A federal court recently ruled that an employer’s rigid application of its light-duty policy could be used as evidence of pregnancy discrimination.  The employer had a policy of providing light-duty jobs only to employees with on-the-job injuries, which the Court here, and the EEOC (Equal Employment Opportunity Commission) in general, have blessed as not showing disability bias against those with impairments caused off-the-job.  Here, however, a pregnant certified nursing assistant who had a temporary lifting restriction was denied a light-duty job.  Since her job required lifting in assisting nursing home residents, the employer considered her to have “resigned” when the employee gave notice of the doctor’s restrictions.  The employee sued.
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