Unlike other federal laws, such as those protecting employees with disabilities, the PDA does not impose an affirmative duty on employers to accommodate pregnant employees.
Instead, employers must provide reasonable accommodations to pregnant employees only such accommodations are provided to other employees who are temporarily limited in their ability to work.
For example, if your employer offers light-duty work to employees with broken bones or other temporary ailments, it may also be required to offer light duty to pregnant employees with medical restrictions.
On the other hand, if your employer doesn’t offer accommodations to any employees, it won’t be required to give you a flexible schedule or light-duty work under the PDA.
David Payab, Esq. from The Law Offices of Payab & Associates can be reached @ (818) 918-5522 or by visiting http://payablaw.com
