Accomodating light sensitive employee
By the end of October, the stress was enough for Grady’s doctor to write a note to her employer recommending that she limit her hours to eight each day.Maternal stress in the early months of pregnancy can affect fetal brain development and can lead to low birth weight and preterm labor, according to a 2009 study published in Grady made the request to her supervisor and the HR director, and they asked her to track her hours and activities, along with keep notes on how she felt, for three weeks.
"Pregnant women often are forced to make an impossible choice," says Emily Martin, vice president and general counsel at the National Women’s Law Center (NWLC) in Washington, D. Women must decide between losing income at a time they can least afford it and risking their health and pregnancy.It also rejected the UPS defense that, because its distinction was based solely on workers’ compensation status, pregnancy discrimination had not occurred.Instead, the Court adopted a three-step approach: In effect the Court established a balancing test, though it offered no hints as to what a "legitimate employer interest" might be.It did say that any employer's claim that adding pregnant workers is less convenient or more expensive would not hold. Related: How to Handle Multiple Employees Having Babies All At Once Finally, and perhaps most important, supervisors and those above them should receive training on pregnancy discrimination, covering such issues as: Training on these issues will do more than help keep an entrepreneur out of court; it will foster a culture in which pregnant women know they are valued so that they can contribute their best to the organization’s mission.When Anycia Grady, a clinical social worker, became pregnant in September 2013, her happiness was tempered by concern about the stress that her 12-hour-a-day job could have on her pregnancy.It was the latter law under which Patricia Young, a part-time driver, sued UPS.
At the time, UPS drivers like Young were required to lift parcels weighing up to 70 pounds.
"While Congress didn’t specify pregnancy-related conditions in the amendments, they became covered by virtue of the expanded definition," says Brian Mc Dermott, a partner at the law firm Ogletree Deakins in Indianapolis.
"Because more conditions are now covered, plaintiffs’ lawyers are more optimistic about their chances of winning pregnancy discrimination cases—and thus more claims are filed."In fiscal year 2011, the U. Equal Employment Opportunity Commission (EEOC) received 5,797 charges of discrimination alleging pregnancy discrimination, up from 4,901 in 2006.
After hearing frightening news at her first ultrasound appointment, she took matters into her own hands.
"The baby wasn’t growing on schedule and wasn’t showing enough movement," she recalls.
Medical opinion on what pregnant women can and should do has changed over the decades.