All of the following are ways that an employer uses pregnancy,childbirth,or related medical conditions as a basis for treating an employee in a discriminatory manner,except:

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The Pregnancy Discrimination Act (PDA) prohibits an employer from using pregnancy, childbirth, or related medical conditions as the basis for treating an employee differently than any other employee with a short-term disability if that employee can perform the job. This is why in Opening Scenario 3, it is illegal for the employer to evaluate the pregnant employee differently than it would any other. Employers illegally treat employees differently in many ways regarding pregnancy and childbirth. For instance, the employer: Refuses to hire pregnant applicants; terminates an employee on discovering the employee's pregnancy; does not provide benefits to pregnant employees on an equal basis with short-term disabilities of other employees; refuses to allow a pregnant employee to continue to work even though the employee wishes to do so and is physically able to do so; does not provide the employee with lighter duty if needed, when such accommodations are made for employees with other short-term disabilities; terminates the pregnant employee by moving her to a new job title with the same pay, then eliminates the position in a job restructuring or a reduction in force; evaluates the employee as not having performed as well or as much as other employees when the basis for the evaluation is the employer's own refusal or hesitation to assign equal work to the employee because the employee is pregnant and the employer feels the need to "lighten" the employee's load, though the employee has not requested it; does not permit the pregnant employee to be a part of the normal circle of office culture so she becomes less aware of matters of importance to the office or current projects, resulting in more likelihood that the employee will not be able effectively to compete with those still within the circle.

All of the Following Are Ways That an Employer Uses