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Young v. United Parcel Service, Inc.

Articles Discussing Case:

Supreme Court's Decision in Discrimination Case Creates New Standard, Prompts Review of Employers' Pregnancy Accommodation Policies

Nexsen Pruet • April 09, 2015
The U.S. Supreme Court has revived a pregnancy discrimination lawsuit brought by a part-time employee who had been placed on unpaid leave while she was expecting a baby – a decision that puts employers on notice that they should review their policies for accommodating pregnant employees. Young v. United Parcel Service, Inc., No. 12–1226, __ U.S. ___ (2015).

Supreme Court Delivers New Life to Pregnancy Discrimination Claim

FordHarrison LLP • March 27, 2015
Executive Summary: On March 25, 2015, the United States Supreme Court issued an opinion that redefines the standard for disparate treatment claims under the Pregnancy Discrimination Act (PDA). In Young v. United Parcel Service, Inc., the Court applied the McDonnell Douglas burden-shifting standard to the plaintiff's PDA claim, but held that even where an employer offers an apparently legitimate nondiscriminatory reason for its actions, plaintiffs can, nevertheless, overcome this reason and establish pretext by providing sufficient evidence that the employer's policies impose a "significant burden on pregnant workers," and that the employer's legitimate, nondiscriminatory reason is "not sufficiently strong to justify the burden." The Justices split 6-3 with the lead opinion authored by Justice Breyer.

Supreme Court Gives Pregnant Employees a Path Toward Securing Workplace Accommodations

Franczek Radelet P.C • March 26, 2015
All across America this morning, pregnant employees are screaming out in muted shouts of joy and giving each other belly bumps.

Supreme Court Strikes Down Employer's Light Duty Policy in Pregnancy Discrimination Case

Fisher Phillips • March 26, 2015
Today, the U.S. Supreme Court ruled in a 6-3 decision that an employee should have her day in court to determine whether or not United Parcel Service, Inc. violated the Pregnancy Discrimination Act when it denied light-duty work to a pregnant employee who was restricted from heavy lifting by her medical provider.

Supreme Court Forges New "Significant Burden" Interpretation of the Pregnancy Discrimination Act

Ogletree Deakins • March 26, 2015
On March 25, 2015, the Supreme Court of the United States settled a controversy surrounding an employer’s policy that provided light-duty work for certain employees (including some disabled employees) but not for pregnant workers.

What Will Be the Fate of Your (Facially Neutral) Light-Duty Policies After Young v. UPS?

Ogletree Deakins • February 24, 2015
With its forthcoming decision in Young v. United Parcel Service, Inc., the Supreme Court of the United States is expected to bring some much-needed clarity to the issue of what the Pregnancy Discrimination Act (PDA), 42 U.S.C. §2000e(k), requires of employers. The case involves the legality of a policy that makes light-duty work available to certain workers, but not to pregnant employees. The employee-driver who brought the suit claims that the PDA requires that the policy offer light-duty work to pregnant workers as well. The employer has argued that the law merely requires employers to treat pregnant employees the same way it treats nonpregnant employees that are similar in their abilities—which it claims its light-duty policy has done.