In the wake of U.S. Supreme Court’s important Young v. UPS ruling in March, the EEOC has updated its employer guidelines on light-duty assignments and disparate treatment of pregnant workers. The new guidance makes clear that an employer will be found in violation if its refusal to accommodate a pregnant worker places a “significant burden” on the person without a “sufficiently strong justification” for doing so.
Bottom line: Be as flexible as possible when accommodating pregnant workers, generally offering light-duty work on the same basis you would for employees with work-related injuries.
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