For Immediate Release
December 3, 2014
Washington, D.C.—On Wednesday, the United States Supreme Court heard oral arguments in Young v. United Parcel Service, a case that will help determine what accommodations employers are legally obligated to provide to their pregnant employees.
Peggy Young is a UPS employee who sought light duty after her doctor advised her not to lift more than 20 pounds during her pregnancy. Although it grants accommodations for other medical needs, UPS refused to allow Young to return to work until she was no longer pregnant.
Women’s rights and labor rights organizations filed amicus curiae (“friend of the court”) briefs on behalf of Peggy Young. In addition, 23 anti-abortion groups signed on to a brief filed by professors from the University of St. Thomas School of Law. Some media accounts have framed this as a case of “strange bedfellows”—but not everyone finds it strange.
All Our Lives and Feminists for Nonviolent Choices are two of the organizations that joined the pro-lifers’ amicus brief. Both groups work to address the social and economic factors that put unjust pressure on women to have abortions. Both see pregnancy discrimination in employment as an example of social structures that fail to respect human life.
“Our society claims to value children and motherhood so highly, and yet we don’t value them enough to put them before the maximization of profit,” said Jennifer Roth of All Our Lives. “Without reasonable accommodations, a pregnant worker might have to choose between protecting her health and her baby’s on the one hand, and supporting her family on the other. If their lives really matter, they’re worth the cost of a few extra water breaks or a light duty assignment.”
Dr. Mary Dahl Maher, president of Feminists for Nonviolent Choices, stated, “For a truly pro-woman, pro-life decision, the Supreme Court must rule that the 1978 Pregnancy Discrimination Act mean employers are to meet the needs of pregnant women the same as they would meet the needs of any other worker who’s similarly physically restricted. Employer policies that are merely ‘pregnancy-neutral’ are, in fact, prejudiced against pregnancy and therefore against women.”