Employers frequently face the daunting task of ascertaining their obligations to accommodate a pregnant employee’s physical condition under the Americans with Disabilities Act (ADA) and the Pregnancy Discrimination Act (PDA). This inquiry has become increasingly confusing in light of conflicting court decisions and statutory amendments.
As a result, and given the drastic increase in pregnancy discrimination complaints, the Equal Employment Opportunity Commission promulgated new enforcement guidance related to pregnancy discrimination in the workplace and the intersection of the ADA and PDA.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
