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The HITECH Act provisions of the American Recovery and Reinvestment Act of 2009 (“ARRA”) established Medicare and Medicaid incentive payments to providers who are meaningful users of certified Electronic Health Record (EHR) technology.
The Obama Administration has initiated the process to rescind a harmful regulation issued by the Department of Health and Human Services – one of the infamous ‘midnight regulations’- that became effective on the last day of the Bush Administration. The HHS regulation threatens to dramatically undermine access to a broad range of health information and services by essentially allowing health care workers and institutions an unfettered ability to refuse to provide health care services, information, and referrals that offend their religious beliefs or moral convictions.
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.
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.
Businesses benefit when employees are able to take time away from work to cope with personal and family illnesses. More satisfied and productive workers translate into improved workplace morale, greater worker loyalty and better bottom lines.
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.
Changes in the demographic composition of the U.S. workforce mean that more women and men are actively engaging in both paid work and care work. As of 2010, the percentage of children who had both parents (in married‐couple families), or their only parent, in the labor force reached 72.3%, an increase of 13 percentage points since the mid‐1980s.
Social Security is the largest source of retirement income for most seniors, helping millions pay for food, housing and other necessities late in life. Fifty-four million Americans1, including 26.1 million adult women who are widowed, retired or face a serious disability, depend on it.2 There is no other guaranteed wage-replacement program, public or private, that offers the same level of economic security — yet lawmakers continue to consider deep cuts and potentially punitive structural changes to the program.
Manufacturing industry workers are struggling with job and financial insecurity. Few have access to the basic flexible workplace policies they need to manage their responsibilities at home and on the job.
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.
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.
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.
Grandparents are the glue that holds many families together—yet our workplace laws don't honor their critical role.
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