Question

Asia Myers worked as a certified nursing assistant at Hope Healthcare Center, a long-term care facility. Early in her pregnancy, she experienced complications and was told by her physician that she could continue to work but should not do any lifting on the job. Myers requested an accommodation from her employer. Even though the long-term care facility had a history of providing light-duty accommodations to employees with temporary lifting restrictions, including workers who had been injured on the job, Myers was told not to return to work until the restrictions were lifted. She was out of work for 34 days with no wages and no health insurance. Myers was able to return to work after her physician determined the complications had passed, but she suffered significant financial hardship from being out of work for more than a month. Myers sued her employers and a settlement was reached. What law was the employer violating? How was this case based on discrimination?

Answer 1

What law was the employer violating?

The Pregnancy Discrimination Act (1978) states that women who are pregnant should not be discriminated in the workplace and they should be considered same for all employment related purposes.

How was this case based on discrimination?

In case of Myer, instead of giving light duties,the physician restricted her from her job for 34 days and that too with no wages and health insurance.