EEOC sued Trinity Hospital for violating Title VII and the Americans with Disabilities Act $($ADA$)$ because it failed to accommodate a nurse with a pregnancy$-$related health condition by refusing to provide her with a light$-$duty work assignment. EEOC alleged that Trinity provided light$-$duty assignments exclusively to employees that suffered workplace injuries. EEOC has taken the position that under the Pregnancy Discrimination Act of Title VII temporary light duty assignments must be offered to pregnant employees if same accommodation is provided to non$-$pregnant employees. Trinity agreed to a $$95,000$ settlement in addition to the following:

Revise its policies to assure compliance with Title VII and the ADA in requiring accommodations for pregnancy$-$related limitations;

Provide training to its human resources employees and ensure its policies are accessible to its employees; and

Provide the EEOC with periodic reports.

Discussion Question:

What specific recommendations would you make to Trinity for revising its policies regarding light duty assignments and reasonable accommodation?