Here’s a question: how much access should an employer have to what the employee is spending their insurance on? And how much access do they currently have?
(1) I fully support the Church’s right to not pay for contraception, based on their own religious beliefs. I do believe that they should not be forced into paying for it.
(2) I take hormones for various medical conditions. Due to the specific formulation required, this is not cheap and I would not be able to pay for it on my own (rather small) stipend.
(3) I would not particularly want to disclose the reasons why I take these hormones to an employer. This is partly out of a general concern for privacy, and partly out of past experiences with people making negative assumptions based on misunderstanding what I have - frequently along the lines of “what can’t you just take some advil I don’t believe it can be all that bad!”
Is this an unavoidable problem with employer-sponsored health care, or would it be a special problem with birth control pills?