage Act (“DOMA”).

Hollingsworth v Perry:  This was the case filed in California where opponents of Prop 8, which outlawed same-sex marriage as it would constitutionally