The Supreme Court’s decision in Young v. UPS has several things going for it. Most importantly, it upholds the key principle of the Pregnancy Discrimination Act (PDA) by making it clear that pregnant workers cannot be treated worse than other workers. Consistent with that principle, it precludes employers from unjustifiably excluding pregnant workers under a policy that already accommodates many of their colleagues.

• A woman needs time off from work because she is relocating to a domestic violence shelter to escape her husband’s violence.
• An unknown person shows up at the office and demands to see his girlfriend, who is an employee there; he threatens that he won’t leave until she agrees to see him.
• An employee repeatedly uses office phone lines and email to harass and threaten his ex-girlfriend.

If you’re an employer, chances are that you have encountered one of the three scenarios listed above. If you haven’t, it’s just a matter of time before you do.

The White House Task Force to Protect Students from Sexual Assault releases its model memorandum of understanding for colleges and law enforcement.

Good news: Last week the White House Task Force to Protect Students from Sexual Assault issued its long-awaited model memorandum of understanding (“MOU”) on how universities and colleges should work together to handle campus sexual assault.

On January 22nd, the House of Representatives marked the 42nd anniversary of Roe v. Wade, the landmark 1973 U.S. Supreme Court decision that gave women the right to choose whether to carry a pregnancy to term, by passing a bill that permanently restricts federal funding for abortion. The only reason the bill was not even more draconian is that women GOP lawmakers revolted against the bill’s more severe provisions at the last minute. If there was ever any reason to doubt the importance of electing female legislators, the GOP congresswomen dispelled it with this action.