The purpose of this study is to identify and explore how the current benefits offered to Maryland state employees has affected the University of Maryland, College Park Lesbian, Gay, Bisexual, Transgender, Queer, and Intersex (LGBTQI) faculty and staff and their same-sex domestic partner. Examining how Federal and Maryland State Laws govern employee benefits offered at the University of Maryland, College Park could reveal inequity, if any inequities exist among LGBTQI faculty and staff and their same sex domestic partner. Within this paper I disclose the inequity mandated by the federal government and pertains to how the benefits are taxed for LGBTQI employees. Unveiling on a state level how LGBTQI faculty and staff are unable to utilize their employee benefit of both the Family Medical Leave Act (FMLA) to care for their LGBTQI partner and how tuition remission is not extended to their domestic partner as well. The conceptual framework utilized is Adams equity theory. The core concept of Adams equity theory is the employee interpretation of fairness, essentially the evaluation of social exchange in relationships (Dalton & Cosier, 1983). Fairness is measured by the efforts an employee puts into their job and the rewards they receive. In this particular study the efforts of being and fulfilling their requirements as an employee and the rewards are the benefits being offered. The following questions guided this study: (1) what are the current benefits offered to all faculty and staff members employed at the University of Maryland, College Park? (2) How are the current benefits achieved and maintained?