The United States Supreme Court reversed. It held that the policy was sex discrimination forbidden under Title VII because: 1) the policy required only female employees to prove that she was not capable of reproducing; 2) under the Pregnancy Discrimination Act of 1978 (PDA) sex discrimination includes discrimination on the basis of pregnancy and the employer's policy treats all females as potentially pregnant; 3) since fertile women are as efficient in the process as others, there is no business necessity for the policy and; 4) concern about the next generation was not the essence of the employer's business.
To see the entire International Union v. Johnson Controls decision.
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