Are pregnant employees who develop complications disabled and entitled to reasonable accommodations under the ADA? A federal appeals court considered the question for the first time in Serednyj v. Beverly Healthcare LLC (No. 10-2201, 7th Cir., 2011). Decisions by the 7th Circuit Court of Appeals apply to Illinois employers.
Physically strenuous job
Victoria Serednyj worked as an activities director at Beverly’s Golden Living nursing home in Indiana, planning and implementing recreational activities for residents.
Some of the work was physically strenuous. For example, she conducted exercise classes, transported residents in wheelchairs, rearranged furniture and shopped for and carried supplies to use in the activities.
In January 2007, Serednyj told her supervisor she was pregnant. In February, she began experiencing pregnancy complications, and her doctor advised her not to perform strenuous activities at her job. Serednyj...(register to read more)
- Granting reasonable accommodation isn't enough--you must make sure it actually happens
- Will pregnancy become a 'Super-Protected' class in Ohio?
- Pregnancy discrimination: You may be personally liable
- Don't extend disciplinary periods due to FMLA or military absences
- Warn managers: Don't make assumptions about pregnant employee's capabilities