Paper Example on Protection from Pregnancy Discrimination by OFCCP Rule

Introduction

Pregnancy discrimination refers to a form of employment discrimination that usually occurs when pregnant mothers are fired, denied employment opportunities, or even discriminated against because they are pregnant or have the intention to get pregnant. The Office of Federal Contract Compliance Programs (OFCCP) through the notice of proposed rulemaking prohibits the dismissal of women employees based on pregnancy or maternity to ensure the comparable benefits of the society and maternity leave. The pregnancy discrimination act VII of the Civil Rights act of the year 1964 states that women and men should have equal opportunities in the workplace. This paper is aimed at the evaluation of pregnancy discrimination through the analysis of the document Discrimination on the Basis of Sex that contains OFCCP's rule that outlines the regulations that guide the contractors and subcontractors on fulfilling their obligations by ensuring that there is no discrimination on the basis of sex so that women who are pregnant or plan to get pregnant are hired and treated well.

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The Purpose of the Regulatory Action

OFCCP proposed these regulations to lay down the requirements that fully covered;

Contractors and subcontractors of the Federal Government to ensure that they fulfill their obligations that ensure that women are not discriminated against due to their gender or pregnancy. The orders state that all job applicants should be employed and treated well during their employment period regardless of their sex.

Benefits of the Regulatory Action

The OFCCP through this regulatory ruling interprets the provisions of the Executive Orders that contain the non-discrimination provisions of the Civil Rights act of the year 1964 that ensures equal employment opportunities.

The requirements of these executive orders reduce the costs incurred by the government and also ensures that its operations are efficient since all the employees, as well as job applicants including pregnant women, have equal and fair consideration in procurement, hence ensuring employment of the most efficient and qualified employees.

These provisions are set to advance the status of employment of women who work as Federal contractors in numerous ways. The most significant way is the eradication of hostile and environment sexual harassment. The provision also outlines that the stereotyped gender assumptions on the responsibilities of family caretaking are discriminatory; hence, childcare leaves should be given to fathers and mothers.

The rulemaking was also set to give guidance on when pregnant women workers are eligible to workplace accommodations hence protecting pregnant workers working for Federal contractor workforce from job losses, loss of wages and ensuring of proper healthcare coverage.

The provision also encourages public understanding of the law and regulations that govern employment to be aware when they are being discriminated against. This rulemaking removes the ineffective and outdated rules for the interest of the public from the Code of Federal Regulations.

Conclusion

From the above discussion, the OFCCP rulemaking is in line with the Civil Rights act of the year 1964 to ensure that there is no discrimination based on childbirth, pregnancy, sex or related conditions hence women are to be treated in the same manner and capacity as men on the application and employment opportunities. All employees should be treated fairly in hiring and working conditions, and therefore, a woman cannot be denied work due to pregnancy as long as she is qualified and can be able to perform her jobs properly. Maternity leave should be given to both women and men, and pregnant women should only be allowed to work as long as they can perform their job. The employer is also expected to provide health cover to a pregnant woman.

References

Office of Federal Contract Compliance Programs (OFCCP) - Pregnancy Discrimination Vs. Federal Contractors, 91528123. U.S. 2019