We use cookies to give you the best online experience. By using our website you agree to our use of cookies in accordance with our cookie policy. Learn more here.Close Me
Suhaill Morales' article "Supreme Court Ruling Unclear
Whether Employers Must Provide Light Duty to Pregnant
Employees" was featured in Daily Business Review on
April 14, 2015.
On March 25, the U.S. Supreme Court issued its Young v. UPS
opinion, ruling that an employee should have her day in court to
determine whether United Parcel Service Inc. violated the Pregnancy
Discrimination Act when it denied the employee's request for a
light-duty work accommodation when she was pregnant and restricted
from heavy lifting.
While the court's decision did not provide a bright-line rule
as to whether employers must provide light duty and other
accommodations to pregnant employees in the same manner as other
employees, it provided a framework for pregnant employees to
challenge workplace accommodation policies under Title VII of the
Civil Rights Act.
In the article, Suhaill advises employers to carefully review
their accommodation policies for anything that might impose a
burden on, or negatively impact, pregnant employees. Specifically,
if an employer has a policy that provides accommodations or other
benefits to categories of employees (where pregnancy is not one of
the categories), the employer needs to ensure that it has
legitimate, nondiscriminatory reasons for such a policy. In order
to avoid significant risks for PDA violations, it would be wise for
employers to consider what potential accommodations might be made
for pregnant employees.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
A federal appeals court recently upheld a half-million dollar verdict against a small Chicago retailer after it concluded that a male employee was the victim of sex discrimination.
On October 15, 2017, the #MeToo movement began in earnest following a tweet by actress Alyssa Milano. To commemorate the one-year anniversary of the #MeToo movement, the Orrick Employment Law...
With Election Day fast approaching, now is the time for employers to ensure they are in compliance with applicable laws relating to voting leave for employees.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
OSHA Proposes Rolling Back Reporting Rule – Employment Law This Week (video)
