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• W191917512 abstract "I. INTRODUCTION II. THE SHORT-LIVED, LARGE-SCALE SHIFT FROM UNPAID HOUSEHOLD LABOR TO PAID WORKFORCE ENTRY DURING WORLD WAR II III. 1964 THE CIVIL RIGHTS ACT PROHIBITS WORKPLACE ON THE BASIS OF SEX IV. BEFORE 1978--COURTS ARE DIVIDED AS TO WHETHER PREGNANCY-BASED FALLS WITHIN THE DEFINITIONAL AMBIT OF PROSCRIBED DISCRIMINATION ON THE BASIS OF SEX; EARLY SUPREME COURT JURISPRUDENCE HOLDS THAT IT IS NOT INCLUDED V. 1978--CONGRESS AMENDS TITLE VII WITH THE PREGNANCY ACT A. What is Equal Treatment? 1. Equal Treatment Does Not Mean That An Employer Can Take No Adverse Action Against a Pregnant Employee 2. Equal Treatment Means An Employer Cannot Make Adverse Employment Decisions Based on Assumptions About a Pregnant Employee's Ability to Perform Her Job B. Equal Treatment with Regard to Medical Benefits and Leave 1. Meaning of Equal Treatment with Regard to Medical and Fringe Benefits 2. Meaning of Equal Treatment with Regard to Pregnancy or Maternity Leave VI. BEYOND THE PDA: THE FMLA, OHIO LAW, AND PREGNANCY-RELATED WORKPLACE LEAVE A. Family Medical Leave Act and Pregnancy-Related Workplace Leave B. Ohio Revised Code Chapter 4112, Pregnancy Discrimination and Pregnancy-Related Workplace Leave 1. Ohio Administrative Code Section 4112-5-05 Interprets Chapter 4112 to Require that an Employer Provide its Pregnant Employees Reasonable and Sufficient Leave 2. Ohio Civil Rights Commission's Proposed Revisions to Ohio Administrative Code Section 4112-5-05 3. Has OCRC Gone Too Far? VII. CURRENTLY UNPROTECTED BY LAW: BREAST-FEEDING, BREAST-PUMPING AND RELATED MEDICAL NEEDS A. An Amendment to Title VII May Be Necessary to Protect Lactating-Related Needs of New Mothers B. Proposed Analytical Framework VIII. THE PRACTICAL IMPACT OF TITLE VII AND THE PDA ON WORKPLACE POLICIES AND PROCEDURES: WHAT EQUAL TREATMENT MEANS TODAY A. The Maternal Wall: Women's Workplace Advancement Stymied By Family Caretaker Roles 1. Popular Discourse Regarding Work-Family Balance in 1970s and 80s 2. Modern Discourse Regarding Work-Family Balance: Discrimination Versus Choice and the Opt-Out Hypothesis 3. Redefining Workplace Paradigm: Workplace Policies, Reinforcing Mother-Friendly Workplace Discourse and Implementing Fair Evaluation of Female Employees B. Why Do So Many Women Conclude That They Cannot Balance Family and Career Responsibilities (And Therefore Abandon Their Careers)? IX. CONCLUSION PREGNANT EMPLOYEES, WORKING MOTHERS AND THE WORKPLACE--LEGISLATION, SOCIAL CHANGE AND WHERE WE ARE TODAY I. INTRODUCTION Over past 40 years, courts and employers have struggled to define meaning of Title VII's implicit promise to provide and protect employment opportunities available to certain classes of individuals. Pregnancy-based discrimination has posed an especially difficult challenge. Unlike other proscribed forms of discrimination, unfair treatment of pregnant employees presents a unique analytical wrinkle: only women become pregnant, and women's ability to work is affected by pregnancy (including childbirth and/or related medical conditions). At a minimum, women must take a leave of absence to give birth and recover, physically, from childbirth. A woman with a more physical job--such as a police officer--will undeniably find that her pregnancy complicates her ability to perform that job. …" @default.
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• W191917512 date "2009-06-22" @default.
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• W191917512 title "Pregnant Employees, Working Mothers and the Workplace - Legislation, Social Change and Where We Are Today" @default.
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