The author, a working mother of seven children, opposes the Pregnant Workers Fairness Act due to concerns about vague terminology regarding "related medical conditions."
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The act's ambiguity might force employers to cover abortion leave and related expenses under federal law, which raises concerns for those with religious or pro-life objections.
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The act makes it unlawful for a covered entity to deny reasonable accommodations for a qualified employee's pregnancy or related medical conditions, unless it imposes an undue hardship on the business.
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Critics worry that the act's vague language could be exploited to mandate accommodations for abortion care, potentially infringing on the rights of religious employers and individuals.
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A memo from the National Women’s Law Center raised concerns that the act could require employers to modify schedules for abortion-related doctor's appointments.
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The Equal Employment Opportunity Commission's proposed regulations under the act could require U.S. employers to provide "reasonable accommodations" for pregnant women seeking abortions.
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The act appears to discriminate against religious employers and individuals who may object to covering abortion for their employees, potentially leading to legal battles to defend religious freedom.
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Precedents suggest that pro-abortion advocates may view religious freedom as "limited" when it protects pro-life advocates and opponents of abortion.
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The author highlights her own experiences with severe complications during pregnancies and the potential benefits of the act's requirement for "reasonable accommodations" for working mothers.
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The author calls for the act to focus on its original purpose of supporting pregnant women rather than including abortion care,
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arguing against policies that combine "ideological extremism" with protections for women.
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