The Supreme Court recently heard arguments in a case involving a pregnant woman who was told she needed light duty work.
She was startled to discover that her employer refused to offer her the same kind of light duty that it routinely offered co-workers who were returning to work from disability leave. She ended up having to take leave.
Of course, the immediate human reaction is to feel bad for the worker. It seems unreasonable for an employer to cut a pregnant worker a little slack.
But the case raises uncomfortable questions about the practicality of the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA) — laws signed at a time when employers still had deadwood on the payroll.