Under the Pregnancy Discrimination Act, if a pregnant employee cannot perform her job because of a pregnancy-related condition, what must the employer do?

Under the Pregnancy Discrimination Act, if a pregnant employee cannot perform her job because of a pregnancy-related condition, what must the employer do?

• A. Provide a reasonable accommodation or leave as appropriate
• B. Place the employee on permanent layoff
• C. Require the employee to take unpaid leave only
• D. Terminate the employee

Answer: (A)

The Pregnancy Discrimination Act requires treating pregnancy and related conditions the same as other temporary disabilities. When a pregnancy-related condition prevents an employee from performing her duties, the employer should first look for a reasonable accommodation that would allow her to continue working. This could include modifying duties, reassigning to a less hazardous or lighter role, adjusting hours or breaks, or providing any other workplace adjustments that do not create an undue hardship for the employer. If an accommodation isn’t feasible, the employer may offer leave consistent with company policy and applicable laws (such as FMLA for eligible employees). The important point is to avoid treating pregnancy as a reason for termination or for denying leave when accommodations or approved leave would be appropriate.

The Pregnancy Discrimination Act requires treating pregnancy and related conditions the same as other temporary disabilities. When a pregnancy-related condition prevents an employee from performing her duties, the employer should first look for a reasonable accommodation that would allow her to continue working. This could include modifying duties, reassigning to a less hazardous or lighter role, adjusting hours or breaks, or providing any other workplace adjustments that do not create an undue hardship for the employer. If an accommodation isn’t feasible, the employer may offer leave consistent with company policy and applicable laws (such as FMLA for eligible employees). The important point is to avoid treating pregnancy as a reason for termination or for denying leave when accommodations or approved leave would be appropriate.