It is important to note that employers cannot exclude LGBT employees in order to reduce their health costs. Employers don't bar their employees from getting married or having children, both of which raise health plan costs. If a company cares about its employees and values fairness and nondiscrimination, it should treat all employees equitably, no matter what the cost. Most businesses and universities require proof of a couple's financial interdependency as well as a signed contract attesting to their partnership. Such a contract is legally binding.
Affidavits are legal documents which carry consequences for falsehood.
LGBT and straight employees are no more likely to falsify domestic partnerships than they are marriages. In fact, to date, no cases of domestic partnership fraud have been reported. Development officers foresee very little impact on donor contributions if benefits and privileges were extended to domestic partners since most alumni make a decision based on fairness and equity. Click on link for publications.