The most familiar form of pregnancy discrimination is discrimination against an employee based on her current pregnancy.Such discrimination occurs when an employer refuses to hire, fires, or takes any other adverse action against a woman because she is pregnant, without regard to her ability to perform the duties of the job.Specifically, pregnancy discrimination claims filed by women of color increased by 76% from FY 1996 to FY 2005, while pregnancy discrimination claims overall increased 25% during the same time period.The issues most commonly alleged in pregnancy discrimination charges have remained relatively consistent over the past decade.Principles and Standards for Law Placement and Recruitment Activities (effective November 4, 2016)INTRODUCTION The National Association for Law Placement (NALP) was organized in 1971 to promote the exchange of information and cooperation between law schools and employers.In order to advance those interests, the Association has developed these "Principles and Standards for Law Placement and Recruitment Activities." The NALP "Principles and Standards for Law Placement and Recruitment Activities" were first adopted in 1978. General Standards for the Timing of Offers and Decisions NALP encourages law schools and legal employers to educate all participants in the law placement and recruitment process about the spirit and the letter of these Principles and Standards.
Successful recruitment and placement of law students requires cooperation and good judgment from three groups -- law schools, candidates, and employers.Activities related to the placement and hiring of law students should be conducted on the highest ethical and professional level.Timely exchange of accurate information is essential.Part II addresses the impact of the ADA's expanded definition of "disability" on employees with pregnancy-related impairments, particularly when employees with pregnancy-related impairments would be entitled to reasonable accommodation, and describes some specific accommodations that may help pregnant workers.Part III briefly describes other requirements unrelated to the PDA and the ADA that affect pregnant workers. In passing the PDA, Congress intended to prohibit discrimination based on "the whole range of matters concerning the childbearing process," Thus, the PDA covers all aspects of pregnancy and all aspects of employment, including hiring, firing, promotion, health insurance benefits, and treatment in comparison with non-pregnant persons similar in their ability or inability to work.