The Pregnancy Discrimination Act prohibits discrimination during recruitment to protect employees who have pregnancy or childbirth-related conditions (Barnard & Rapp, 2009). Further, the act forbids employers from denying workers promotion, forced leave or termination because of a pregnancy. The management should treat employees equally in relation to their ability or inability to work. For instance, if an employee can get a light duty job due to a medical operation, the employer must make a similar offer to a pregnant worker. A case in point is UPS (United Parcel Service Inc) in which the company failed to offer Peggy Young a favorable working condition. As a result, Peggy proceeded on an unpaid leave and lost her medical cover. The organization declined to provide her light duty work, yet it offered such tasks to other employees with medical conditions. Peggy sued UPS and she won the lawsuit at the USA Supreme Court.
The Americans with Disabilities Act (ADA) is a federal law that prohibits unfairness against qualified personnel who have disabilities. The act protects an employee from discrimination during recruitment, job promotions, award of employee benefits, discharge, and training (Krent, Cairns & Dodge, 2013). It is therefore illegal for organizations to reject a candidate on the basis of disability. During recruitment, an interviewer should ask questions related to the ability to perform duties. Upon hiring a person with a disability, an organization ought to make reasonable provisions for the employee. In Accenture Plc, employees with disabilities obtain flexible work schedules, additional training, and assistive technology. The company also offers an accessible work environment in the layout of the building design.
The prevalence of social media in the workplace has resulted in issues relating to free speech, privacy, monitoring, and state-specific laws. To resolve the issues, executives need to balance between the organization’s interests and the employees’ rights to use social media. These social media rights have led to organizations developing social media policy to manage risks for both the employees and the company.