{"id":165,"date":"2014-12-08T08:56:00","date_gmt":"2014-12-08T14:56:00","guid":{"rendered":"http:\/\/admin.patheos.com\/blogs\/janetheactuary\/2014\/12\/update-on-young-vs-ups-the-pregnant-workers-fairness-act.html"},"modified":"2015-02-26T22:52:10","modified_gmt":"2015-02-27T04:52:10","slug":"update-on-young-vs-ups-the-pregnant-workers-fairness-act","status":"publish","type":"post","link":"https:\/\/www.patheos.com\/blogs\/janetheactuary\/2014\/12\/update-on-young-vs-ups-the-pregnant-workers-fairness-act.html","title":{"rendered":"Update on Young vs. UPS: the “Pregnant Workers Fairness Act"},"content":{"rendered":"\n<\/head>

Back last week, in commenting on<\/a> the current case at the Supreme Court on accomodations for pregnant women, I observed that the supporters of Peggy Young, asking that UPS be required to accomodate her inability to lift heavy items during pregnancy, we really asking for a change in legislation, because UPS in fact followed the law as written.<\/p>\n

<\/div>\n
Turns out, what they wanted was for the Supreme Court to institute the Pregnant Workers Fairness Act nationwide by fiat. \u00a0What\u2019s happening, instead, is that states are legislating this, which is perfectly appropriate.<\/div>\n
<\/div>\n
Illinois passed its version<\/a> over the summer (it was referenced in an article in today\u2019s paper; I hadn\u2019t read this before), to take effect in 2015: \u00a0it states that\u00a0<\/div>\n

with respect to employment, it is a civil rights violation for an employer to refuse to provide reasonable accommodations for an employee for conditions related to pregnancy, childbirth, or related medical conditions, if she so requests, with the advice of her health care provider <\/p><\/blockquote>\n

according to the law\u2019s official summary, with further definitions of what \u201creasonable accommodation\u201d means. \u00a0Skimming through, what I can\u2019t tell is this: \u00a0if, for instance, an employer accomodates a pregnant woman with greater numbers of bathroom breaks, may these breaks be unpaid? \u00a0If the heavy lifting element of the job is removed, may the pay be reduced to reflect this? \u00a0But presumably these sorts of questions have already been worked out for disability-related accomodations.<\/p>\n

Is this the right law? \u00a0Will it, in fact, impose undue burdens on employers, especially given that there are far more pregnant women than there are people with disabilities? \u00a0I don\u2019t know. \u00a0But I do know that this is a far more honest approach than trying to create the same result through the courts.<\/p>\n

\u00a0<\/p><\/blockquote>\n<\/body><\/html>\n","protected":false},"excerpt":{"rendered":"

Back last week, in commenting on the current case at the Supreme Court on accomodations for pregnant women, I observed that the supporters of Peggy Young, asking that UPS be required to accomodate her inability to lift heavy items during pregnancy, we really asking for a change in legislation, because UPS in fact followed the […]<\/p>\n","protected":false},"author":2209,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[124,123,122],"class_list":["post-165","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-accomodations","tag-discrimination","tag-pregnancy"],"yoast_head":"\nUpdate on Young vs. UPS: the "Pregnant Workers Fairness Act<\/title>\n<meta name=\"description\" content=\"Back last week, in commenting on the current case at the Supreme Court on accomodations for pregnant women, I observed that the supporters of Peggy 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