Monthly Archives: May 2015

Megan Toth

In the last two months, the U.S. Supreme Court has decided three different cases, all of which have significant implications for employers as discussed below.

1. Young v. UPS: Broad Pregnancy Accommodations at the Federal Level

Although many states’ laws already require broad accommodation policies for pregnancy related disabilities, the recent Supreme Court decision in Young v. UPS, indicates federal law favors and may require the same. In Young v. UPS, UPS denied a pregnant employee’s request for light duty assignment because she was “equivalent to an employee injured off the job,” and thus, did not qualify for light duty assignment under UPS’ accommodation policy. The employee, therefore, filed claims against UPS for violation of the Pregnancy Discrimination Act and for sex discrimination under Title VII. The District Court of Maryland found that UPS’ policy was not discriminatory and granted UPS’ Motion for Summary Judgment – because no similarly situated comparator was treated more favorably, and the employee could not show UPS’ non-discriminatory reason was pretext. The Fourth Circuit affirmed, and the employee appealed to the Supreme Court.