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.
Home > Federal Law Articles > Sex and Gender Discrimination > Pregnancy Discrimination > Supreme Court Delivers New Life to Pregnancy Discrimination Claim