575 U.S. 206 (2015)
Young v. United Parcel Service, Inc.
Did UPS's refusal to provide accommodations to a pregnant worker, which it provided to other employees similar in their ability or inability to work, violate the Pregnancy Discrimination Act?
Under the Pregnancy Discrimination Act, employers must treat pregnant employees the same as they do other employees who are similar in their ability or inability to work.
The Supreme Court held that the case should be remanded for trial because Young created a genuine dispute regarding whether UPS provided more favorable treatment to non-pregnant employees with similar work limitations.
This case is significant as it clarifies how the Pregnancy Discrimination Act should be applied to employer accommodation policies. Young v. UPS demonstrates the Court's approach to assessing pregnancy discrimination claims using burden-shifting frameworks, similar to other discrimination cases under Title VII. This ruling is especially relevant for employees and employers as it impacts workplace policies regarding accommodations for pregnancy.