Pregnancy Discrimination Act

Pregnancy Discrimination Act (PDA), a 1978 amendment to Title VII of the Civil Rights Act of 1964, prohibits workplace discrimination on the basis of pregnancy.   The impetus for the act was a 1976 Supreme Court decision, General Electric v. Gilbert, in which the Court held that denial of benefits for pregnancy-related disability was not discrimination based on sex (Gelb,1996).   This holding echoed past management decisions by which married women faced job discrimination and pregnant women were routinely fired.   By 1977, women made up more than 45 percent of the labor force, but only one-quarter had insurance plans that allowed sick leave for pregnancy-related illness.   Reaction to the Gilbert decision was swift.   Women’s organizations, feminists, labor and civil rights advocates, and some right-to-life groups formed a coalition known as the Campaign to End Discrimination Against Pregnant Workers to seek legislative relief from the Court’s decision.   Legislation to amend Title VII and overturn Gilbert was introduced in Congress in 1977 and passed, as the Pregnancy Discrimination Act, one year later.
Federal Pregnancy Discrimination Act 1978
The Federal Pregnancy Discrimination Act, which became effective in October 1978, states the discrimination on the basis of pregnancy, childbirth, or related medical conditions are unlawful under the Title VII of the Federal Civil Rights Act.   This Act ensures that women, affected by pregnancy and related conditions, are rated on the basis of their ability or inability to work.   Therefore, it is unlawful to terminate or refuse to hire or promote because of pregnancy be

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accorded disability benefits, sick leave and health insurance at least on the same basis as employees unable to work for other medical reasons.
Disability Act
There are many reasons why the Americans with Disabilities Act were passed.   All are very different, but similar in that they all relate to one subject.   It was created to make it easier for... [continues]

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