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dc.contributor.authorPhelan, Pamela E.en_US
dc.date.accessioned2013-02-14T23:00:59Z
dc.date.available2013-02-14T23:00:59Z
dc.date.issued1992en_US
dc.identifier.citation25 Creighton L. Rev. 185 (1991-1992)en_US
dc.identifier.urihttp://hdl.handle.net/10504/39915
dc.description.abstractINTRODUCTION|Congress adopted Title VII of the Civil Rights Act to guarantee equal employment opportunities for all persons. The Act prohibits discrimination on the basis of "race, color, religion, sex, or national origin." In 1978, Congress amended Title VII by enacting the Pregnancy Discrimination Act ("PDA"). The PDA states that employment policies and practices based on an employee's pregnancy or a related medical condition constitute a form of sex discrimination and are actionable under Title VII. Both Title VII and the PDA permit discriminatory policies but only if those policies qualify as either a bona fide occupational qualification ("BFOQ") or a business necessity. The former, a very narrow exception, is applied to facially discriminatory policies and the latter is applied to those policies that are facially neutral but have a discriminatory impact on a protected...en_US
dc.publisherCreighton University School of Lawen_US
dc.titleUAW v. Johnson Controls: An Affirmance of Equal Employment Opportunities for Womenen_US
dc.typeJournal Articleen_US
dc.rights.holderCreighton Universityen_US
dc.description.volume25en_US
dc.publisher.locationOmaha, Nebraskaen_US
dc.title.workCreighton Law Reviewen_US
dc.description.note1991-1992en_US
dc.description.pages185en_US


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