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In 2008, virtually all reproductive health debates and decisions in the legislative and policy arenas took place against the backdrop of one of the most unforgettable presidential campaigns in history – one in which voters could not have been presented with a starker choice between candidates on reproductive health policy. When the dust had settled, the country had elected a pro-choice, pro-prevention President with a strong track record of support for women’s reproductive health.
Several provisions of federal law prohibit recipients of certain federal funds from coercing individuals in the health care field into participating in actions they find religiously or morally objectionable. These same provisions also prohibit discrimination on the basis of one’s objection to, participation in, or refusal to participate in, specific medical procedures, including abortion or sterilization.
The National Partnership for Women & Families (National Partnership) submits these comments in strong opposition to the proposed rule published on August 26, 2008 by the Department of Health and Human Services (hereinafter referenced as proposed rule or proposal). We believe the proposed rule is an ill-conceived, unnecessary, and counter-productive attempt to expand the reach of specific refusal statutes that permit institutions or individuals to deny health services for religious or moral reasons.
On behalf of the American Hospital Association (AHA) and our more than 5,000 member hospitals, health systems and other health care organizations, and our 38,000 individual members, we appreciate the opportunity to comment on the Department of Health and Human Service’s (HHS) proposed rule on provider conscience protections.
The Centers for Disease Control and Prevention (CDC) included family planning as one of its “Ten Great Public Health Achievements in the 20th Century.” Rightfully so – widespread use of contraceptives has been the driving force in reducing unintended pregnancies and sexually transmitted infections (STIs), and reducing the need for abortion in this nation.
The Department of Health and Human Services proposes to promulgate regulations to ensure that Department funds do not support morally coercive or discriminatory practices or policies in violation of federal law, pursuant to the Church Amendments, Public Health Service Act § 245, and the Weldon Amendment.
I am contacting you regarding the proposed Health and Human Services regulation, known as “Provider Conscience Regulation”, published on August 21, 2008. I must express my strong objection to this regulation change.
The undersigned organizations are writing to ask that during conference negotiations on the FY 2008 Labor, Health and Human Services, and Education spending bill (H.R. 3043) you fund the Title X family planning program at the House-passed level of $311 million, a $28 million increase over FY 2007 funding.
The Centers for Medicare and Medicaid Services (CMS) issued proposed regulations that would require private Medicare plans (Part C and D plans) to translate written materials only into languages spoken by 10 percent of the population in the plan’s service area. Under this standard most of the approximately three million limited English proficient (LEP) Medicare enrollees would not get translated materials from their plans.
A minimum paid sick days standard would help to protect millions of working families from falling further into financial crisis during these tough economic times.
Medicaid provides critical health care for millions of lower income women and children who otherwise would be uninsured. At all ages, women and girls make up the majority of enrollees in Medicaid.
Just 11 percent of the workforce has access to paid family leave through their employers, and fewer than 40 percent of workers have access to personal medical leave through an employer’s temporary disability insurance program.
Like many across the nation, Philadelphia’s working families are struggling harder than ever to make ends meet. For workers without paid sick days, a bad case of the flu or a child’s fever can mean the loss of a much-needed paycheck or even a job.
Medicaid, the nation’s principal safety net health insurance program, provides critical health care for millions of lower income women, including many older women and women with disabilities.
A rich and growing literature attests to the benefits that accrue to workers, families, businesses, and the public when workers have access to paid leave to care for a new child. Such benefits include lower likelihood of premature birth, improvements in breastfeeding establishment and duration, and higher likelihood of obtaining well‐baby care.
Proposals to raise hourly work requirements for Temporary Assistance to Needy Families (TANF) beneficiaries reflect a fundamental lack of understanding about the real struggles facing working parents, particularly single parents. These parents need access to primary support services, such as childcare, paid leave, transportation, healthcare, education and training.
A new survey conducted by the National Opinion Research Center at the University of Chicago and commissioned by the Public Welfare Foundation demonstrates that lack of access to paid sick days has significant negative consequences for public health, health care costs, and families' financial security.
The survey results could not be clearer: It is time for policymakers to guarantee access to paid sick days to the over 40 million U.S. workers who currently lack them. Workers should not have to risk their job to care for their families and shouldn't have to risk their own-well-being—and the public's health—to do their job.
Every day, working women and men in the United States struggle to meet the dual demands of work and family because their workplaces are without basic family friendly policies. It is long past time for workplaces to reflect the needs of 21st century working families, which for many include the ability to care for children, family members and elderly relatives while also being productive, responsible employees.
A growing number of employers recognize the benefits of flexible workplace practices. These employers know that setting workplace standards that promote flexibility and allow workers to meet the dual demands of work and family improves employee productivity, loyalty and retention—creating happier, healthier workplaces, and better bottom lines.
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