Dear Walmart: Too often, pregnant women working for Walmart are forced to choose between keeping their jobs and protecting their health. Walmart claims to be a family-friendly company, but associates like Tiffany Lyons Beroid have faced this impossible dilemma. Without simple and reasonable accommodations that many pregnant women need at some point during their pregnancies, Tiffany was forced to continue working against the advice of their doctors, because they can’t afford to leave their jobs. Even with a doctor’s note, Walmart refused to provide modest, medically-required adjustments to Tiffany’s work, such as eliminating heavy lifting and allowing for breaks. To keep receiving her paycheck, Tiffany continued to work against her doctor’s recommendation. Ultimately, the strain was too much, and Tiffany had not only to take an unpaid leave, she had to go on full bed rest for the final trimester of her pregnancy. As the largest employer of women in the country, Walmart should do more to ensure it is not only following the law, but also do everything in its power to provide safe working conditions for pregnant women. We, the undersigned, are calling on Walmart to adopt a policy that safeguards pregnant women by ensuring fair and equal treatment for them, so they need not risk their jobs to protect their health and the health of their babies. We are standing with Respect the Bump, the group of women and men who want better, safer working conditions at Walmart, and every day more Walmart moms – workers and shoppers – are joining us. We understand that Walmart has recently adopted a new policy to bring the company’s current policy into compliance with the Americans with Disabilities Act, following the shareholder resolution proposed by two Walmart workers Cynthia Murray and Mary Watkines, a letter by A Better Balance outlining legal compliance problems with Walmart’s policy, and a claim filed with the Equal Employment Opportunity Commission (EEOC) by A Better Balance, the National Women’s Law Center, and Mehri & Skalet, PLLC. We acknowledge this progress and recognize it will make a difference for women like Tiffany, who had a pregnancy-related disability. But Walmart’s announcement that it will adopt a policy to better protect women with pregnancy-related disabilities is only the first step in ensuring fair treatment of pregnant workers as required by the Pregnancy Discrimination Act. The new policy includes coverage for “a temporary disability caused by pregnancy,” but it is unclear if this will include limitations arising out of pregnancy itself, or only limitations arising out of an illness or injury or complication, since the word “disability” has many different meanings. Walmart needs to further revise its policy to make clear that it will provide reasonable accommodations to workers who have a medical need for it, regardless of whether the need arises out of illness or injury or a healthy pregnancy. The bottom line is that pregnant Walmart associates who have a medical need for an accommodation in order to stay healthy and keep their jobs should have the same rights to accommodation as associates who have medical needs arising out of illness or injury, since the Pregnancy Discrimination Act does not distinguish between these two groups of pregnant women and requires equal protection for all pregnant women.