Question

Young vs UPS

1. Explain the facts of the case leading to the dispute.

2. What are three legal concepts or terms pertaining to employment law that presented themselves during the case? Define and show understanding of each of these terms.

3. What rule of law came from the case? What did the court decide?

4. Based on your understanding of employment law was the ruling correct? Explain using a legal principle.

Answer 1

1. Facts Peggy young was employed as a delivery driver for United parcel service in 2016 she requested to leave of absence in order to undergo into water fertilization The process was successful in young became pregnant young medical practitioners advise her not to lift more than £20 while working and the company's employee policy requires their employees to be able to lift up to £70 due to young's inability to fulfill this work requirement UPS forced yhm to take an extended unpaid leave of absence during this time she eventually lost her medical coverage young gave birth in April 2017 resume work at UPS thereafter young sued ups and claimed she had been victim of Gender and disability based discrimination under the Americans with disability act and the pregnancy discrimination act UPS argued on the ground that she cannot show that was UPS decisions based on pregnancy or that she was treated differently UBS AG youth it had no obligation to offer young accommodations under the Americans with disabilities act because young pregnancy did not constituted disability the district court dismissed young's claim the US Court of appeals for the fourth circuit . 2 . The three legal terms regarding employment are Discrimination employment terms employee accommodation. The word discrimination is used when the employer over there did pregnancy discrimination with young employment terms asked young to lift £70 and on her inability to do so the company did not provide accommodation 3 . The US Supreme Court Case decided this week make 6 significant more likely that pregnant woman denied workplace accommodations will succeed in legal claims against the employees who denied them the court decision in young versus UPS holds that there may be some situations in which employees can accommodate some group of employees without also accommodating pregnant employees but then create a test source tree that it in effect eliminates employees ability to do just that it's important for employees to understand that pregnancy discrimination act is not only the law that requires them to provide accommodation to pregnant women the 2008 amendments to Americans with disabilities extend act the scope of legislation to require employees to provide necessary accommodations to pregnant women with pregnancy related conditions that need the definition of disability although the amendment act did not apply in youngsters because it became effective after her case was 5 both the majority opinion and one of the dissenting opinions recognised 2008 expansion of the law 4 . Young versus UPS Supreme Court decision was a victory for pregnant women facing discrimination in the workplace employment based on the understanding of employment law the ruling was correct as the law does not discriminate among Their employees