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P asserts that D's decision not to cover prescription contraceptives such as birth control pills, Norplant, Depo-Provera, intra-uterine devices, and diaphragms under its Prescription Benefit Plan for non-union employees violates Title VII, 42 U.S.C. § 2000e et seq., as amended by the Pregnancy Discrimination Act, 42 U.S.C. § 2000e(k). D claims that treating contraceptives differently from other prescription drugs is reasonable in that contraceptives are voluntary, preventative, do not treat or prevent an illness or disease, and are not truly a 'healthcare' issue. D contends that the control of one's fertility is not 'pregnancy, childbirth, or related medical conditions' as those terms are used in the PDA. D posits that employers must be permitted to control the costs of employment benefits by limiting the scope of coverage. D contends that the exclusion of all 'family planning' drugs and devices is facially neutral. D claims that no court has found that excluding contraceptives constitutes sex discrimination and that the matter is legislative. Both parties moved for summary judgment.

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