In Hulteen, a current employee and other retired employees who had taken while employed by AT&T alleged in 1998 that the company violated the (PDA) when it paid pension benefits calculated in part under an accrual rule that gave less retirement credit for pregnancy leave than for general medical leave.
This differential treatment of pregnancy leave had been AT&T’s policy before the PDA was enacted in 1978. In 1976, the Supreme Court—in General Elec. Co. v. Gilbert (429 U.S. 125, 1976)—found that kind of treatment to be nondiscriminatory and lawful under Title VII of the Civil Rights Act.
When the PDA took effect in 1979, AT&T adopted a new disability plan that modified its provision of service credit for pregnancy le...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Beverage maker retains moms with range of flex benefits
- Make it there, make it anywhere: Don't let NYC's tough bias rules beat you
- Brace Yourself! Discrimination Claims Up Sharply
- Changes to Ohio's pregnancy discrimination rules now in question