The statements below are from EEOC Chair Jenny R. Yang and General Counsel David Lopez, concerning the Supreme Court's decision in Young v. UPS. This case raised the question of whether a pregnant woman was entitled to changes to her job in order to continue working during her pregnancy. The Solicitor General of the United States represented the government's views, including those of the EEOC, as a friend of the court.
Statement of Chair Jenny R. Yang
"Today's decision in Young v. UPS is a clear win for women and families across America," said Chair Jenny R. Yang. "The Court's analysis reflects the broad protection Congress intended when it passed the Pregnancy Discrimination Act in 1978. I am pleased that the Court also recognized that the Americans with Disabilities Act (ADA), as amended, provides important protections for employees with pregnancy-related conditions. As a result of this decision, many pregnant women who were previously denied accommodations will now be entitled to receive them."
Statement of General Counsel P. David Lopez
"This is a significant victory for the rights of pregnant workers," said General Counsel P. David Lopez. "I am pleased the Court rejected the efforts to constrict the rights of pregnant women to workplace fairness. The Commission, of course, remains committed to the ongoing and vigorous enforcement of the prohibitions against pregnancy discrimination."
The Commission's pregnancy discrimination guidance comports with some but not all aspects of the Court's decision. The Commission will make necessary changes to the guidance in accordance with the decision. In 2012, the EEOC convened a public meeting Unlawful Discrimination Against Pregnant Workers and Workers with Caregiving Responsibilities. After that meeting, the Commission began a process to update its pregnancy discrimination guidance. The guidance issued in 2014 covers a range of issues unaffected by the decision including the Pregnancy Discrimination Act's application to current, past, and potential pregnancy; the application of the Pregnancy Discrimination Act to lactation and breastfeeding; the prohibition of forced leave policies; and the application of the ADA to pregnancy-related impairments.