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Young V United Parcel Service

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 Relevant Facts: In 2006, Peggy Young, the plaintiff, and a worker at United

Parcel Service as a delivery driver requested absence leave to undergo a vitro-

fertilization to conceive a child. Prior to beginning the process, she informed the

occupational health and safety manager, Martin.

 The employee’s policy at United Parcel Services stated that employees should be

capable of lifting a weight of up to seventy pounds, implying that the plaintiff did

not conform to the policy based on the restrictions stated by her midwife.

 Issue(s): The issue for determination in the case was whether Pregnancy

Discrimination Act (PDA) obliges an employer to ensure the provision of all the

services and benefits accorded to a pregnant employee based on pregnancy

limitations similar to an employee with limitations not caused by pregnancy.

 Holding: The supreme court ruled against the defendant as they provided an

exception for a driver injured while on duty and others who had lost

transportation certification.

 Reasoning: The reasoning behind the ruling was that the employer had

accommodated other disability cases. The Pregnancy Discrimination Act clarifies

that no one should be discriminated against based on their sex, including being

discriminated against on the basis of being pregnant.

 Dissenting Opinion: On the majority side, a significant inquiry was based on

whether an employer’s policy and its burdening of pregnant women implied

intentional discrimination.