UPS

  • March 5, 2012
    Guest Post

    By Ariela Migdal, Senior Staff Attorney, ACLU Women's Rights Project


    Peggy Young delivered letters and packages sent by air for UPS. When she got pregnant after struggling with infertility and IVF, her doctor recommended that she not lift more than 20 pounds. She asked UPS, where she had worked since 1999, for a "light duty" assignment, so that she could continue working through her pregnancy. 

    UPS said no. It explained that its policy was to offer light duty assignments or "inside" jobs to lots of different kinds of workers who were temporarily unable to perform their regular tasks:  workers who were injured on the job, workers with a qualifying disability under the Americans with Disabilities Act, workers who lose their commercial driving licenses because of an off-the-job injury, and workers involved in a car accident.

    As a result, Peggy was put on unpaid leave with no medical coverage.

    Sound illegal? It is, and has been since 1978, when Congress amended the civil rights laws to require employers to treat pregnant workers the same as any other worker who is similar in his or her ability or inability to do the job. The Pregnancy Discrimination Act of 1978 is supposed to guarantee that, if the boss offers any other class of temporarily disabled workers a benefit or accommodation – like light duty, extra bathroom breaks, access to water, or a modified schedule – pregnant workers are given the same treatment.