Abstract
The widespread exclusion of contraceptives from prescription coverage in employee health plans constitutes discrimination against women with disabilities that create a serious health risk in pregnancy. This Article explains why these women are entitled to the legal protections of the ADA and its guarantee that their employers provide the reasonable accommodation of waiving such plan exclusions; why such exclusions are not exempted by the Act's "safe harbor" provision for insurance; and why the ADA imposes on employers an affirmative obligation to extend prescription plan coverage to include contraceptives for protected women with disabilities.
How to Cite
43 Ariz. L. Rev. 501 (2001)
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