The Supreme Court ruled on March 25 that a pregnant UPS employee who was denied a light-duty position is entitled to a new trial. The Court’s framework forallows employees who show that an employer policy that creates a “significant burden” for pregnant employees violates the Pregnancy Discrimination Act (PDA).
THE LAW: The PDA amends Title VII of the Civil Rights Act. It requires that “women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes … as other persons not so affected but similar in their ability or inability to work ….”
The ADA Amendments Act of 2008 (ADAAA) requires employers to accommodate workers whose disabilities are temporary even if they occurred outside the workplace.
WHAT’S NEW: Peggy became pregnant while working as a driver for UPS. Because of previous miscarriages, her doctor imposed a 20-...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Military leads way on family-friendly policies
- No unemployment for substitute teachers who turn down equivalent positions
- Workers on military leave? Take obligations seriously
- When employee has pregnancy complications, be prepared to consider ADA accommodations