Final answer:
The Pregnancy Discrimination Act of 1978 mandates that employers treat pregnancy like any other temporary medical condition and prohibits discrimination in the workplace related to pregnancy. This act is an amendment to Title VII of the Civil Rights Act of 1964 and is enforced by the EEOC.
Step-by-step explanation:
According to the Pregnancy Discrimination Act of 1978, employers must treat pregnancy in the same manner as any other temporary medical condition under any health or disability insurance plan. This act, which amends Title VII of the Civil Rights Act of 1964, prohibits discrimination against women in the workplace who are planning to get pregnant, who are pregnant, or who are returning to work after pregnancy. Employers cannot treat these women unfavorably in hiring, benefits, promotions, or termination as long as they can perform the work required.
Public policies such as the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Civil Rights Act of 1991 were established to reduce discrimination in the labor market by making it illegal and laying ground for monetary damages in cases of intentional employment discrimination.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing these federal laws to ensure a workplace free of discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.