UPS Low Pay

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from my doctor saying that I was fully disabled and could not work at all. That was not true. I could work. I wanted to work. My family needed my pay, and I needed my medical benefits.”
Despite denying Young’s request, UPS does offer “light duty” jobs to employees that are defended by the ADA, which as stated before, pregnant women are protected in as well, given certain medical conditions. These UPS employees are only required to lift an excess of 10 pounds per package, which Young could easily do, but was still denied by the company. UPS told Young that was a huge liability as for why she was terminated. (Young).
Young chose to work for UPS due to its employee health benefit program. For the majority of Young’s pregnancy she was without a job and her crucial health benefits, leaving her family in a financial ruin and emotional distress. (Young). Eventually, Young sued UPS for pregnancy discrimination and lost her case. The court failed to take in all the aspects of the PDA, which again state, that all pregnant employees should be treated equally. (Young) (EEOC). Earlier this month, Young …show more content…
Tiffany Beriod, a Wal-Mart customer service manager, a job that requires her to move quickly all over the store, and offer help wherever it is needed. Such as; lifting packages, cash register duty, and pushing shopping carts to its appropriate destination. (DePillis). When she was seven months pregnant when she noticed that her pregnancy related symptoms were taking a turn for the worse. Her feet started swelling, her blood pressure kept rising and then going down at rapid rates, she also experienced dizzy spills that came with no warning. Due to these symptoms, Beriod’s doctor wrote her a note refraining from overexerting herself on the sales floor, and take on more “light-duty” tasks. Wal-Mart declared that were not any jobs that fit her new needs and let her go from the company.

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