Pregnancy Discrimination CO 8 Part of the Title VII of the Civil Rights Act is the Pregnancy Discrimination Act (PDA) The focus of a PDA claim is whether an employer's policy treats pregnant workers less favorably than it treats non pregnant workers who are similar in their ability or inability to work or whether an employer subjects a pregnant worker to a materially adverse employment action, including a hostile work environment, because of pregnancy Simulation Case Study (Hypothetical) PROMPT Analyze and discuss the attached Case Study according to federal discrimination law In your main post include the answers to the following Cite with hyperlink (so as to share for everyone) at least one federal court case of similar facts that is no older than 2018 and use in your discussion (Similar facts means adverse employment action, such as being demoted or reassigned with lower pay, or terminated from employment, because of pregnancy ) Suggested search databases Google Scholar, Findlaw, Justia 2 What is meant by pretext for discrimination 3 What do you see as possible evidence of discrimination by the employer in the Case Study 4 Based on this Case Study, explain at least one recommendation that is a take away lesson for management in employment practice

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Pregnancy Discrimination CO-8 Part of the Title VII of the Civil Rights Act is the Pregnancy Discrimination Act (PDA). The focus of a PDA claim

Pregnancy Discrimination

CO-8

Part of the Title VII of the Civil Rights Act is the Pregnancy Discrimination Act (PDA). The focus of a PDA claim is whether an employer's policy treats pregnant workers less favorably than it treats non-pregnant workers who are similar in their ability or inability to work; or whether an employer subjects a pregnant worker to a materially adverse employment action, including a hostile work environment, because of pregnancy.

Simulation - Case Study (Hypothetical)

PROMPT

Analyze and discuss the attached Case Study according to federal discrimination law. In your main post include the answers to the following:

Cite with hyperlink (so as to share for everyone) at least one federal court case of similar facts that is no older than 2018 and use in your discussion. (Similar facts means adverse employment action, such as being demoted or reassigned with lower pay, or terminated from employment, because of pregnancy.) Suggested search databases: Google Scholar, Findlaw, Justia 2. What is meant by "pretext for discrimination?" 3. What do you see as possible evidence of discrimination by the employer in the Case Study? 4. Based on this Case Study, explain at least one recommendation that is a take-away lesson for management in employment practice.