With my pregnant daughter currently having issues with her employer due to her pregnancy, I decided to research a similar case. There are many people in America today working injured or with disabilities. The Americans Disabilities Act (ADA) is a federal civil rights statue that protects the rights of people with disabilities. The Americans Disabilities Act allows for people with disabilities to have access to employment. Employers often times offer injured workers light duty also. If a woman gets pregnant and has a physical and demanding job should she be accommodated by her employer? To what extent should the employer accommodate a pregnant employee? We have a case in Young vs. UPS where she was put on leave with no pay for becoming pregnant.
Peggy Young was a delivery driver for the United Parcel Service. Peggy Young became pregnant while employed by UPS. During her pregnancy she was …show more content…
The Pregnancy Discrimination Act amended Title VII of the Civil Rights Act of 1964 to clarify that Title VII’s longstanding prohibition of discrimination on the basis of sex includes a prohibition of discrimination on the basis of pregnancy, childbirth, and related medical conditions.(Breyer) With Young’s case, the Pregnancy Discrimination Act also requires that employers treat pregnant women “the same for all employment-related purposes as other persons not so affected but similar in their ability or inability to work.” It is this clause that the Supreme Court’s decision in Young v. UPS interprets. (Morris). On March 25, 2015 Judgment VACATED and case REMANDED. Breyer, J., delivered the opinion of the Court, in which Roberts, C. J., and Ginsburg, Sotomayor, and Kagan, JJ. Joined. Alito, J., filed an opinion concurring in the judgment. Scalia, J., filed a dissenting opinion, in which Kennedy and Thomas, JJ., joined. Kennedy, J., filed a dissenting opinion. The Result was 6-3