In Slattery v. Hochul, (2d Cir., Feb. 27, 2023), the U.S. 2nd Circuit Court of Appeals held that the district court should not have dismissed an expressive association challenge to New York's "Boss Bill," a law that prohibits employers from discriminating against employees on the basis of reproductive health choices made by the employee or a dependent. Plaintiffs are anti-abortion crisis pregnancy centers and the president of one of them. The court said in part:
[W]e conclude that Evergreen plausibly alleged that § 203-e imposes severe burdens on Evergreen’s right to freedom of expressive association. The statute forces Evergreen to employ individuals who act or have acted against the very mission of its organization.... The right to expressive association allows Evergreen to determine that its message will be effectively conveyed only by employees who sincerely share its views....
Still, “[t]he right to associate for expressive purposes is not … absolute. Infringements on that right may be justified by regulations adopted to serve compelling state interests, unrelated to the suppression of ideas, that cannot be achieved through means significantly less restrictive of associational freedoms.”...
We hold that at this stage of the litigation, New York has not shown that § 203-e satisfies this standard....
It may be the case that preventing discrimination based on one’s choice to engage in certain, legally authorized conduct is a compelling state interest. But we need not decide that question here. Even if we answer in the affirmative, that interest cannot overcome the expressive rights of an association dedicated to outlawing or otherwise opposing that specific conduct....
The court went on to affirm the dismissal of plaintiffs' free speech, free exercise of religion and vagueness challenges. Bloomberg Law reports on the decision.