The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects organizations having what minimum number of employees?

The Pregnancy Discrimination Act of 1978 (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. As such, it follows the same coverage requirements as Title VII. The law applies to employers (including private and public sector employers), employment agencies, and labor organizations with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.

A. All organizations with employees must abide by this law: This is incorrect, as federal EEO laws like the PDA have specific employee-count thresholds for coverage.
B. Organizations with 100 or more employees: This threshold is primarily associated with the requirement to file the EEO-1 Report, not with coverage under Title VII or the PDA.
D. This law only addresses federal government employees: This is incorrect. The PDA applies to private employers, state and local governments, and other entities meeting the 15-employee threshold.

1. U.S. Equal Employment Opportunity Commission. (n.d.). Pregnancy Discrimination. Retrieved from https://www.eeoc.gov/pregnancy-discrimination. The EEOC explicitly states, "The Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment... The PDA covers employers with 15 or more employees, including state and local governments."

2. Walsh, D. J. (2019). Employment Law for Human Resource Practice (6th ed.). Cengage Learning. Chapter 4, "Title VII of the Civil Rights Act of 1964," clarifies that the Pregnancy Discrimination Act amended Title VII and thus applies to employers with fifteen or more employees (p. 126).