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Part II addresses the impact of the ADA's expanded definition of "disability" on employees with pregnancy-related impairments, particularly when employees with pregnancy-related impairments would be entitled to reasonable accommodation, and describes some specific accommodations that may help pregnant workers.

Part III briefly describes other requirements unrelated to the PDA and the ADA that affect pregnant workers. In passing the PDA, Congress intended to prohibit discrimination based on "the whole range of matters concerning the childbearing process," Thus, the PDA covers all aspects of pregnancy and all aspects of employment, including hiring, firing, promotion, health insurance benefits, and treatment in comparison with non-pregnant persons similar in their ability or inability to work.

When she was three months pregnant, Germaine's supervisor told her that she would not receive a bonus.

Because the pregnancy was not obvious and the evidence indicated that the decision makers did not know of Germaine's pregnancy at the time of the bonus decision, there is no reasonable cause to believe that Germaine was subjected to pregnancy discrimination.

The majority of charges include allegations of discharge based on pregnancy.

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