If an employer offers its employees disability

If an employer offers its employees disability coverage, then it must treat pregnancy and
childbirth like any other disability and include it in the plan as a covered condition.
The Pregnancy Discrimination Act of 1978 prohibits using pregnancy, childbirth, or
related medical conditions to discriminate in hiring, promotion, suspension, or
discharge, or in any term or condition of employment. Furthermore, under the act, if an
employer offers its employees disability coverage, then it must treat pregnancy and
childbirth like any other disability, and include it in the plan as a covered condition.
The Pregnancy Discrimination Act is an amendment to Title VII.
The Pregnancy Discrimination Act of 1978 prohibits using pregnancy, childbirth, or
related medical conditions to discriminate in hiring, promotion, suspension, or
discharge, or in any term or condition of employment.
In Faragher v. City of Boca Raton, the employee accused the employer of condoning a
hostile working environment, and the Supreme Court ruled in favor of the employee.
The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any
type of employment. The Age Discrimination in Employment Act (ADEA) permits disparate treatment in those
instances when age is a BFOQ. For example, age is a BFOQ when the Federal Aviation
Agency sets a compulsory retirement age of 65 for commercial pilots or when actors
need to be youthful or elderly to play specific roles.
Under no circumstances may religion be used as a bona fide occupational qualification
(BFOQ).

According to federal laws, asking job candidates about their marital status is not illegal;
however, a firm needs to be able to defend the practice as a BFOQ to avoid raising
discrimination issues.