When it was passed by Congress more than 35 years ago, the landmark Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act to prohibit sex discrimination on the basis of pregnancy. Since that time, a myriad of federal employment laws – including the Family and Medical Leave Act and the Americans with Disabilities Act – have been enacted, creating confusion for employers and courts alike as to how pregnant workers must be treated in the workplace.
To add to the confusion, the Equal Employment Opportunity Commission issued new guidelines this summer that say pregnancy-related conditions can now be considered disabilities under the ADA. This new direction comes just months before the U.S. Supreme Court is set to hear a case that many employers hope will clarify the law once and for all.
So the question remains: Is it enough to not discriminate? Or must employers go a step further and provide reasonable accommodations?
During this one-hour complimentary webinar, McAfee & Taft employment attorneys Kathy Neal and Courtney Bru discuss this trending topic and what employers should do while they await the Supreme Court’s decision. Topics include:
- Specific prohibitions under the Pregnancy Discrimination Act of 1978
- Navigating the many nuances of the Act
- Insurance coverage requirements for employer-sponsored health plans
- Federal and state leave issues
- What NOT to ask female applicants during the hiring process
- What the Affordable Care Act has to say about nursing employees