On July 14, the Equal Employment Opportunity Commission (EEOC) issued updated enforcement guidance on pregnancydiscrimination and related issues, along with a question and answer document about the updated guidance and an employer fact sheet. The updated enforcement guidance offers insight into how the EEOC will enforce the Pregnancy Discrimination Act (PDA). As expected, the guidance confirms that the EEOC will broadly interpret when pregnancy-related conditions will be considered disabilities under the Americans with Disabilities Act (ADA). Also, for the first time, the EEOC takes the position that the PDA requires employers to offer temporary light duty assignments to pregnant employees with work restrictions if the employer provides the same accommodation to non-pregnant employees who have similar work restrictions. (More)