• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Normal pregnancy difficulties aren’t ADA or MHRA disabilities

by on
in Discrimination and Harassment,Employment Law,FMLA Guidelines,Human Resources,Maternity Leave Laws

Pregnant women have many legal protections under Title VII’s sex discrimination provisions, the Pregnancy Discrimination Act and the FMLA. They rarely, however, qualify as disabled.

That’s because normal pregnancies may create temporary difficulties, but they’re not severe enough to count as substantial limitations under the ADA or material limitations under the Minnesota Human Rights Act (MHRA). Thus, most pregnant women aren’t entitled to reasonable accommodations.

Recent case: Donita Stusse worked in the shoe department at a Von Maur store when she found out she was pregnant. She had fainted several times during past pregnancies, and her doctor said the store should accommodate her with a stool and regular breaks.

Von Maur fired her, and Stusse sued for denial of accommodations.

The court said she was experiencing a normal pregnancy, which isn’t a disability under the ADA or the MHRA. (Stusse v. Von Maur, No. 08-1088, DC MN, 2009)

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/10018/normal-pregnancy-difficulties-arent-ada-or-mhra-disabilities "

Leave a Comment