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Pregnancy Discrimination Essay

2426 words - 10 pages

Pregnancy Discrimination in the Workplace
Final Paper
Angela Williams

HRMG 6000 Integrated Studies in Human Resource Management
Instructor: William Tomes
May 18, 2014
Table of Contents
Abstract…………………………………………………………………………………………....3
Introduction…………………………………………………………………………………….….4
Pregnancy Discrimination Act of 1978…………………………………………………..………..4
The Effects of Pregnancy Discrimination…………………………………………………………5
Determining What Counts as Pregnancy Discrimination………………………………...……….6
A Field Experiment…………………………………………………………………..……………7
General Electric Co vs. Gilbert……………………………………………………...…………….7
Asmo vs. Keane Inc…………………………………………………………………………….....8
Disparate Treatment and Disparate ...view middle of the document...

Consequently, there have been laws enacted to protect employees from employer discrimination. Pregnancy discrimination has affected women negatively for so numerous years. Historically, pregnancy discrimination has limited women from a recruitment standpoint, promotion, and financial increases. Pregnant women have had a hard time getting hired to new positions, being promoted on the job, and getting financial increases or raises. This essay will closely examine the inequalities that women have endured today in the workplace and in the past.
Pregnancy Act of 1978
The Pregnancy Discrimination Act (PDA) forbids an employer from using pregnancy, childbirth, or other related conditions as the foundation for treating an employee differently than any other employee with a short-term disability if that employee can carry out the job (Bennett-Alexander & Hartman, 2012). Discrimination is defined as the situation in which someone is treated in a more unfavorable way than someone else is treated, has been treated or would be treated, in a comparable situation (Makela, 2012). It is illegal for employers to evaluate pregnant employees differently from other employees.
Even though pregnancy is labeled as a form of disability; pregnant women still should not be evaluated any different than any other employee. Before the Pregnancy Discrimination Act women could be asked to take a leave of absence or even resign because of their condition. Snell and Bohlander (2010) reports that the Pregnancy Discrimination Act amended the Civil Rights Act of 1964 by stating that pregnancy is a disability and those pregnant employees in covered organizations must be treated on an equal basis with employees having other medical conditions. For instance, it is illegal for employers to deny pregnant women sick leave for morning sickness or pregnancy related illness if sick leave is permitted for other medical conditions. The law also prohibits discrimination in the hiring, promotion, transfer, or termination of women because of pregnancy (Snell & Bohlander, 2010). Women must be evaluated on their specific job functions of the job, and employers must not set dates informing when the employee should take maternity leave. Maternity leave dates must be based solely on the pregnant individual’s ability to perform their job duties.
The Effects of Pregnancy Discrimination Act on Female Labor Supply
The Pregnancy Discrimination Act of 1978 had a strong effect on women who were married in the labor force by developing and structurally estimating a dynamic model of women’s labor force participation (Mukhopadhyay, 2012). This dynamic model was used to show how PDA affected labor supply of married white women. The effects of the PDA on single women or women of other races were not analyzed, and the results obtained in this article may not be easily generalized to those groups.

Determining What Counts as Pregnancy Discrimination
Employers treat pregnant...

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