Because of the many comments we received from the prior post (see August 6, 2021), we are adding a follow up. Organizations provide medical benefit plans to their employees for many reasons. They need to attract and retain quality people; they want to protect their employees from medical expense bankruptcy; and they want to avoid the costs of recruiting replacements. Employee medical plans are legitimate tax-deductible expenses as long as they conform to rules set out by the IRS. While the motives for having such plans varies from organization to organization, THE PLANS ALL HAVE ONE COMMON THEME. ALL PLANS ARE ALLOWED TO COVER ONLY MEDICAL EXPENSES ARISING FROM GOOD CLINICAL CARE OF AN “ILLNESS, INJURY OR PREGNANCY”. Transgender expenses do not qualify nor should they. If gender identification is the issue and it is to be treated, it will need to be classified as a mental health condition. This treatment would not include the “enabling process” of swapping body parts. Such actions only worsen the mental state and lead to other problems both physical and mental. No professional medical protocols exist that allow gender switching as a cure. (MAIL COMMENTS TO: AVFeedback@aol.com)
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