Overview: The Pregnancy Discrimination Act is an amendment to Title VII which protects pregnant individuals from applicant and employee discrimination. Further, some state and local laws similarly prohibit discrimination against employees and applicants who are pregnant. Pregnant individuals also may be protected under federal and state family and medical leave acts. In order to be protected based on pregnancy, the employer must know that the individual is pregnant. To avoid pregnancy discrimination, employers should develop a policy against discrimination and provide employees and supervisors with training so that pregnant employees receive fair and equal treatment. Further, an employer needs to understand that it is required to treat pregnant employees the same as other similarly situated non-pregnant employees.
Trends: Employers should be aware that legislation has been introduced in both the House and the Senate that would require employers to provide reasonable accommodations to pregnant employees unless it would cause undue hardship for the employer. Some states such as New Jersey and Maryland as well as cities like New York City and Philadelphia have already made this a requirement. Further, the EEOC has recently filed a number of pregnancy discrimination lawsuits and is aggressively pursuing pregnancy discrimination in the workplace through its Strategic Enforcement Plan. It has labeled pregnancy discrimination as an emerging issue and it is working to combat pregnancy discrimination and ensure pregnancy accommodation. Employers should be alert and keep up with the rapid changes in this area of the law as it has become a hot topic in employment.
Author: Beth Zoller, JD, Legal Editor
This briefing for supervisors examines the law and best practices regarding preventing and responding to pregnancy discrimination in the workplace and managing pregnant employees and applicants.
This podcast features in-depth coverage of a key Supreme Court pregnancy discrimination case that is among the most significant of the term. How the justices resolve this closely-watched dispute of Young v. United Parcel Service could affect workplace accommodations for countless working women.
To assist employers with the challenging issues of managing pregnant employees, a new Supervisor Briefing and Power Point Presentation on Pregnancy in the Workplace has been added.
The District of Columbia passed the Protecting Pregnant Workers Fairness Act of 2014, which requires employers to provide reasonable accommodations to employees whose ability to perform their job is limited by pregnancy, childbirth, a related medical condition or breastfeeding.
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to new hire paperwork.
The Supreme Court heard arguments December 3 in a pregnancy discrimination case that could have implications for millions of working women and their employers. In Young v. United Parcel Service, the Court is being asked to decide whether an employer that provides work accommodations to nonpregnant employees with work limitations must also do so for pregnant employees.
In-depth review of the spectrum of Kansas employment law requirements HR must follow with respect to FMLA.
In-depth review of the spectrum of Kentucky employment law requirements HR must follow with respect to FMLA
In-depth review of the spectrum of Michigan employment law requirements HR must follow with respect to FMLA
In-depth review of the spectrum of Missouri employment law requirements HR must follow with respect to FMLA.
HR guidance on how to confront the legal challenges in managing an employee who is pregnant and preventing discrimination based on pregnancy.