Federal Court Grants Firm Reprieve from Contraceptive Coverage Mandate

By Jonathan Stempel | December 31, 2012

  • December 31, 2012 at 1:58 pm
    Troy Acheman says:
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    Yeah!!! About time the Christians won one. Why is it okay to discriminate against Christians and their beleifs? We can longer say Merry Christmas without scrutinity from the minority religions. Santa and a Christmas Tree, which aren’t Jesus, are now meeting resistance from the politically correct. It’s time the politically correct look around and see the morale decay in our great country, and the lack of moral teachings to our children. Kids need to learn right from wrong, and it isn’t being taught anymore, especially by the majority of the parents.

    • December 31, 2012 at 4:10 pm
      Agent says:
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      Good for every company who challenges this mandate. I am one hundred percent behind Hobby Lobby.

      I saw an interesting email the other day. Obama is leaning over and talking to a very elderly woman. He says to her, sorry that hip replacement is not covered. We can give you free birth control though.

  • December 31, 2012 at 2:39 pm
    Water Bug says:
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    You’re right on point Troy. The feds had no business messing with the healthcare industry in the first place and now we’re all going to suffer the consequences. Government run healthcare has never worked well anywhere and the British health care system killed off many of my family because care is rationed in the UK.

  • January 2, 2013 at 9:28 am
    CB says:
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    I’ve never worked for a company that was linked to any sort of church or religious organization, so I’m not sure how exactly the conversation goes between such an employer and their employees regarding contraception. My employers have always provided a health plan that included a prescription benefit without regard to which drugs it covered for me – whatever my doctor prescribes is typically covered. Many traditional contraceptive drugs are used to treat other gynecologic conditions such as menhorragia. Are employers really interested in getting that involved in their employees’ private health concerns? While I do not support Obamacare at all, this sort of action by employers is concerning to me as a woman.

  • January 2, 2013 at 9:58 am
    Troy Acheman says:
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    I don’t think contraceptives should be covered until a health insurance plan anyway, except in cases as CB points out where they have a medical need. Sex is not a disease and being pregnant is not a disease. People need to take responsibility for their actions.

    • January 2, 2013 at 12:43 pm
      insurance is fun! says:
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      Um, breaking your leg is not a disease either. So it’s disease-only coverage, is it? No broken bone coverage…no chemical burn coverage…no poke in the eye coverage. People should take responsibility so as not to break their legs. Accidents and every non-disease medical issues should be excluded. Right?

      • January 2, 2013 at 1:40 pm
        Troy Acheman says:
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        Obviously not. Medical insurance is also intended for accidents as we all know. Accidents are not planned.

  • January 2, 2013 at 9:59 am
    Troy Acheman says:
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    I meant “under”, not “until”.

  • January 2, 2013 at 2:40 pm
    CB says:
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    I guess my point was not really well made. My concern here is not so much contraceptive specific, but rather about privacy. If an employer pays for a health plan, does that entitle them to the private medical information about individual employees? Can they opt out of providing coverage for certain drugs under their prescription health plans today? What about medications for psychological conditions, sexual dysfunction, high blood pressure, and many other conditions an employee might not like their employer to be aware of? How does HIPAA play into all of this?

    • January 2, 2013 at 2:47 pm
      Troy Acheman says:
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      I know from our dealings, the employer does not get individual specific information about who is using the plan for what. However, we can get info on cost categories for what the insurance paid out, but again not specific to an employee or person.



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