PDA - Pregnancy Discrimination Act

The Pregnancy Discrimination Act (PDA) amends Title VII to prohibit employers from treating pregnancy, childbirth, and related medical conditions any differently than they treat employees with temporary disabilities. It forbids pregnancy discrimination in hiring, firing, wages, benefits, pay increases, seniority, promotions, demotions, transfers, leaves of absence and other terms of employment.  Continue PDA

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

NEWS/ARTICLES

Supreme Court Sides With Employer In Pregnancy Discrimination Case 

EEOC Issues Best Practices To Avoid Caregiver Discrimination 

Safety Policies For Pregnant Employees Must Go

Pregnancy Discrimination Act Covers Abortions And Infertility Treatments 

Is It Professional For HR To Offer Personal Advice To Employees? 

EEOC Issues New Guidance On Avoiding Caregiver Discrimination

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FAQs

1. Can an employer pre-establish a mandatory beginning date and/or length of time for an employee's maternity leave? 
2. Are fetal protection policies that automatically reassign pregnant employees away from jobs that pose health hazards to them or their unborn babies legal?
3. Is it a violation of the PDA to eliminate the job of a pregnant employee or an employee out on maternity leave during a companywide reduction-in-force?
4. If a company does not hire a pregnant applicant, can the company be charged with discrimination?
5. What are some of the leading causes of pregnancy discrimination lawsuits under the PDA?
6. Does the PDA require employers' health care plans to cover prescription contraceptives? 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FREE REPORT

U.S. Supreme Court's 2008-2009 Employment Law Decisions 

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·