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May 11, 2015 by Matt Brown Last March, the Supreme Court of the United States issued a ruling in Young v. According to the Pregnancy Discrimination Act, employers must treat “women affected by pregnancy . Should a plaintiff establish a prima facie case of pregnancy discrimination, the employer must  establish a legitimate, non-discriminatory reason for failing to accommodate the pregnant employee’s accommodation request.  If the employer makes that showing the pregnant employee is given the opportunity to try and prove the employer’s ostensibly legitimate, non-discriminatory reason for failing to accommodate the pregnant employee was just a pretext for discrimination.


UPS that clarified the framework for courts to analyze discrimination lawsuits based upon the Pregnancy Discrimination Act of 1978.  The Pregnancy Discrimination Act was an amendment to the Civil Rights Act of 1964 and expanded the 1964 Civil Rights Act’s definition of sex discrimination to include pregnancy, childbirth, and other related medical conditions. UPSAbout Matt BrownMatt Brown is an associate practicing workers’ compensation defense and employment law in the Greenville office. UPS was whether the Pregnancy Discrimination Act requires an employer to provide the same work accommodations to an employee with pregnancy-related work limitations as to employees with similar, but non-pregnancy related, work limitations.






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