BLAW 2013 Lecture Notes - Lecture 10: Pregnancy Discrimination Act, Duke Energy, Gretchen Carlson

• School: University of Arkansas
• Department: Business Law
• Course: BLAW 2013
• Professor: Petrone

Document Summary

Marital status and attractiveness are fair game except for a few scenarios. Griggs v duke power company (supreme court, 1971) Any tests have to relate to the job to be legal to screen employees. Tests used intentionally or unintentionally still are in effect. If accommodations can be put in place, they should be. Have a job and file for bankruptcy. Commission with review complaint and decide whether or not to represent you. Can sue no matter what the eeoc letter says. Initially supreme court ruled that pregnancy discrimination was not gender discrimination. This for that: exchanging sex for gain or for lack of consequence. Hostile environment: severe enough to alter the conditions of the. Employer liable if tangible employment action results. Must be a physical or mental impairment that substantially limits a major life activity. Person must be able to perform the essential functions of the job, with or without reasonable accommodations.