Pregnancy Discrimination Act

1510 Words Jan 11th, 2007 7 Pages
Women are continually entering the workforce in various sectors. Working women face challenges in the workplace including unequal pay, sexual harassment, and promotion issues. One particular challenge women face is the fundamental right to have a family, which includes the Pregnancy Discrimination Act. Managers in every organization should be familiar with this important act and the associated legal issues. In this paper, I will discuss the Pregnancy Discrimination Act by reviewing the history, presenting the employer's and employee's perspective, and I will conclude with suggestions for all managers and employers.
History
In 1976 the United States Supreme Court held that an employer's failure to provide disability benefits to
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Also, Troupe is considered an employee at will because she does not have an employment contract. The Pregnancy Discrimination Act does not allow Troupe to receive more special treatment than another employee, just because she is pregnant. However, she is protected by the Pregnancy Discrimination Act to receive the same rights as other individuals who are not pregnant. Troupe v. May Dep't Stores Co., No. 93-2523, UNITED STATES COURT OF APPEALS FOR THE SEVENTH CIRCUIT, 20 F.3d 734; 738 (7th Cir. 1994).
Employee Perspective
Definition
The Pregnancy Discrimination Act (42 U.S.C. § 2000(e)(k)) explicitly states:
"The terms "because of sex" or "on the basis of sex" include, but are not limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions shall be treated the same for all employment related purposes, including receipt of benefits under fringe benefit programs, as other persons not so affected but similar in their ability or inability to work and nothing in section 2000e-2(h) of this title shall be interpreted to permit otherwise."

As stated in the amendment, pregnant employees have the same rights as other non-pregnant employees. There are several examples of the pregnant employees' rights including medical coverage and benefits, employment continuance rather than termination, and promotions or pay increase.
Case examples For example in Newport News Shipbuilding and Dry Dock Co. v.
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