The Supreme Courtheld that where a pregnant worker is denied light duty or otheraccommodation offered to a non-pregnant worker, the employer canjustify 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 ofdiscrimination against United Parcel Service, Inc. (UPS), allegingfailure to accommodate in violation of the Pregnancy DiscriminationAct (PDA), settled for $2.25 million dollars. The settlementhighlights the EEOC's enforcement position that pregnant workers may be entitled toaccommodation under the PDA when they are limited by theirpregnancy in performing their regular job functions.
The EEOC's settlement of its investigation of UPS isparticularly instructive for employers that maintain light dutypolicies.
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