Forced leave isn't pregnancy accommodation.

Some pregnant women develop complications that require temporary work restrictions. Be careful about how you handle those situations. Don't require pregnant employees to take FMLA leave. And think twice about denying light-duty work as an accommodation.

Remember, a 2015 U.S. Supreme Court ruling (Young v. UPS) said employers must treat pregnancy-related temporary restrictions just as they do other temporary restrictions.

Recent case: In the final weeks of her pregnancy, a paramedic asked for a light-duty assignment, which her doctor had suggested (via a note to the employer).

The ambulance company offers light duty to employees who are...