Actually, if the employer refuses to include contraception in his employees’ health insurance plan, he may be violating the employees’ religious rights. After all, the proceeds of an employee’s compensation package belongs to the employee, not the employer. It therefore should be the employee, not the employer, who should govern the terms and conditions of his/her insurance plan.
To allow an employer, rather than the employees, to govern the terms of the company’s health insurance plan, based upon the employer’s religious convictions, is allowing the employer to impose his/her religious convictions upon his/her employees.
The same can be said of having coverage for all medical procedures, including abortion, which is still a legal procedure in spite of the many state laws being passed to try to make it impossible to obtain.