MARYLAND’S REASONABLE ACCOMMODATIONS FOR DISABILITIES DUE TO PREGNANCY ACT: MEANING, INTERPRETATIONS, AND IMPLICATIONS
By Jennifer Harris*
INTRODUCTION
In 2013, the Fourth Circuit decided Young v. UPS, a case that pushed Maryland legislators to draft Maryland’s Reasonable Accommodation for Disabilities Due to Pregnancy Act. This amendment to Maryland’s anti-discrimination law took effect on October 1, 2013, and requires employers with fifteen or more employees to explore reasonable accommodations with their pregnant employees. Maryland has now joined a few other states in expanding the rights of pregnant workers by categorizing pregnant workers in accordance with their ability or inability to work for purposes of discrimination law, and not by their sex.
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* Jennifer Harris is a third-year law student at the University of Baltimore and currently serves as the Symposium Editor on the Volume 44 Executive Board. Jennifer graduated from the University of Maryland, College Park in 2012 and majored in Government and Politics. She is currently a law clerk at Pessin Katz Law, P.A. in Towson, Maryland and has held internships in the Baltimore City Circuit Court and the U.S. Equal Employment Opportunity Commission. She hopes to eventually practice civil litigation in Maryland.
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