ROE IS GONE – EMPLOYERS REVIEW BENEFITS AND LEAVE POLICIES

Epps & Coulson Logo

ROE IS GONE – EMPLOYERS REVIEW BENEFITS AND LEAVE POLICIES

Undoubtedly, you’ve heard that the US. Supreme Court’s ruling overturning Roe v Wade was issued today, leaving state laws to control the issue.  While many employers are not taking a formal position on the issue, many employers are sensitive to social issues, and are often now required to address employee expectations.  Thus, employers are now considering employee benefits and leave policies, like whether to augment:

  •      •Paid time off (PTO) to access reproductive care
  •      •Unpaid time off to attend marches, protests, demonstrations and similar events in support of reproductive rights
  •      •PTO to attend marches, protests, demonstrations and similar events in support of reproductive rights
  •      •Travel expense benefits (gasoline, airfare, hotels) outside of a health savings account (HSA) for employees to access abortion and reproductive services that are not accessible in their state of residence
  •      •Company matches (including double matches) for employee donations to groups that support reproductive rights

 

Business tax deductibility has the greatest impact on whether employers intend to offer such additional benefits.  But, attracting and retaining talent is close behind and part of retaining talent is to institute or maintain a Diversity, Equity and Inclusion (“DEI”) program.  It is within the DEI program that employers intend to offer:

  •      •Increased support within the employee assistance program (“EAP”) for abortion access/reproductive care
  •      •Resources for employees to get additional information, advice or counseling (such as from a county health department, Planned Parenthood or women’s services organizations)
  •      •Time off for employees and their significant other (or caretaker) needing reproductive care, physical health or mental health
  •      •Increased women’s reproductive coverage in employee health care benefits

 

Here at Epps & Coulson, LLP, we work to remain up to date with the changes to the laws as they occur, and we can help employers in addressing these issues.  Please contact Dawn at: dcoulson@eppscoulson.com

Information contained in this Memo is intended for informational and educational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.  It is likely considered advertising.  Epps & Coulson, LLP encourages you to call to discuss these matters as they apply to you or your business.

EPPS & COULSON, LLP
Attorneys admitted to practice in California, New York, Colorado, Texas, and Oregon
www.eppscoulson.com
www.companiescounsel.com