The Pregnancy Discrimination Act – Treating workers equally is key

Description

Abstract: The question before the Third Circuit was whether an employee who was fired after missing work as she recovered from an abortion could sue for pregnancy discrimination under the Pregnancy Discrimination Act. The court held that the employer’s disparate treatment of employees who were on sick leave permitted an inference that the firing was pretextual and ruled that a trial was necessary to resolve fact issues. Doe v. C.A.R.S Protection Plus, 527 F.3d 358 (3d Cir. 2008)