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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...
Judges are charged with the responsibility to interpret and help administer our nation’s laws. Judges’ decisions govern our lives in many areas, such as the question of when women may bring suit to challenge and change unequal pay practices, and whether health plans and providers impermissibly discriminate against women when they refuse to cover or offer certain reproductive health services.
The latest charge statistics released by the Equal Employment Opportunity Commission (EEOC) raise serious concerns about the persistence of on-the-job discrimination. The number of charges received by the EEOC in FY2008 increased significantly in all categories
Study after study shows that breast-feeding can help lead to healthy outcomes for children, and now a new study shows that it saves tremendously on health care costs.
Muchas mujeres reciben un trato injusto en el trabajo o cuando buscan trabajo por el hecho de estar embarazadas o porque un empleador piense que se puedan quedar embarazadas. Quizá esto le haya ocurrido a usted.
Section 4207 of the Patient Protection and Affordable Care Act gives covered women workers the right to reasonable break times and a private location to express milk at work.
October 31st, 2003 marked the 25th anniversary of the Pregnancy Discrimination Act (PDA).1 Enacted in 1978, the PDA amended Title VII of the Civil Rights Act of 1964 to clarify that the prohibition against sex discrimination in employment includes discrimination on the basis of pregnancy, childbirth, and related medical conditions.
Despite existing protections, pregnant workers in this country still face discrimination. Pregnant workers are forced out of their jobs and denied reasonable accommodations that would enable them to continue working and supporting their families.
While women have made gains in the last four decades, serious barriers to full equality in the workplace remain. Title VII has been one of the main tools for tackling these barriers, helping to root out and eliminate illegal practices – but it has not been enough.
For many women, the path to finding and keeping a job with decent wages and advancement opportunities is strewn with obstacles — from lack of adequate child care, to juggling work and family responsibilities, to dealing with on-the-job discrimination.
Statistics released by the Equal Employment Opportunity Commission (EEOC)—the agency that enforces federal laws prohibiting employment discrimination—raise serious concerns about the persistence of on-the-job discrimination in the current economic climate.
An act to amend Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy.
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