Supreme Court Opens The Floodgates To Pregnancy Discrimination Cases

This week, in Young v. United Parcel Service, Inc., the United States Supreme Court found that, under Title VII, employers must provide pregnant employees with the same accommodations that they provide to employees in similar positions who are “similar in their ability or inability to work.”  In those terms, it’s an unremarkable decision — treat pregnant employees the same way you treat others.  But dig just a little deeper into the opinion and you can see that a clear majority of the court — from both ideological ends — has made the task of defending claims under the Pregnancy Discrimination Act (PDA) much more difficult. Continue reading