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Essay / Research Paper Abstract
A 5 page research paper that, first of all, describes the Pregnancy Discrimination Act (PDA) and then examines a lawsuit involving the PDA. The writer summarizes the arguments and the Court's decision and concludes with the viewpoint of the writer/tutor on the Court's ruling. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: KL9_khpdaatth.doc
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Unformatted sample text from the term paper:
listed below. Citation styles constantly change, and these examples may not contain the most recent updates. The Pregnancy Discrimination Act Research Compiled
By - properly! The Pregnancy Discrimination Act
(PDA) of 1978 amends Title VII of the Civil Rights Act of 1964 in order to "prohibit sex discrimination on the basis of pregnancy" ("The Pregnancy"). This legislation specifically indicates
that women who are affected by "pregnancy, childbirth or related medical conditions shall be treated the same for all employment-related purposes," which includes receiving any fringe benefits ("The Pregnancy"). The
U.S. Equal Employment Opportunity Commission (EEOC) indicates that this means that companies having 15 or more employees, a well as federal, state, and local governments are prohibited form refusing to
hire a woman because she is pregnant ("Facts about"). If a woman is temporarily unable to work due to her pregnancy, "the employer must treat her the same as any
other temporarily disabled employee" ("Facts about"). This particular aspect of the PDA came under scrutiny by the U.S. Supreme Court in the case of AT&T Corp. v. Hulteen (2009).
The following examination of this case summarizes the arguments and the Courts decision and concludes with the viewpoint of the writer/tutor on the Courts ruling. Facts of the Case:
Four employees of AT&T, Noreen Hulteen, et al, sued their employer, asserting that the formula used for calculating employee pension and retirement benefits was discriminatory against women who had taken
maternity leave. The plaintiffs alleged that this company policy was, therefore, in violation of the PDA due to the fact AT&T policy calculated temporary disability leave as equivalent to service
...