Mr. Speaker, Sunday, we celebrated Mother's Day. Today, we act to protect mothers-to-be. Every pregnant worker deserves the opportunity to support their family without risking the health of their pregnancy. Yet, pregnant workers,…
Mr. Speaker, Sunday, we celebrated Mother's Day. Today, we act to protect mothers-to-be.
Every pregnant worker deserves the opportunity to support their family without risking the health of their pregnancy. Yet, pregnant workers, especially those in low-wage and physically demanding jobs, are often forced to choose between their health and a paycheck.
The Pregnant Workers Fairness Act will correct these flaws in our system to ensure that pregnant women are treated fairly in the workplace.
Women carried the brunt of losses during the pandemic, losing a net 5.4 million jobs. We need to make it easier for them to get back to work, and that must include pregnant women.
I am proud that my home State of New Mexico passed legislation to protect pregnant workers, with bipartisan support, last year. It is time for Congress to do the same.
Mr. Speaker, I include in the Record a letter from the ACLU in support of the Pregnant Workers Fairness Act.
May 11, 2021.
Re Vote YES for the Pregnant Workers Fairness Act (H.R.
1065).
Dear Members of Congress: On behalf of the American Civil
Liberties Union, and our more than 1.8 million members,
supporters, and activists, we write to express our support
for H.R. 1065, the Pregnant Workers Fairness Act. This
critical legislation would combat an all-too-common form of
pregnancy discrimination while also providing employers much-
needed clarity on their obligations under the law. We urge
all members of the House of Representatives to vote in favor
of this measured, bipartisan, and longoverdue legislation.
The ACLU has long fought to advance women's equality and
opportunity by challenging laws and policies that
discriminate against women in the workplace and by
dismantling the stereotypes that constrain women's full
engagement and participation at work. Although the Pregnancy
Discrimination Act has played a critical role over the past
40 years in securing women's place in the workforce, too many
women continue to be marginalized at work because of their
decision to become pregnant and have children. This kind of
discriminatory treatment has become most obvious when
pregnant workers--predominantly women in physically demanding
or male-dominated jobs, low-wage workers, and women of
color--request temporary accommodations to address a medical
need and instead are terminated or placed on unpaid leave,
causing devastating economic harm. The Pregnant Workers
Fairness Act would respond to this problem by requiring
employers with fifteen or more employees to provide
reasonable and temporary accommodations to pregnant workers
if doing so would not impose an undue hardship on the
business.
Pregnancy Discrimination, the PDA, and Young v. UPS, Inc.
Pregnancy and childbirth are often locus points for
discrimination against women in the workforce. Policies
excluding or forcing the discharge of pregnant women from the
workplace were common in the 1970s and reflected the
stereotype that a woman's primary or sole duties were to be a
homemaker and raise children. The adoption of the Pregnancy
Discrimination Act (PDA) in 1978, an amendment to Title VII
of the Civil Rights Act of 1964, established that
discrimination because of ``pregnancy, childbirth, and
related medical conditions'' was a form of discrimination
``because of sex.'' It was intended to dismantle the
stereotype, and the policies based on it, that viewed
pregnant women's labor force participation as contingent,
temporary, and dispensable without regard to their individual
capacity to do the job in question.
The PDA also required employers to treat pregnant workers
the same as other temporarily disabled workers because
Congress recognized that working women contributed to their
families' economic stability and should not have to choose
between a career and continuing a pregnancy. Despite the PDA,
pregnancy discrimination persists, and for many years courts
routinely ruled against workers who brought pregnancy
accommodation cases where they alleged discrimination when an
employer provided a job modification to an employee
temporarily unable to work but failed to do the same for a
pregnant worker.
In Young v. United Parcel Service, Inc., the Supreme Court
granted certiorari to resolve a split in the Circuits and for
the first time addressed the PDA's application in the context
of an employee who needed an accommodation due to pregnancy.
