The EEOC announced today that it has published its Enforcement Guidance on Pregnancy Discrimination and Related Issues. See The Enforcement Guidance, Q&A document, and Fact Sheet which the EEOC says will be available on the EEOC’s website.
Since this was just announced, we wanted to publish the links asap, so we have done so without comment, except to quote from the EEOC announcement below:
“Among other issues, the guidance discusses:
- The fact that the PDA covers not only current pregnancy, but discrimination based on past pregnancy and a woman’s potential to become pregnant;
- Lactation as a covered pregnancy-related medical condition;
- The circumstances under which employers may have to provide light duty for pregnant workers;
- Issues related to leave for pregnancy and for medical conditions related to pregnancy;
- The PDA’s prohibition against requiring pregnant workers who are able to do their jobs to take leave;
- The requirement that parental leave (which is distinct from medical leave associated with childbearing or recovering from childbirth) be provided to similarly situated men and women on the same terms;
- When employers may have to provide reasonable accommodations for workers with pregnancy-related impairments under the ADA and the types of accommodations that may be necessary; and
- Best practices for employers to avoid unlawful discrimination against pregnant workers.”
Let’s discuss this guidance when we all have had the opportunity to digest it.