I wouldn't call that "inaccurate", though perhaps you object to the point I'm making. Employer-paid health insurance premiums are most definitely compensation. When employees who are covered by a plan choose to use contraception, they are choosing to use that coverage with was paid for with compensation for their work, in a way their employer objects to. The employer neither used birth control nor chose to use it nor directly paid for it; the employer paid money which purchased health insurance coverage for the employee who then chose to use some of that coverage for contraception. This is even more indirect than if they'd directly used the money the employer gave them (in the form of wages or salary) to buy birth control, because in this case it isn't even the money from the employer that's being directly used for contraception.