In Young v. UPS, the U.S. Supreme Court was asked to consider whether pregnant workers are eligible for an accommodation to their regular work duties. The court said in certain circumstances, yes. Young is an important case for several reasons.
First, it now requires employers to expand the pool of those eligible for light duty beyond those who are injured on-the-job. Second, it appears to peel back on a particular focus area of the U.S. Equal Employment Opportunity Commission in a surprising way, at least superficially. Third, it seems to create a dilemma for employers who have been conditioned, by law, to view pregnant employees as equally competitive to their non-pregnant counterparts, both male and female.
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