California employers were already required to provide employees with a reasonable break time and a reasonable room or other location, "other than a toilet stall," for the purposes of expressing milk. That, however, is no longer enough thanks to the passage of Assembly Bill 1976 (AB-1976). Employers are now required to make reasonable efforts to provide employees with use of a room or other location, other than a bathroom, for purposes of expressing milk.
Every person is unique and so is their pregnancy. Some pregancies are more difficult than others. While pregnant, many women are diagnosed with a pregnancy-related disability, such as pregnancy-induced hypertension, morning sickness, or gestational diabetes. Women who are suffering from these conditions will often need to take time off from work to avoid further complications.
You were more than excited to share the news with your colleagues that you were going to have a baby. Most people responded positively, some even suggested a baby shower at work. The people who weren't happy, though, were those in charge.
A parent shouldn't have to choose between caring for a sick child and earning enough to put food on the table. A mother should be able to spend time with a newborn without sacrificing her weekly wages. And a seriously ill individual shouldn't be putting himself and the general public at risk just because he is unable to afford missing a day of work. Yet these are exact scenarios that an astonishingly large number of Americans face each and every day. These are the impossible choices American workers face without any law to protect their income when life interrupts work.
In a pregnancy discrimination case scheduled to be heard by the Supreme Court on December 3, Young v. United Parcel Service could resolve a circuit split regarding what accommodations a pregnant employee must be given. While some circuits are willing to find discrimination wherever a pregnant employee is denied accommodations similar to those that would be available to an employee who is injured on the job, most circuits only require an employer to treat a pregnant employee the same as a non-pregnant employee - effectively denying special accommodations.