When a UPS employee's pregnancy was discovered, her manager placed her on unpaid leave. She pursued a complaint in federal court that UPS violated the requirements of the Pregnancy Discrimination Act (PDA). The courts decided that UPS was not in violation of the PDA.

1. What can HR professionals do to mitigate concerns about pregnancy discrimination in the workplace? What does the law say companies need to do to avoid violating the rights of pregnant employees?

2. If you were an HR manager at UPS, how would you have handled the situation described in the case? How could the employee's immediate manager have handled the situation differently?