AJS 583-Week4-RGuthrie

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University of Phoenix *

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583

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Law

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May 4, 2024

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docx

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6

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1 How Law Influences Corporations Ries Guthrie University of Phoenix AJS 583 Dr. Shelia Ward April 29, 2024
2 Obergefell v. Hodges marked a pivotal decision by the U.S. Supreme Court in 2015, confirming the right to same-sex marriage as a fundamental right under the Fourteenth Amendment to the United States Constitution. The case arose when several same-sex couples filed suits against state prohibitions on same-sex marriage in Ohio, Michigan, Kentucky, and Tennessee. These couples maintained that the state bans violated their Fourteenth Amendment rights to equal protection and due process. They argued that the denial of marriage rights based on sexual orientation constituted discrimination and encroached upon their essential freedoms. The Supreme Court agreed with their arguments, declaring that the Constitution guarantees the right to marry for same-sex couples. Consequently, it ruled that same-sex couples have the fundamental right to marry, obligating all states to recognize their marriages on the same terms as those of opposite-sex couples (J Garretson, 2018). This ruling was a monumental triumph for LGBTQ rights and marked the accomplishment of a lengthy struggle for marriage equality in the United States, signifying a historic win for justice and equality. Issues The Supreme Court’s decision in Obergefell v. Hodges raises significant issues, both legally and socially. The Supreme Court's ruling effectively legalized same-sex marriage nationwide, which requires organizations to update their policies and benefits plans to comply with this new legal reform. Failure to do so could result in legal challenges and potential discrimination claims. As a corporation operating within the United States, it is imperative that we adhere to federal law and ensure equality and fairness for all employees, regardless of sexual orientation. From a social perspective, Obergefell v. Hodges represents a monumental step forward in the fight for LGBTQ+ rights and equality, signaling a broader acceptance of same-sex marriages. It upholds the respect and recognition of LGBTQ+ individuals and their partnerships.
3 By recognizing the validity of same-sex marriages, the Supreme Court affirmed the dignity and worth of LGBTQ+ individuals and their relationships. Failing to acknowledge and support same- sex marriages in our benefits plan would not only be discriminatory but also out of touch with the values of inclusivity and diversity that are increasingly embraced by society (Flores et al., 2020). This ruling should be celebrated and reflected in our policies and benefits plans. Providing support for same-sex marriages would send a strong message that LGBTQ+ individuals are welcome and valued in our workplace. Implementing New Benefit In today's rapidly evolving social landscape, it is imperative that corporate benefits plans reflect the fundamental rights and evolving societal norms. The inclusion of same-sex marriage benefits is not merely a matter of compliance but a testament to our organization’s commitment to equity, diversity, and inclusion. By updating current benefits plans to incorporate same-sex marriage, we will be able to successfully demonstrate our unwavering support for the LGBTQ+ community and foster a workplace that embraces and values all employees. This major step not only aligns with legal frameworks but also aligns with the growing expectations of a diverse workforce and a socially conscious consumer base. By extending benefits to same-sex couples, we will be able to attract and retain top talent, enhance employee morale, and project a positive brand image. Moreover, it sends a powerful message that the company values the well-being and equality of all its employees, regardless of their sexual orientation or gender identity (Riga, 2015). Steps for Implementation
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