The Supreme Court held that where a pregnant worker is denied light duty or other accommodation offered to a non-pregnant worker, the employer can justify its treatment of the pregnant worker. (Photo: Shutterstock)
Recently, the U.S. Equal Employment Opportunity Commission (EEOC) issued a press release announcing that a charge of discrimination against United Parcel Service, Inc. (UPS), alleging failure to accommodate in violation of the Pregnancy Discrimination Act (PDA), settled for $2.25 million dollars. The settlement highlights the EEOC's enforcement position that pregnant workers may be entitled to accommodation under the PDA when they are limited by their pregnancy in performing their regular job functions.
The EEOC's settlement of its investigation of UPS is particularly instructive for employers that maintain light duty policies.
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