University of Phoenix
October 29, 2012
In the face of rising technology, globalization, and productivity some workers find themselves at a disadvantage to their efforts to retain employment. To prohibit discrimination, the United States has governed laws that protect the citizens from all types of discriminations. This allows organizations to focus on promoting employment based on a person’s abilities. The two laws chosen for review are the Pregnancy Act of 1978 and Family and Medical Leave Act of 1993. We will also discuss Drug-Free Workplace Act of 1988.
Provide a General summary of each Law
The Pregnancy Discrimination Act of 1978, was an amendment of Title VII of the Civil Rights
Act of 1964 that prohibited sex discrimination on the basis of pregnancy (“U.S. Equal Employment Opportunity Commission”, 2012). That section 701 of the Civil Rights Act of 1964 is amended and states the terms “because of sex” or “ on the basis of sex” include, but not limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions (“U.S. Equal Employment Opportunity Commission”,). The act states women affected by the above terms shall be treated the same for all employment-related purposes. Next, is Family and Medical Leave Act of1993, entitles employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with the continuation of group insurance coverage under the same terms and conditions as if the employee had not taken leave. The final summary describes the Drug-Free Workplace of 1988. This act requires certain related groups to make sure that their workplace is drug free. The importance of this act is that it ensures the safety of all employees by ensuring that no one will be working under the influence of drugs.
For each selected law or issue, locate a present-day court case
The Pregnancy Discrimination Act of 1978
Months ago, a statement was made by a contributor for the Presidential Campaign, suggesting that there is no reason why business owners should be obligated to provide any special provision to the medical health plan in the workplace for female comprehensive insurance plans for contraceptive. This individual felt as if the Federal Health Care Reform Law was not necessary, but the Institution of Medicine, researched and found that access to contraceptive is vital to a woman’s health, and as August 2012, women are able to file Temporary Disability, at work after giving birth or during pregnancy. They can ask for special accommodations because of this medical condition, and the employer must provide insurance which covers any related issues to reproduction.
Family and Medical Leave Act of 1993
The Supreme Court ruled Tuesday that states cannot sue under the Family and Medical Leave Act for refusing to give an employee time off to recover from an illness. One justice said the decision “dilutes the force “of the law that allows millions of working Americans time off to care for sick family members or to have children.
Daniel Coleman asked for a 10-day medical leave to deal with hypertension and diabetes in...