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An employee may claim she was subjected to discrimination based on past pregnancy, childbirth, or related medical conditions.The language of the PDA does not restrict claims to those based on current pregnancy.Employment decisions based on such stereotypes or assumptions violate Title VII.

While pregnancy itself is not a disability, pregnant workers and job applicants are not excluded from the protections of the ADA.Part I of this document provides guidance on Title VII's prohibition against pregnancy discrimination.It describes the individuals to whom the PDA applies, the ways in which violations of the PDA can be demonstrated, and the PDA's requirement that pregnant employees be treated the same as employees who are not pregnant but who are similar in their ability or inability to work (with a particular emphasis on light duty and leave policies).However, even if the employee did not inform the decision makers about her pregnancy before they undertook the adverse action, they nevertheless might have been aware of it through, for example, office gossip or because the pregnancy was obvious.Since the obviousness of pregnancy "varies, both temporally and as between different affected individuals," When Germaine learned she was pregnant, she decided not to inform management at that time because of concern that such an announcement would affect her chances of receiving a bonus at the upcoming anniversary of her employment.

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