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The Pregnancy Discrimination Act (PDA) of 1978 (Pub. L. 95–555) is a United States federal statute. It amended Title VII of the Civil Rights Act of 1964 to "prohibit sex discrimination on the basis of pregnancy." [1] [2] The Act covers discrimination "on the basis of pregnancy, childbirth, or related medical conditions."
Pregnancy Discrimination Act of 1978 Johnson Controls, Inc. , 499 U.S. 187 (1991), was a decision by the Supreme Court of the United States establishing that private sector policies prohibiting women from knowingly working in potentially hazardous occupations are discriminatory and in violation of Title VII and the Pregnancy Discrimination Act ...
The Court of Appeals declared this was unconstitutional and illegal discrimination on the basis of sex under both Title VII and the Pregnancy Discrimination Act. This decision ultimately became an important precedent that it is illegal to discharge an employee due to expressing milk or lactation. In 2014 the Supreme Court heard Young v.
The 1978 law, which amended Title VII of the Civil Rights Act of 1964, prohibited discrimination on the basis of pregnancy and marked a major shift for gender equality at time when pregnant women ...
The Pregnancy Discrimination Act amended Title VII in 1978, specifying that unlawful sex discrimination includes discrimination based on pregnancy, childbirth, and related medical conditions. [4] A related statute, the Family and Medical Leave Act, sets requirements governing leave for pregnancy and pregnancy-related conditions. [13]
General Electric Co. v. Gilbert, 429 U.S. 125 (1976), is a 1976 United States Supreme Court case authored by Chief Justice William Rehnquist concerning gender-based discrimination under Title VII of the Civil Rights Act of 1964. In a 6–3 decision, the Court held that pregnancy could reasonably be excluded from an employer's the disability ...
In 1978, the United States Congress passed the Pregnancy Discrimination Act, amending Title VII of the Civil Rights Act of 1964 to "prohibit sex discrimination on the basis of pregnancy," as a direct response to the Court's ruling in General Electric Company v.
Phillips v. Martin Marietta Corp., 400 U.S. 542 (1971), was a United States Supreme Court landmark case in which the Court held that under Title VII of the Civil Rights Act of 1964, an employer may not, in the absence of business necessity, refuse to hire women with pre-school-age children while hiring men with such children.