The Court concluded that the statute's mandate applied with
equal force in these circumstances and articulated a modified
analysis for failure-to-accommodate cases. The Court also
offered a new pretext analysis that plaintiffs may rely on
when litigating claims under the PDA's second clause. Since
Young, the reflexive approval of employer policies favoring
workers with occupational injuries has largely disappeared.
However, the bright-line deference to employer policies, and
the overbroad reading of such policies as ``pregnancy-
blind,'' has been replaced, in many instances, with an unduly
demanding standard for plaintiffs in making a showing of
differential treatment--even at the initial pleading stage,
prior to having the benefit of discovery. This trend
undermines Young's intent of demanding that employers justify
failures to accommodate pregnancy. Instead, they impose
unwarranted--and often insurmountable--burdens of proof on
pregnant workers that increasingly confer ``least favored
nation'' status on the protected trait of pregnancy. The
stories of clients the ACLU has represented--both as direct
counsel and as lead amicus--illustrate the harm:
Lochren v. Suffolk County: Sandra Lochren and five other
police officers sued the Suffolk County Police Department
(SCPD) for refusing to temporarily reassign pregnant officers
to deskwork and other non-patrol jobs, even though it did so
for officers injured on the job. But for those officers who
opted to keep working patrol, SCPD also failed to provide
bulletproof vests or gun belts that would fit
pregnant officers. Their only safe option was to go on
unpaid leave long before their due dates.
Cole v. SavaSeniorCare: When Jaimie Cole, a certified
nursing assistant, was in her third trimester, she developed
a high risk of preeclampsia, a condition that can lead to
preterm labor or even death. Her doctor advised her not to do
any heavy lifting. Cole's
job required her to regularly help patients in and out of bed
and assist with bathing, so she asked for a temporary light
duty assignment. Instead, her employer sent her home without
pay for the rest of her pregnancy.
Myers v. Hope Healthcare Center: Asia Myers, a certified
nursing assistant, experienced complications early in her
pregnancy and was told by her doctor that she could continue
to work, but should not do any lifting on the job. Although
her employer had a history of providing light duty to workers
with temporary lifting restrictions, Myers was told not to
return to work until her restrictions were lifted. She was
out of work for over a month with no income or health
insurance coverage.
Hicks v. City of Tuscaloosa: Stephanie Hicks, a narcotics
investigator with the Tuscaloosa Police Department in
Alabama, wanted to breastfeed her new baby, but her
bulletproof vest was restrictive, painful, and prone to
causing infection in her breasts. She asked for a desk job
but her employer refused, even though it routinely granted
desk jobs to officers unable to fulfill all of their patrol
duties. Instead, it offered her an ill-fitting vest that put
her at risk.
Legg v. Ulster County: Corrections Officer Ann Marie Legg
was denied light duty during her pregnancy, even though
Ulster County gave such assignments to guards injured on the
job. In her third trimester, Legg had to intervene in a
fight, prompting her to go on leave rather than face future
risks.
Allen v. AT&T Mobility: Cynthia Allen lost her job because
she accumulated too many ``points'' under AT&T Mobility's
punitive attendance policy due to pregnancy-related symptoms
such as nausea. The policy makes accommodation for late
arrivals, early departures, and absences due to thirteen
enumerated reasons, some medical and some not, but none due
to pregnancy and pregnancy-related symptoms.
Durham v. Rural/ Metro Corp: Michelle Durham was an EMT in
Alabama whose job often required her to lift patients on
stretchers into an ambulance. When she became pregnant, her
health care provider imposed a restriction on heavy lifting.
Durham asked Rural/Metro for a temporary modified duty
assignment during her pregnancy, but was rejected, despite
the company's policy of giving such assignments to others.
She was told her only option was to take unpaid leave.
Why Congress Should Pass the Pregnant Workers Fairness Act
It is indisputable that Young was an important step forward
to combat pregnancy discrimination. Yet, too many pregnant
workers continue to face insurmountable obstacles in HR
offices, where employers misunderstand their obligations
under the PDA, and in courtrooms across the country, where
judges use Young to hinder access to needed accommodations.
