Week 4 Assignment.doc - 1 Young vs United Parcel Service Inc(2014 Term Sherry Wright POL\/115 American National Government James Newman 2 Young v United

Week 4 Assignment.doc - 1 Young vs United Parcel Service...

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1Young vs United Parcel Service, Inc. (2014 Term)Sherry WrightPOL/115 American National GovernmentOctober 15, 2018James Newman
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2Young v United Parcel Service, Inc. (2014 Term)In 1978 Congress approved the amendment to the Bill of Rights known as the Pregnancy Discrimination Act. It has helped to ensure that one cannot be discriminated against due to pregnancy or childbirth. In the civil liberties case of Young vs. United Parcel Services, not only is the Pregnancy Discrimination Act a critical factor in the ruling, but also the Americans with Disabilities Act (ADA) plays a role. The Supreme Court’s decision on the case represented an essential role in ensuring that those that are pregnant or have given childbirth are treated with the same consideration as those with disabilities and are given a proportionate amount of work to ensure they can maintain their good health and protection of their child. How the Case Came to BePeggy Young was an employee of the United Parcels Services (UPS) during her pregnancy. During that time, her midwife prescribed that she refrains from lifting any weight exceeding 20 pounds. She informed her employer of her doctor’s orders. However, instead of them providing the accommodations for her while pregnant, UPS denied her request. Due to thisPeggy was forced to take unpaid medical leave. Doing so left her without insurance and with more debt, as she was no longer receiving income. (Lapidus, 2018).Young argued that UPS ensured that they upheld the Americans with Disabilities Act, in which they offered accommodations to those with disabilities lighter forms of work. Those that had limitations were given lighter workloads and easier driving routes that required less strenuous activity. The case began in the district court, in which it ruled that UPS was not in
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3violation of Title VII of the Civil Rights Act of 1964. The district court sited that because UPS follows a policy that is founded on being “gender-neutral,” “pregnancy-blind” criteria.
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