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Bismarck, N.D. — A recent ruling from a federal judge in North Dakota has significant implications for over 9,000 Catholic employers, allowing them to opt-out of federal regulations that safeguard workers seeking abortions and fertility treatments.
This legal development stems from a lawsuit filed last year by the Catholic Benefits Association (CBA) alongside the Bismarck Diocese against the federal Equal Employment Opportunity Commission (EEOC). The plaintiffs argued that the EEOC’s regulations infringed upon their religious rights.
U.S. District Judge Daniel Traynor initially issued a temporary injunction, blocking the EEOC’s final rule related to the Pregnant Workers Fairness Act, alongside guidance on harassment protections that included gender identity considerations under the umbrella of sex-based discrimination.
On Tuesday, Judge Traynor made this injunction permanent, concluding that the claims put forth by the CBA and the Bismarck Diocese were valid, particularly pointing out that the Pregnant Workers Fairness Act contravened a federal law dedicated to preserving religious freedom. He noted that the foundational facts and evidence have remained unchanged since his original ruling.
In a previous statement, Judge Traynor reflected on the precarious landscape for individuals of faith in the United States. He remarked that the current climate might well be termed a post-Christian era, highlighting what he views as an alarming trend of administrative actions undermining the right to freely practice one’s religion.
The Pregnant Workers Fairness Act, which became effective in 2023, mandates that employers accommodate their employees’ needs related to pregnancy and childbirth. The EEOC further established regulations in 2024 to enforce this law and provide guidance on harassment in the workplace.
The CBA and Bismarck Diocese contended that the EEOC’s directives would compel Catholic employers to compromise their principles. Their claims included assertions that the rules would require employers to facilitate access to abortions, adopt practices regarding gender identity that conflict with Catholic doctrine, and restrict their ability to articulate their religious beliefs regarding sexual issues and morality.
The EEOC had previously challenged the request for a permanent injunction, arguing that the plaintiff’s claims lacked substantiation.
Attorney Martin Nussbaum, representing the plaintiffs, expressed gratitude for the federal judiciary’s decision to uphold their religious freedoms. Nussbaum criticized a growing trend among federal and some state administrations, suggesting that there’s an attempt not only to enforce what he termed “immoral benefits” but also to impose speech mandates that contradict Catholic values. These concerns, he noted, extend beyond pronoun usage to encompass broader discussions around Catholic teachings.
The Catholic Benefits Association, which supports a vast network of Catholic employers, serves approximately 164,000 employees through its health plans, according to its official communications.
The Battle Over Abortion
As this legal battle continues to unfold, it raises critical questions about the intersection of religious liberty and workplace rights, particularly in the context of ongoing national debates concerning reproductive health. The implications of this ruling could reverberate through future legal decisions and shape the policies of employers across similar faith-based organizations. The balancing act between respecting religious beliefs and ensuring equitable treatment for all employees remains a complex and contentious issue in the United States.
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