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Moreover, the study found that much of the increase in these complaints has been fueled by an increase in charges filed by women of color.
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.
While pregnancy itself is not a disability, pregnant workers and job applicants are not excluded from the protections of the ADA.
Changes to the definition of the term "disability" resulting from enactment of the ADA Amendments Act of 2008 (ADAAA) make it much easier for pregnant workers with pregnancy-related impairments to demonstrate that they have disabilities for which they may be entitled to a reasonable accommodation under the ADA.
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A Stealth Sequel to is fast-moving, with plenty of cliffhangers, twists, Wham Episodes and Lines.
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.
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There were significant publication delays in recent years. Note that if you have paid dues for the volume year, you will receive those issues regardless of actual publication date.
In fiscal year (FY) 1997, more than 3,900 such charges were filed with the Equal Employment Opportunity Commission (EEOC) and state and local Fair Employment Practices Agencies, but in FY 2013, 5,342 charges were filed.
In 2008, a study by the National Partnership for Women & Families found that pregnancy discrimination complaints have risen at a faster rate than the steady influx of women into the workplace.