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A summary of existing state and local laws that require employers to provide reasonable accommodations to pregnant workers.
In just three months since the publication of Expecting Better, states have continued to make progress for working families. This update captures these essential and much-needed developments.
The amici argue that denying pregnant workers job modifications that are granted to others similar in their ability or inability violates the Pregnancy Discrimination Act and contravenes sound health, economic and social policy.
ISSUE BRIEF | The question before the U.S. Supreme Court in Young v. UPS is whether, and in what circumstances, an employer that accommodates non-pregnant employees must accommodate pregnant employees.
REPORT | Expecting Better is a comprehensive analysis of state laws and regulations governing paid leave and workplace rights for new parents in the United States.
DATA BRIEF | Holding a job is the new normal for pregnant women in the United States, but many encounter significant barriers to success on the job and at home, according to a survey of new and expecting mothers.
A guide to understanding the Pregnancy Discrimination Act and your right to work and seek employment free from discrimination based on pregnancy.
FACT SHEET | The Pregnancy Discrimination Act of 1978 was an important step toward workplace equality for America’s women, but pregnancy discrimination persists. It is well past time to fulfill the law's promise.
A review of concrete steps the 113th Congress can and should take to prohibit discrimination and expand opportunities and eliminate sexual harassment in the workplace.
Three-quarters of women entering the workforce will be pregnant and employed at some point. Most pregnant women are in the workforce. Among women who had a child in 2011, 62 percent were in the labor force.
FACT SHEET | The connection between the Americans with Disabilities Act and the Pregnant Workers Fairness Act.
Dear Representative Nadler: On behalf of the Coalition for Quality Maternity Care (CQMC), a coalition of national professional, consumer, and human rights organizations that promote high quality maternity care for all women and newborns, we write to thank you for your efforts to address pregnancy discrimination and promote healthy pregnancies by championing the Pregnant Workers Fairness Act (H.R.5647). The CQMC is proud to endorse this legislation that would promote the health and economic security of pregnant women, their babies, and their families.
The U.S. Women's Chamber of Commerce is the leading advocate on women's economic issues. Our members - both business owners and careerists - respect the needs of women to support themselves and their families. Today, more than ever, it is important that women workers have work environments where they can remain productive and earning income for their families.
Despite existing protections against discrimination, pregnant workers in this country still face discrimination every day. Pregnant workers are forced out of their jobs and denied reasonable accommodations that would enable them to continue working and supporting their families.
This document provides accounts of pregnant workers who were denied minor adjustments to their job duties that they needed to continue safely working throughout pregnancy. It also explains the painful health and economic consequences to these workers and their families.
Appellant Peggy Young, a driver for United Parcel Service, Inc. (UPS) delivering packages sent by air, asked her employer for a “light duty” assignment after her doctor recommended that she not lift more than twenty pounds while pregnant.
My name is Judith Lichtman, and I am Senior Advisor for the National Partnership for Women & Families. I greatly appreciate this opportunity to speak to you today about the persistent problem of workplace discrimination against pregnant women and caregivers.
Pregnancy discrimination complaints are on the rise – and have been for a very long time...
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