Presenting a live 90-minute webinar with interactive Q&A Accommodating Pregnant Workers After Young v. UPS: Navigating New Obligations Absent Clear Court Guidance Drafting Policies to Avoid Discrimination Claims Under the PDA, ADA and State Laws WEDNESDAY, JULY 15, 2015 1pm Eastern | 12pm Central | 11am Mountain | 10am Pacific Today’s faculty features: Alexis C. Knapp, Shareholder, Littler Mendelson , Houston Christina A. Stoneburner , Partner, Fox Rothschild , Roseland, N.J. Philip R. Voluck, Managing Partner - Pennsylvania Office, Kaufman Dolowich & Voluck , Blue Bell, Pa. The audio portion of the conference may be accessed via the telephone or by using your computer's speakers. Please refer to the instructions emailed to registrants for additional information. If you have any questions, please contact Customer Service at 1-800-926-7926 ext. 10 .
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Strafford CLE July 15, 2015 Webinar A CCOMMODATING P REGNANT W ORKERS A FTER Y OUNG V . UPS N AVIGATING N EW O BLIGATIONS A BSENT C LEAR C OURT G UIDANCE 4
Philip R. Voluck , Managing Partner (Pennsylvania) Kaufman Dolowich & Voluck (215) 461-1100 pvoluck@kdvlaw.com Christina A. Stoneburner , Partner (New Jersey) Fox Rothschild (973) 994-7551 cstoneburner@foxrothschild.com Alexis C. Knapp , Shareholder (Texas) Littler Mendelson, PC (713) 652-4706 aknapp@littler.com 5
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TODAY’S AGENDA • Young v. UPS, 575 US __ (2015), WL 1310745 • 2015 EEOC Enforcement Guidance. • Pregnancy Discrimination Act (“PDA”). • Americans with Disabilities Act, as amended (“ADA”). • State and Local Protections. • Questions and (Hopefully) Answers. 7
YOUNG v. UPS 575 US __ (2015) Appellant with P.R.C. requested light duty. UPS policy granted light duty only to those injured on the job, those with disabilities, and those who failed DOT medical examinations. Courts sided with UPS, validating its policy as “pregnancy blind”. U.S. Supreme Court GRANTED CERT. despite Solicitor General’s Amicus Brief touting “imminent” EEOC Guidance. Circuit Courts split. 8
CIRCUIT COURTS SPLIT Fourth, Fifth, Seventh, Eleventh Circuits. – No light duty for off the job injuries. Sixth, Tenth Circuit. – PDA provides additional protection. Third, Eighth Circuit. – Not unlawful under the PDA to take an adverse employment action against a pregnant employee. 9
THE SUPREME COURT’S (NON) DECISION • Remand To 4 th Circuit. • 6-3 (Breyer). • Requested McDonnell Douglas burden-shifting analysis. 10
2015 EEOC ENFORCEMENT GUIDANCE Originally issued two weeks after Young v. UPS certiorari was granted (July 2014) Addresses ADA, PDA, GINA and more Follows ADA analysis. Expands protections for pregnant workers. – “Regarded As” Being Pregnant. – Covers Current, Past, Potential or Intended Pregnancy & Abortion. Explicitly rejected as not binding by Supreme Court in Young v. UPS . New guidance issued by EEOC after decision (June 25, 2015) — available at: http://www.eeoc.gov/laws/guidance/pregnancy_guidance.cfm 11
PREGNANCY DISCRIMINATION ACT (“PDA”) Amended Title VII in 1978 to prohibit sex discrimination on the basis of pregnancy. The term “pregnancy” includes pregnancy, childbirth, or medical conditions related to pregnancy or childbirth, including recovery from childbirth. Women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes. 12
AMERICANS WITH DISABILITIES ACT, AS AMENDED (“ADA”) Recent changes to the ADA Pregnancy related conditions can be “disabilities” within the meaning of the ADA. Sample accommodations: 1. Allowing a pregnant worker to take more frequent breaks. 2. Keeping a water bottle at a work station. 3. Use of a stool. 4. Alter how job functions are performed. 5. Receive a temporary assignment to a light duty position. 13
PREGNANCY RELATED CONDITIONS (“P.R.C.s”) Employers are expected to accommodate P.R.C.s. Conditions can include back pain, preeclampsia (pregnancy- induced high blood pressure), gestational diabetes, complications requiring bed rest, the after-effects of delivery, and any other related disability that substantially limits one or more major life activity, construed broadly. 14
CONCERNS ABOUT SAFETY AND ABILITY TO PERFORM THE JOB No adverse action based on safety concerns, such as involuntarily moving a pregnant employee to a less stressful (perhaps, lower compensated position). Banning fertile women from jobs with exposure to harmful chemicals is also prohibited. JOB LEAVE An employer may not compel an employee to take leave because she is pregnant, as long as she is able to perform her job (though leave remains one form of reasonable accommodation) 15
LIGHT DUTY An employer is required to treat an employee temporarily unable to perform the functions of her job because of her pregnancy-related condition in the same manner as it treats other employees similar in their ability or inability to work. Evidence of other workers similar in their ability or inability to work who are given light duty. 16
LACTATION DISCRIMINATION Lactation is a P.R.C. Protections under the FLSA. – 1) Reasonable break time to express milk. – 2) In a place other than a bathroom. – 3) For up to 1 year since the child’s birth. State Protections. Don’t forget the FLSA. 17
“POTENTIAL” FOR PREGNANCY According to the EEOC, Title VII “prohibit[s ] an employer from discriminating against a woman because of her capacity to become pregnant .” May get pregnant, undergoing infertility treatments, use contraceptives. No inquiries into intentions relating to starting a family. 18
NEW FATHERS Parental leave must be provided to similarly situated men and women on the same terms. If an employer provides leave to mothers for bonding or caring for a newborn beyond the time necessary for the mother to recuperate from the delivery, the employer must provide the equivalent amount of leave to new fathers for the same purpose. Adoption? 19
CAREGIVERS Caregivers are not a protected class under the pregnancy discrimination laws, but discrimination against workers with caregiving responsibilities may be actionable . – Example: denying job opportunities to women, but not men, with young children, or reassigning due to assumption that a new mother will be less committed to her job. 20
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HARRASSMENT Examples of pregnancy-based harassment: – Unwelcome and offensive jokes or name-calling – Physical assaults or threats – Intimidation, Ridicule – Offensive objects or pictures – Interference with work performance motivated by pregnancy, childbirth, or breastfeeding Pregnancy-Related Comments as Direct Evidence of Discrimination. 22
STATE AND LOCAL PROTECTIONS 45 States now have laws for pregnancy accommodations, with many going beyond the federal requirements. Other Jurisdictions: – New York City: ERs with 4 or more EEs must reasonably accommodate an employee’s needs relating to her pregnancy, childbirth or related medical condition, absent employer undue hardship. New York, N.Y., Int. No. 974-A (Oct. 2, 2013). 23
STATE & LOCAL PROTECTIONS CON’T. – Philadelphia: ERs with at least 1 (non-family member) EE must reasonably accommodate upon the employee’s request, absent employer undue hardship. Philadelphia, Pa., Code §§ 9 1102(h), 9-1128 (2014). – New Jersey: All ERS must make reasonable accommodation to a female employee affected by pregnancy, childbirth, or medical conditions related to pregnancy or childbirth, including recovery from child birth, when she requests accommodation based on advice of her physician, absent employer undue hardship. N.J. Stat. Ann. § 10:5-12(s) (2013). 24
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