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Symphysis pubis dysfunction (SPD), commonly known as pubic symphysis dysfunction or lightning crotch, [1] is a condition that causes excessive movement of the pubic symphysis, either anterior or lateral, as well as associated pain, possibly because of a misalignment of the pelvis.
The Pregnant Workers Fairness Act is a United States law meant to eliminate discrimination and ensure workplace accommodations for workers with known limitations related to pregnancy, childbirth, or a related medical condition. [1] It applies to employers having fifteen or more employees. [2]
Proponents have also claimed that adults may also show signs of sensory processing difficulties and would benefit for sensory processing therapies, [71] although this work has yet to distinguish between those with SPD symptoms alone vs adults whose processing abnormalities are associated with other disorders, such as autism spectrum disorder. [72]
California Federal S. & L. Assn. v. Guerra, 479 U.S. 272 (1987), is a US labor law case of the United States Supreme Court about whether a state may require employers to provide greater pregnancy benefits than required by federal law, as well as the ability to require pregnancy benefits to women without similar benefits to men.
Bipartisan support for the Social Security Fairness Act The Social Security Fairness Act , one of the most bipartisan bills in Congress this session, aims to repeal WEP and GPO.
In 2009 the Supreme Court again addressed pregnancy discrimination with their ruling in AT&T Corp. v. Hulteen that held that maternity leave taken before the passage of the 1978 Pregnancy Discrimination Act cannot be considered in calculating employee pension benefits, therefore essentially implying that the Pregnancy Discrimination Act is not ...
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."
The Act mandates that employers must treat “women affected by pregnancy . . . the same for all employment-related purposes . . . as other persons not so affected but similar in their ability or inability to work.” [2] However, the Act provides exceptions for a "legitimate, nondiscriminatory, nonpretextual justification for these differences ...