by Amy G. McAndrew, of counsel with Pepper Hamilton LLP
Over the last several years, legislatures around the United States have worked to increase protections for pregnant workers, and the EEOC has identified the treatment of pregnant women in the workplace as one of its top priorities.
Yet it was the U.S. Supreme Court’s recent decision in Young v. United Parcel Service that served as a true game changer for employers.
In Young, the Supreme Court expanded the rights of pregnant workers under the Pregnancy Discrimination Act (PDA), which requires employers to treat “women affected by pregnancy … the same for all employment-related purposes … as other persons not so affected but similar in their ability to work.”
Facts of the case
The plaintiff was a UPS driver. After she became pregnant, her doctor imposed a lifting restriction that was inconsistent with UPS’s lifting requirements for drivers. UPS offered temporary a...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- What constitutes mental illness under the ADA guidelines?
- Already decided who to hire? OK to refuse more applications
- Try to accommodate employee's religion-- but don't automatically agree if it's a burden
- Report alleges state didn't investigate hospital head