With the Supreme Court of the United States striking down the Roe Vs Wade judgment, which has protected American women’s right to abortion for nearly 50 years now, the Walt Disney Co. Friday said it would cover travel expenses of its employee for abortions, Washington Post reported.
Quoting a emailed statement from Disney, the report said the decision would cover the cost of travel for “family planning”, including “pregnancy-related decisions”, for employees who cannot access care where they live.
“We recognize the impact of the ruling and that we remain committed to providing comprehensive access to quality and affordable care for all of our employees, cast members and their families, including family planning and reproductive care, no matter where they live,” Disney was quoted as saying in the statement sent to The Post.
Disney is the latest corporate giant to make such a move. Companies such as Netflix, Paramount, Sony and Comcast already made similar announcements Friday.
According to the Post report, JPMorgan Chase will from July expand travel benefits for any covered service that can only be obtained more than 50 miles from an employee’s home. The policy will apply to US employees enrolled in the company’s medical plan, and their partners and dependents covered by it.
“As always, we’re focused on the health and well-being of our employees, and want to ensure equitable access to all benefits,” Patricia Wexler, head of corporate communications at the investment bank, was quoted as saying.
Even as companies are scrambling to adjust to the new reality, they will be required to continue following local, state and federal laws and regulations regarding abortion, Emily Dickens, head of government affairs at the Society for Human Resource Management, told the Post.
“New SHRM research shows that nearly a quarter of organizations agree that offering a health savings account to cover travel for reproductive care in another state will enhance their ability to compete for talent,” Dickens was quoted as saying. “But how these policies interact with state laws is unclear, and employers should be aware of the legal risks involved.”