When Peggy Young got pregnant while employed by UPS, her bosses placed her on unpaid leave.
Young was a part-time driver for the shipping and logistics giant. Her doctors advised her against heavy lifting, and even though heeding this would not interfere with her everyday duties, UPS placed her on leave. The company argued it could only make accommodations for people hurt on the job, which didn’t include pregnancy.
Young sued, arguing that UPS reportedly accommodated drivers with drunken driving tickets by providing them with second drivers.
On Wednesday, the US supreme court heard her case.
Peggy Young gave birth to a daughter, who is now seven. What happens to Young will potentially have far-reaching consequences for millions of American women.
The federal Pregnancy Discrimination Act of 1978 mandates that pregnant women must be treated in the same manner as other “employees with similar abilities or limitations.”
UPS’s treatment of Young may not be surprising to the 73 million working women in the US, many of whom are mothers.
The ‘motherhood penalty’ is now the standard expectation for many working mothers, regardless of educational and economic standing.
The ‘mommytrack’ is often not a matter of choice. Sociologist Pamela Stone busts the myth that women leave the workplace to raise families.
In a study of high-achieving female executives, Stone found that 90% of those who left work did so because of workplace frustrations and hostile conditions.
In the quarter century since then, the mommytrack has become reality for millions or working mothers who are unfairly and often unduly sidelined.
Those who don’t get mommytracked are the exception. Marissa Mayer was hailed as corporate hero because she continued working through pregnancy. Mayer gave birth, then was checking her work email a few hours later. Rather than maternity leave, it’s more like a maternity pause.
We want to hear your stories. Were you in treated differently when your employer discovered you were pregnant? Tell us in the form below.
