In California alone, 37,000 same-sex couples are expected to wed over the next three years, generating $492 million in state revenue, according to the Williams Institute, a think tank at the University of California, Los Angeles law school. 

There's another potentially huge beneficiary in all this: employers that have yet to begin offering same-sex benefits to their employees.

As any HR manager will attest, the Supreme Court's decision means months of complicated work ahead to revise a host of employment and benefits policies and practices to align with the ruling. Retirement plans, health care coverage, open enrollment and other areas all will be subject to some revision.

So, if you're an HR executive, I suggest it's also a perfect opportunity to prod the bosses that the company should begin extending same-sex benefits.

Forget the emotional reasons. Your argument can begin with the facts:

Costs associated with employee turnover are significant and far-reaching. Replacement costs to a company can reach 30 percent to 50 percent of the annual salary of entry-level employees and up to 400 percent of an executive's annual salary for specialized, high-level employees.

These are not radical notions. More than 200 of the 500 biggest public U.S. companies offer domestic partner benefits.

Also, according to a 2005 Hewitt Associates study, 64 percent of employers that offered domestic partner benefits found that related expenses rose no more than 1 percent, and only 5 percent saw costs rise 3 percent or greater.

Gaining the edge when it comes to recruiting and retaining talent is difficult enough. There's a culture shift under way at the moment.

It's time for the holdovers in Corporate America to stop trying to decipher what the Founding Fathers intended and to leave their religion at home.

Why not catch the wave instead of letting it crush you under?