Despite the clear mandates of the PDA, the current legal
landscape leaves exposed and unprotected those pregnant
workers who want to continue working while maintaining a
healthy pregnancy.
Similarly, many pregnant workers have not found protection
or recourse under the Americans with Disabilities Act of 1990
because absent complications, pregnancy is not considered a
disability that substantially limits a major life activity.
This legal reality means that many of the symptoms of a
normal pregnancy that can disrupt a worker's ability to do
her job--such as extreme fatigue, morning sickness, or
limitations on her mobility--are not entitled to
accommodation. Moreover, many pregnant workers seek
accommodation precisely because they wish to avoid the
conditions that might disable them or endanger their
pregnancy. Yet because the ADA is so expansive with respect
to other conditions that qualify as disabilities, the
population of non-pregnant workers entitled to reasonable
accommodation is exponentially larger than when the PDA was
enacted more than 40 years ago. Accordingly, without such
express entitlement to accommodation, pregnant workers face
an untenable ``least favored nation'' status in the
workplace.
The simple solution to this no-win situation is the
Pregnant Workers Fairness Act. This legislation, modeled
after the ADA and using a framework familiar to most
employers, takes a thoughtful and measured approach to
balancing the needs of working people and employers by
requiring businesses with fifteen or more employees to
provide workers with temporary, reasonable accommodation for
known limitations related to pregnancy, childbirth, or
related medical conditions if doing so would not place an
undue hardship on business. It also prohibits employers from
forcing a pregnant employee to take a leave of absence if a
reasonable accommodation can be provided; prevents employers
from denying job opportunities to an applicant or employee
because of the individual's need for a reasonable
accommodation; prevents an employer from forcing an applicant
or employee to accept a specific accommodation; and prohibits
retaliation against individuals who seek to use PWFA to
protect their rights.
At a time when women constitute nearly 60 percent of the
workforce and contribute significantly to their families'
economic well-being, passage of PWFA is a dire necessity.
When a pregnant worker is forced to quit, coerced into taking
unpaid leave, or fired because her employer refuses to
provide a temporary job modification, the economic impact can
be severe; if she is the sole or primary breadwinner for her
children, as nearly half of working women are, her entire
family will be without an income when they most need it. She
further may be denied unemployment benefits because she is
considered to have left her job voluntarily. She may have few
if any additional resources on which to rely. PWFA ensures
that women would not face such devastating consequences.
Instead, it treats pregnancy for what it is--a normal
condition of employment.
PWFA promotes women's health. Accommodations make a
difference in physically demanding jobs (requiring long
hours, standing, lifting heavy objects, etc.) where the risk
of preterm delivery and low birth weight are significant. The
failure to provide accommodations can be linked to
miscarriages and premature babies who suffer from a variety
of ailments. This bill would be an important contribution in
the fight to improve maternal health and mortality.
There is also a strong business case for PWFA. Providing
pregnant employees with reasonable accommodations increases
worker productivity, retention, and morale, and reduces
health care costs associated with pregnancy complications.
PWFA can also reduce litigation costs by providing greater
clarity regarding an employer's legal obligations to pregnant
workers. In fact, the U.S. Chamber of Commerce stated that
PWFA would establish ``clear guidelines and a balanced
process that works for employers and employees alike.''
Additionally, a group of leading private sector employers
expressed their support for PWFA and noted ``women's labor
force participation is critical to the strength of our
companies, the growth of our economy and the financial
security of most modern families.''
Finally, 30 states across the political and ideological
spectrum have recognized the benefits of providing reasonable
accommodations to pregnant workers. Congress should ensure
that all pregnant workers, not just some, have the
protections they need.
It is time for Congress to act and pass the Pregnant
Workers Fairness Act.
Sincerely,
Ronald Newman,
National Political Director.
Gillian Thomas,
Senior Staff Attorney.
Vania Leveille,
Senior Legislative Counsel.