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
- Hiring or promoting? OK to discount experience if it's trumped by other factors
- Legitimate business reasons for decision? Feel free to fire employee who has complained
- Watch out for retaliation—even if employee never made formal discrimination complaint
- Romance at the office, liability later?