The Equal Employment Opportunity Commission (EEOC) has been stepping up enforcement of the Pregnant Workers Fairness Act (PWFA) and the PUMP Act, which enacted federal protections of pregnant women. This has been seen in a handful of cases with employers paying out settlements due to alleged pregnancy discrimination. This could be a sign of employers potentially facing increased liability as the EEOC dedicates more resources towards enforcing the PWFA and PUMP Act. Continue reading “EEOC Seeks Enforcement of PWFA and PUMP Act”
Tag: pregnancy discrimination
Pregnancy Discrimination
The Pregnancy Discrimination Act (PDA) was created to protect women from workplace discrimination due to her pregnancy. Pregnancy discrimination in the workplace may involve any of the following:
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Hicks v. Tuscaloosa
The Pregnancy Discrimination Act (PDA) was put in place to prevent discrimination against a woman for being pregnant. The PDA states that there can be no discrimination “on the basis of pregnancy, childbirth, or related medical conditions.” Related medical conditions are used as an overreaching term and therefore includes the issues that come with breastfeeding, as it is intrinsically intertwined with pregnancy. Stephanie Hicks, the plaintiff in Hicks v. Tuscaloosa case, was denied accommodations because of her pregnancy-related medical condition and ultimately resigned from her position.
Pregnancy Discrimination in the Workplace
Since their integration into the workplace, women have become an important part of today’s labor force. In recent years, working women have made strides to become a critical part of the labor force while simultaneously raising and supporting their families. According to Pew Research Center, mothers serve as the sole or primary provider in 40 percent of households with children. Despite this progress, women have faced a variety of obstacles in the workplace, including one of the most prominent issues: pregnancy discrimination.
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