Young v. United Parcel Service
| Young v. United Parcel Service | |
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| Argued December 3, 2014 Decided March 25, 2015 |
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| Full case name | Peggy Young, Petitioner v. United Parcel Service, Inc. |
| Docket nos. | 12-1226 |
| Citations | 575 U.S. ___ (more) |
| Holding | |
| To bring a disparate treatment claim under the Pregnancy Discrimination Act, a pregnant employee must show that the employer refused to provide accommodations and that the employer later provided accommodations to other employees with similar restrictions. | |
| Court membership | |
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| Case opinions | |
| Majority | Breyer, joined by Roberts, Ginsburg, Sotomayor, Kagan |
| Concurrence | Alito |
| Dissent | Scalia, joined by Kennedy, Thomas |
| Dissent | Kennedy |
| Laws applied | |
| Pregnancy Discrimination Act; Americans with Disabilities Act of 1990 | |
Young v. United Parcel Service, 575 U.S. ___ (2015), is a United States Supreme Court case that the Court evaluated the requirements for bringing a disparate treatment claim under the Pregnancy Discrimination Act. In a 6-3 decision, the Court held that to bring such a claim, a pregnant employee must show that their employer refused to provide accommodations and that the employer later provided accommodations to other employees with similar restrictions. The Court then remanded the case to the United States Court of Appeals for the Fourth Circuit to determine whether the employer engaged in discrimination under this new test.
In 1978, the United States Congress passed the Pregnancy Discrimination Act, amending Title VII of the Civil Rights Act of 1964 to "prohibit sex discrimination on the basis of pregnancy," as a direct response to the Court's ruling in General Electric Company v. Gilbert. The Act mandates that employers must treat “women affected by pregnancy . . . the same for all employment-related purposes . . . as other persons not so affected but similar in their ability or inability to work.” However, the Act provides exceptions for a "legitimate, nondiscriminatory, nonpretextual justification for these differences in treatment."
In 2006, Peggy Young was working as a delivery driver for United Parcel Service when she requested time off in order to undergo in vitro fertilization. After becoming pregnant, Young's doctors advised her that "she should not lift more than 20 pounds during the first 20 weeks of her pregnancy or more than 10 pounds thereafter." United Parcel Service (UPS) requires that delivery drivers be able to lift parcels up to 70 pounds (150 pounds with assistance). Young informed UPS that she could not work while under a lifting restriction and stayed home without pay during most of the time she was pregnant. Because of her time away from work, Young lost her employee medical coverage. She then filed suit in federal court, claiming that "UPS acted unlawfully in refusing to accommodate her pregnancy-related lifting restriction."
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