b'isalawproposedinCongressnowentitledthePregnantfather himself, treats Lilly perfectly during pregnancy and gives Worker Fairness Act which would essentially make the EEOCsher three months maternity leave even though his company is guidance law. In the near future, the legal requirements maynot required to do so. Billy even pays Lilly half wages during match the EEOCs guidance, so it cant hurt to start abiding byher leave.When she returns, Billy welcomes her back into the the rules now. company. Months later, however, when it comes time to choose Common Situations: a manager for the company so Billy can take more time off, Billy selects a male employee who is barely qualified. He just Maternityleave:DoulasUnitedisasmall,Austin-based,doesnt feel that he can count on Lilly to handle the reigns with company providing pregnancy coaching for expectant mothers. her new baby and plans for a bigger family. Has Billy erred?Natasha, one of the companys coaches, has herself becomeYes. Even though he treated Lilly properly during pregnancy pregnant. When the time comes for Natasha to have her baby,and immediately after, he cannot retaliate against Lilly for her she asks for maternity leave to care for her new child. Operatingpregnancy and plans for a large family. on a bit of a double standard, Doulas tells her the company just cant afford to grant her time off. If she leaves to care for herWhat Should I Do:newborn, her position will be given to someone else. NatashaGood: Count up your workers every few months to know whether makes a claim under the PDA. Is she in for a payday? Nope. the law applies to you. Once you have more than 15, institute The PDA only prevents discrimination. Doulas does not havean anti-discrimination policy including pregnancy discrimination.50 employees so the federal Family Medical Leave Act (FMLA)(which grants up to 12 weeks unpaid leave) does not apply. Better: In addition to developing a policy, control who is permitted With no maternity leave law in Texas, Doulas can let Natasha goto interview and make material decisions about employees to be without creating a legal issue if she fails to return immediatelysure they are aware of the concerns of pregnancy and other to work. discrimination.Take that, EEOC: Anger Management Trainers, Inc. (AMT) hatesBest: In addition to the items above, create job descriptions for government intervention and refuses to kowtow to the EEOCseach position. Use the job descriptions to prepare advertisements new guidance. When Sue asks for a new keyboard and desk setforpositions,toaskobjectiveinterviewquestions,andto up as a reasonable accommodation of her pregnancy-relatedcreate a uniform and objective performance review system to carpal tunnel syndrome, AMT management tells her to jump in aavoidaccidentallydiscriminatingagainstsomeonebasedon lake. Has AMT jumped into troubled waters?Unfortunately, yes. pregnancy.Even though the EEOCs guidance is not law and wont likely stand up in court at this time, Sues request is protected under the ADA. All pregnancy related illnesses are likely disabilities within the meaning of that law, and reasonable accommodation must be afforded the employee.Octomom: Billy operates Billy Bobs Breeding, a thoroughbred horse breeder. Lilly has been a rising star in the company but has become pregnant and plans to have more children. Billy, a 52'