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Last April, the Supreme Court ruled in favor of Peggy Young, a UPS driver who claimed she was the victim of unlawful pregnancy discrimination when she was denied a routine workplace accommodation that was made available to many other workers with similar limitations. The Court ruled in her favor, vacating the grant of summary judgment to United Parcel Service (UPS) and remanding for a new trial on whether the benefits to the employer outweighed the burden on the employees.

On remand, Peggy Young’s case was settled; UPS agreed to pay damages in an undisclosed amount. She deserves whatever she got (and probably more). But she is not the only beneficiary of this ruling. It provides a much-needed course correction to stop federal and state courts from dismissing pregnancy discrimination after a superficial review of the complaint and a misapplication of the law. Some recent opinions, which will be discussed in this column, make this effect evident.



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