On March 25, the U.S. Supreme Court issued its Young v. UPS opinion, ruling that an employee should have her day in court to determine whether United Parcel Service Inc. violated the Pregnancy Discrimination Act when it denied the employee’s request for a light-duty work accommodation when she was pregnant and restricted from heavy lifting.
While the court’s decision did not provide a bright-line rule as to whether employers must provide light duty and other accommodations to pregnant employees in the same manner as other employees, it provided a framework for pregnant employees to challenge workplace accommodation policies under Title VII of the Civil Rights Act.
