By Lily M. Strumwasser

Thirty-five years ago, Congress passed the Pregnancy Discrimination Act (“PDA”), which outlawed discrimination against pregnant workers. Since then, legislators and employers have taken steps to make the workplace more accessible for pregnant women. Several state and local legislatures have enacted laws requiring employers to provide workplace accommodations to pregnant employees. Most recently, New York City and Philadelphia enacted laws requiring employers to provide a reasonable accommodation to pregnant women and those who suffer conditions related to pregnancy and childbirth. 
Continue Reading

By: Lily M. Strumwasser

 In the EEOC’s Strategic Enforcement Plan for FY 2013-2016, it cautioned employers, corporate counsel, and HR professionals that the commission is ramping up its focus on pregnancy discrimination allegations.  Employers beware – the EEOC is making good on its promise.  The EEOC has recently filed a string of pregnancy discrimination lawsuits and there are no signs that the agency will slow down its pursuit of this topic any time soon.

 The Nuts And Bolts Of Pregnancy Discrimination

 The EEOC’s  approach to cracking down on pregnancy discrimination is linked to frustrations that women are frequently treated with bias when pregnant.  The commission is focusing its resources on litigating pregnancy discrimination allegations in efforts to diminish long-standing stereotypes that pregnant women (or women with children) are less dedicated to their jobs than women or men without children.
Continue Reading