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The article focuses on the issues surrounding pregnancy-related discrimination in the workplace in the U.S., and also offers solutions for mitigating the same. Topics discussed include an account of laws that protect the rights of the pregnant workers; enactment of Pregnant Worker Fairness Act for the same; and number of claims pending with the U.S. Equal Employment Opportunity Commission.

The article offers information on the 2014 National Health Law Moot Court competition problem of balancing administrative authority, employer discretion, and disability accommodations. It mentions the U.S. Equal Employment Opportunity Commission (EEOC) interprets the U.S. Americans with Disabilities Act (ADA) to require employers to reassign qualified employees with disabilities. It also mentions discretionary terms that any judicial review would intrude on the authority.

The article offers information on the 2014 National Health Law Moot Court competition of Southern Illinois University with problems associated with the U.S. Supreme Court case Sunset ManorCare, LLC, v. Equal Employment Opportunity Commission. It mentions alleging of Employee Transfer Policy violates the Americans with Disabilities Act (ADA) by failing to provide for reassignment of employees with disabilities and discrimination against employee.

The article offers information on the 2014 National Health Law Moot Court competition of Southern Illinois University with problems associated with the U.S. Supreme Court case Sunset ManorCare, LLC, v. Equal Employment Opportunity Commission. It mentions Equal Employment Opportunity Commission's conciliation process under a good faith standard since it is a prerequisite to litigation. It also mentions Americans with Disabilities Act require Sunset to reassign a minimally qualified employee.