52. Which employment law did this hiring manager violate?
Answer: D
Pregnancy Discrimination Act of 1978
The hiring manager violated the Pregnancy Discrimination Act of 1978 by stating that the pregnant applicant was ineligible for hire solely based on her pregnancy status. This act prohibits discrimination against individuals on the basis of pregnancy, childbirth, or related medical conditions.
A) Genetic Information Nondiscrimination Act
The Genetic Information Nondiscrimination Act (GINA) protects individuals from discrimination based on their genetic information in health insurance and employment. While this law is important, it does not pertain to discrimination related to pregnancy, making it incorrect in this context.
B) National Labor Relations Act
The National Labor Relations Act (NLRA) safeguards employees' rights to organize and engage in collective bargaining. This law does not address issues related to pregnancy or discrimination based on pregnancy status, thus it is not applicable to the situation described.
C) Americans with Disabilities Act
The Americans with Disabilities Act (ADA) protects individuals with disabilities from discrimination in various areas, including employment. While pregnancy can lead to conditions that may be considered disabilities, the specific discrimination based on pregnancy itself falls under the Pregnancy Discrimination Act, making this option incorrect.
D) Pregnancy Discrimination Act of 1978
The Pregnancy Discrimination Act of 1978 explicitly prohibits discrimination against women due to pregnancy, childbirth, or related medical conditions. The hiring manager's statement regarding the applicant's ineligibility due to her pregnancy directly violates this act, confirming it as the correct answer.
Conclusion
The violation of the Pregnancy Discrimination Act of 1978 is clear in this scenario as the hiring manager discriminated against the applicant based solely on her pregnancy status, which is explicitly prohibited by law. Other options do not address the specific nature of pregnancy discrimination, reinforcing that D is the only correct choice in this context.