Pregnancy Discrimination Avoidance in Ophthalmic Practice Settings

March/April 2015
Julie Proscia
Adminstrative Eyecare Magazine



Traditionally, employment decisions regarding pregnant employees were compared to decisions made with respect to non-pregnant employees to determine whether unlawful discrimination was present. Put more simply, employers were supposed to treat pregnant employees just as the employer treated anyone else. Facially neutral polices were entirely acceptable—which meant that an employer had no obligation to accommodate a pregnant employee if the employer would not also accommodate an otherwise similarly situated non-pregnant employee. New guidance on the Pregnancy Discrimination Act (PDA) from the Equal Employment Opportunity Commission (EEOC) shows that the traditional approach is headed for a change.

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