I think a better example to prove the other guys point would be that a religious employer who is against fornication and thus against unwed pregnancy, is still required by law to grant the same leave benefits as given to a married pregnant employee, even though it might be viewed by the employer as supporting unwed pregnancy.
I think this is the main difference, and for the record, I'm not a religious person.
The church (specifically the Catholic Church) has doctrine that explicitly condemns birth control. If you purchase birth control for yourself or for someone else you are in direct conflict with the doctrine of your church.
If you purchase benefits for your employees that fornicate, you are not causing them to fornicate.
It's not enough to say, "these people do/believe something I'm against, so I will/will not do this completely unrelated action". You have to show were the very act that the government is compelling you to do is in direct violation to your beliefs.
This post was edited on 11/20 at 10:07 am