Which Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions, and requires treatment of pregnant applicants or employees in the same manner as other applicants or employees with similar abilities or limitations?

Which Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions, and requires treatment of pregnant applicants or employees in the same manner as other applicants or employees with similar abilities or limitations?

• A. Family Medical Leave Act
• B. Pregnancy Discrimination Act
• C. Americans with Disabilities Act
• D. Older Workers Benefit Protection Act

Answer: (B)

The main concept tested is protection against pregnancy-related discrimination in the workplace and the requirement to treat pregnant applicants or employees the same as others with similar abilities or limitations. The Pregnancy Discrimination Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. It ensures that an employer cannot make hiring, firing, promotion, pay, or job assignment decisions influenced by pregnancy, and it requires parity in accommodations for pregnancy-related conditions—so a pregnant employee should receive the same consideration as someone with a similar temporary limitation. It’s distinct from other laws: the Family Medical Leave Act deals with providing job-protected leave, not with discriminatory treatment; the Americans with Disabilities Act addresses disability discrimination (pregnancy itself isn’t automatically a disability, though some pregnancy-related conditions can be disabilities); and the Older Workers Benefit Protection Act concerns benefits for older workers, not pregnancy.

The main concept tested is protection against pregnancy-related discrimination in the workplace and the requirement to treat pregnant applicants or employees the same as others with similar abilities or limitations. The Pregnancy Discrimination Act prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. It ensures that an employer cannot make hiring, firing, promotion, pay, or job assignment decisions influenced by pregnancy, and it requires parity in accommodations for pregnancy-related conditions—so a pregnant employee should receive the same consideration as someone with a similar temporary limitation.

It’s distinct from other laws: the Family Medical Leave Act deals with providing job-protected leave, not with discriminatory treatment; the Americans with Disabilities Act addresses disability discrimination (pregnancy itself isn’t automatically a disability, though some pregnancy-related conditions can be disabilities); and the Older Workers Benefit Protection Act concerns benefits for older workers, not pregnancy.