In an important ruling for employers, the Fourth Circuit
recently underscored that the Pregnancy Discrimination Act (PDA)
does not require employers to provide pregnant workers with special
accommodations. Young v. United Parcel Service, Inc., No. 11-2078
(4th Cir. Jan. 9, 2013). When Peggy Young became unable to lift
heavy packages due to her pregnancy, she asked UPS, her employer,
to accommodate her by putting her on the light work duty that it
offered to disabled workers and those injured on the job. Young
filed suit after UPS refused.
Young and amicus supporters like the American Civil Liberties
Union argued that, because UPS offered light duty work to certain
nonpregnant workers, the PDA required it to extend the same
treatment to pregnant workers. The Fourth Circuit found, however,
that Young was treated the same as the general category of
employees who were unable to lift as a result of an off-the-job
injury or illness but were not disabled within the meaning
