The 5th circuit has affirmed a ruling in favor of an employer who did not accommodate a pregnant employee by exempting her from lifting and terminated her for the inability to do her job. The Pregnancy Discrimination Act does not specifically require employers to so accommodate, but if other employees are allowed such exemptions for physical reasons, a pregnant employee can’t be treated differently from them. In this particular instance, the court found that there was no evidence that the employee was terminated for her pregnancy or that the lifting requirement was a pretext for such discrimination. Further, the employer did not offer light duty or exemptions to any employer with regard to heavy lifting. The case is Luke v. CPlace
Forest Park SNF, L.L.C., 608 Fed. Appx. 246 (5th Cir. 2019).