Case 1
PEGGY YOUNG, Petitioner v. UNITED PARCEL SERVICE, INC.
No. 12-1226
SUPREME COURT OF THE UNITED STATES
Statement of key facts of the case.
Under 42 U.S.C.S&2000e (K)’s accommodation denial is disparate statement and the people with pregnancy should be accommodates and treated well, similar to others who could be unable to work or able to work. The employer did not grant the plaintiff the accommodation as he relied on legitimate and unbiased motives. The petitioner was required to present the suggested reasons.
The issue prompting court review of the case.
The case needed to be reviewed since the lower court improperly granted an employer the summary judgment since the pregnant employee was able to provide evidence that created a genuine dispute that the employer favored some employees whose situations could not be distinguished. Therefore, the employer argument that he was relying on legitimate non-discriminatory reasons needed also …show more content…
The plaintiff side of the story was not fully considered and the defendant was given a benefit of doubt as the court agreed with him and dismissed the retaliation count. The court only focused on the first amended complaint (FAC) presented by the plaintiff and did not fully consider that she was legally utilizing her pregnancy benefit under the Florida Civil Rights Act (FCRA). (COURT OF APPEALS OF MINNESOTA, 2013).
The rule that governs the law to be applied in the case. The rules governing the laws falls under FCRA, which clearly states the benefits the plaintiff were entitled to as a pregnant woman. Therefore, the defendant had to consider her and grant her the maternity leave and approved vacation to ensure that she was also protected and not discriminated upon.
The reviewing court's analysis of the rule of law as applied to the particular facts of the