Great expectations – Employee requests pregnancy accommodation — with mixed results

Description

Abstract: Employers should always be careful when weighing pregnancy accommodation requests, even when they’re following facially neutral policies. As this article shows, an employer must do more than provide nondiscriminatory reasons for its failure to accommodate a pregnant worker. It should ensure its policies don’t significantly burden one class of employees. Legg v. Ulster County, No. 14-3636, April 26, 2016 (2nd Cir.) Young v. United Parcel Service, Inc., No. 12-1226, March 25, 2015 (U.S.)